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Organizational Staffing Plan: Part 1
Organizational Staffing Plan: Part 1
The purpose of this paper is to provide the lending institution with the required staffing organizational plan for the start-up new small business. This plan will explain the major staffing areas planned for the new coffee shop and is based on approved human resource staffing principles.
Employment Relationships
My coffee shop will be a friendly environment for all people to come in and enjoy. The coffee shop will have plenty of space. Te shop will be able to donate to these different organizations around the area. Also, my employees will have b treated fairly and with respect. Nobody wants to work for a place that you cannot be yourself. The employees will be able communicate with each other to get the job done. I want my employees to be happy to come to work. If employees are not happy to come to work they will not do a good job. The environment will be so great. When the customer come in they will feel the atmosphere and will know what type of people work for the coffee shop. Also, I want my employees to be able to talk to me about anything; this is why I have an Open Door Policy. This will help to keep this in order at all times. Within my company the legal HR practices will be used to the best of my ability.
Avoiding Claims of Disparate Treatment
The best way for my company will not have any claims of disparate treatment. I will make none of my current employees and the new hires are subject to any type of discrimination. Also, I will have things in place for Handicap people can come in and enjoy. I do not want anybody to feel uncomfortable or treated wrong. I would definitely have both volunteered and paid position for handicap. When peopl...
... middle of paper ...
...most servers find that organization and quick thinking are the most important job skills for this position. This type of job will be for a person willing to work different shifts and love meeting people.
References
Heneman, H., Judge, T., & Kammeyer-Mueller, J. (2012). Staffing organizations. Boston, MA: McGraw-Hill.
http://www.ehow.com/about_6313245_external-environments-influence-employee-behavior.html#ixzz2sAzfTM1w
http://www.ehow.com/how_5522021_manage-diversity-workplace.html#ixzz2sBPdkhzT
http://www.ehow.com/about_7238932_workplace-diversity-policies.html#ixzz2sBEoaMT3
http://www.ehow.com/about_7238932_workplace-diversity-policies.html#ixzz2sBEVp4Cf
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html#ixzz2sBcNc5zg
: http://www.ehow.com/about_6306290_coffee-shop-manager-job-description.html#ixzz2sBoqz6WX
As strategy consultants of McCormick & Associates, we use Porters Five Forces Model as a framework when making a qualitative evaluation of a firm's strategic position (Appendix 1.2). These five forces determine the competitive intensity and therefore attractiveness of a market. These forces affect the ability of a company to serve its customers and make a profit. A change in any of the forces normally requires a company to re-assess the market place.
Because of a 75 year old section of the Fair Labor Standards Act of 1938, companies that use sheltered workshops to train workers with disabilities, such as Goodwill Industries, can legally pay their employees just pennies an hour. The section of the Fair Labor Standards Act that legalizes this behavior needs to be repealed in order to ensure fair pay and treatment of every employee in today’s workforce. To begin, I will explain the use of sheltered workshops and the timed tests used to determine subminimum wages for employees with disabilities. I will then go on to discuss the history of the Fair Labor Standards Act of 1938 and how companies use a section of the legislation to get away with paying their employees with disabilities so little. And finally I will discuss the ethics behind the use of this piece of legislation and also provide a counter argument which supports subminimum wages.
First, the “don’ts.” Don’t use quotas when establishing hiring or promotion policies. They don’t work and often breed resentment in those who have not been selected for a position. On the other, they create doubt within those who have. Don’t force diversity down people’s throats.
Following a trend by the Federal government to liberalize anti-discrimination laws in favor of employees, the Department of Labor Office of Federal Contract Compliance Programs (“OFCCP”) has proposed regulations that would require employers who wish to keep their contracts (and subcontracts) with the Federal government to attempt to maintain a workforce where 7% of employees are individuals with disabilities. The public comment period for this proposal has just closed, and the OFCCP is now in the process of reviewing respondents’ reactions.
The Quality Management Plan for Starbuck’s Enhanced Digital Experience Project will establish activities, processes, and procedures for determining quality policies, objectives, and responsibilities to ensure the quality of the project.
The “Disability Accommodations” article laid out the some of the guidelines that employers are required to provide reasonable accommodations to employees who are disabled. However, the article also says that once the accommodations are made for the employee to perform the job duties, they can then be held to the same performance and conduct standards as other employees (Levine). The article also shows some of the frustrations that employers may have if they spend money on accommodations and the employee doesn’t work out.
The company also explored the concept of customer satisfaction in order to be outstanding. It ensures the customers are satisfied by the “Starbucks coffee experience”. The company ensures that this experience is felt by the time a customer steps in its coffee store to the time of leaving .
In 2003, Starbucks was listed as one of the Fortune 500. Despite the ongoing recession, the company had managed a 31% increase in net revenues for the year. This was reasonable, considering they only spent about 1% of total sales on marketing. All of this, coupled with the fact that they were popular with customers and employees, was a sure recipe for success.
For this organizational analysis, I decided to analyze Starbucks. I chose Starbucks because they are the leading innovators in socially impactful business activities and personally, I love Starbucks coffee! Obviously, the point of this paper is not to talk about how good their products are, but to analyze how their organization is structured and identify potential for improvement. I have never worked at a Starbucks, but I have two friends that work at the location inside of Hy-Vee in Cedar Falls. After countless hours of research, talking to my friends about day-to-day activities, and actually going to Starbucks on numerous occasions over the past few years, I knew this was the organization that I would love to analyze.
Lately, I revisit my friends who were staff members on semi-big servers and asked about their experience. I have combined all the tips I have received and I am truly ready to bring it to this server. I can assure my knowledge with commands is very well. I am aware of all the basic commands; ban, tempban, tempmute, mute, kick, etc. Another great thing is I know how to use them at what time and when. I have also seen how staff members have reacted so certain situations. When this happens, I take advantage and observe how they react. Every staff member is different when it comes to situations. For example, every staff member has a different reaction time, and different typing rate. This is important for many reasons. First of all, if someone is advertising, you can't sit there for five minutes trying to type a command, you must type fast and get the advertiser banned. I believe I can be a staff member that is calm, and when in time of need, I can guarantee I will be there for any player/staff
A company's understanding and use of organizational behavior concepts can make or break it. Just as important, if a company ignores these same concepts, it can easily spell disaster.
Caf? Expresso, as the first mover in the coffeehouse marketplace, which has expanded quickly and become one of the ?big three? players in the global coffee shops chain. However, recently this company is continuously facing a lot of problems in terms of its staff, easy-copied business model and product range, resulting this company lost its leading position to the number three. Therefore, its adjusted visionary goal is ?return Caf? Expresso to the number one position in the marketplace? (Beardwell, 2010). To achieve this goal, Caf? Expresso identifies ?the coffee drinking experience? is significant to achieve competitive advantage and customer value-added, which was delivered through three key elements (graph 1),
...ded once they see that the sales will be increasing and tips will be larger. Good staff will increase good public relations which will result in better business. Marketing a restaurant is the most important part in running a restaurant. If a restaurant is not marketed, no one will know about the restaurant causing it to lose money to operate forcing it to close down. Prices on the menu should always be appealing to the restaurant target market and set towards the products on the menu. It is essential that a restaurant develops its staff to the fullest, for a strong staff creates better sales and the public is pleased .
I personally believe that no organization can stand without staffing. Staffing is necessary in every organization because of
The employees are the heart of every company in my opinion and my dream company must be a place where they are perceived as the greatest asset by the owners. It is also a place where a healthy work environment dominates and where employees are encouraged to continue to self-improve. The owners of my dream company can expect loyalty from their employees and continues efforts to exceed their expectations.