Module 1 – Case

CRITICAL THINKING, WORD PROCESSING, AND FISHBONE ANALYSIS

Assignment Overview

Donald Rubendall has just been hired as the Assistant Manager at Company XYZ. He worked for a traditional organization for 10 years as a Supervisor and was offered a position at Company XYZ (a new start-up company) that was seeking an Assistant Manager. The start-up company is far from being traditional and has a culture of flexibility and openness. As an example, there is no formal dress code at the start-up. After the first month on the job, he quickly learns that the start-up is making great progress and that additional employees will be hired. He is thrilled about the news. If anything, it means more job security for him. He has been tasked with hiring a Human Resource Generalist for his small department. He finds the perfect candidate—Ms. Gibson, but during the interview, he finds out that she has a small Chihuahua that she would like to bring to work each day. When questioned why during the interview, Ms. Gibson mentioned the following, “A study in the International Journal of Workplace Health Management found that stress declined over the course of a day in employees who brought their dog to work, while it rose for dog owners who left their pups at home and for non-dog owners.” Donald was still skeptical and wanted to do some more research on this challenging topic.

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After doing some research, he realized that many large organizations such as Google and Amazon have had pet-friendly policies. Furthermore, he was able to find the following information online (Why You Should Bring Your Dog To Work retrieved from https://www.huffpost.com/entry/dogs-to-work-stress_n_3475977 regarding the benefits of bringing pets to work:

  1. Reduces stress — In a self-reported survey of 31 companies, employees reported lower levels of stress with pets in the workplace. Cats slightly edged out dogs in the stress-relief department but both canine and feline contributed to a less stressful work environment. Of course, this corroborates existing research that has shown the positive effect that pets can have on cardiovascular health, autonomic stress responses, and blood pressure.
  2. Forces breaks — Studies have demonstrated the value of taking frequent, short breaks as a way of increasing productivity, and pets make us do just that.
  3. Makes the environment friendlier — The same instinct that leads you to spontaneously break out into puppy-talk around your pooch may lead you to be more amicable to your colleagues and your customers. In pet-friendly workplaces, employees reported feeling friendlier to one another and finding that customers had a more positive impression of the company.

After reading the research, Donald is both surprised and convinced that Ms. Gibson would be a great hire and would like to hire her even if she has to bring her Chihuahua to work each day. The only problem is that he needs to discuss the situation with the CEO before he can officially hire her.

Some specific articles on this topic to get you started:

Truett, R. (2013). Some stores see being pet-friendly as a plus. Automotive News, 88(6591). Available in the Trident Online Library.

Linacre, S. (2016). Pets in the workplace. Human Resource Management International Digest, 24(4), 17-19. Available in the Trident Online Library.

Barker, R. T., Knisely, J. S., Barker, S. B., Cobb, R. K., & Schubert, C. M. (2012). Preliminary investigation of employee’s dog presence on stress and organizational perceptions. International Journal of Workplace Health Management, 5(1), 15-30. Available in the Trident Online Library.

Case Assignment

Once you have finished reading about this topic and reviewing the background materials, please write a 2- to 3-page paper (either in essay format or Q & A format) addressing the following questions:

  1. How should Donald Rubendall approach the situation? Is it worth hiring Ms. Gibson and implementing a new “controversial” policy at the company? Justify your response.
  2. What if 10% of the employees do not support a pet-friendly workplace? Would you still consider the policy? Justify why.
  3. What should the policy be for a pet-friendly workplace? Where should the administration draw the line (e.g., should snakes be allowed)? Create a memo outlining the policy in detail so there is no confusion.
  4. As a future Manager, what is the best way to gauge how your employees feel about a pet-friendly policy (e.g., large meeting, anonymous survey, or one-on-one meetings)? Justify your response.
  5. If the CEO opposes the new policy but is willing to hear some “options”, what would be some plausible compromises?

Be sure to support your arguments with references to the background readings and your research.

Upload your assignment to the Case 1 Dropbox. Be sure to review your TurnItIn Originality report. If the score is over 20%, you may be copying too much material from the internet or other sources and you will need to contact your professor and arrange to revise and resubmit the paper.https://courses.lumenlearning.com/informationliteracy/chapter/video-me-plagiarize/

Assignment Expectations

The Case papers in this course will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:

  • Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?
  • Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?
  • Business Writing: Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?
  • Effective Use of Information: Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?
  • Citing Sources: Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?
  • Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date?

Case reports are to be prepared in Microsoft Word and should be 2-3 pages in length, in addition to a cover page (course name and number, module number, session name, Attention is to be given to citing sources of information in-text (within the body of the paper) as well as in the end references section of your paper. In-text citation and end reference formatting instructions are available at https://owl.english.purdue.edu/owl/resource/560/10/. Submit your report in the Case Dropbox for this module on or before the date due, as indicated at the TLC Homepage.

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Module Case 1: Human Resource Generalist

Module Case 1: Human Resource Generalist

New beginnings are considered as seeds, which must be nourished to bring out the best. Like any other beginning, start-up businesses are exposed to various opportunities and serious threats. In this case, Donald Rubendall is tasked with hiring a Human Resource Generalist (HRG) to assist him with the employee selection process. Ms. Gibson is identified as the perfect candidate but requests to bring her dog along at the workplace. This paper discusses how Donald can convince the CEO to implement the pet policy to hire Ms. Gibson (Human Resource Generalist).

Donald should face the situation with a non-biased motive. Despite the qualification of Ms. Gibson, he should consider the overall growth and performance of the company. The decision followed should benefit the current and potential employees, together with all other stakeholders. According to Noe et al. (2018), it is worth hiring Ms. Gibson to implement the new policy so long as it favors the company vision, strategies, mission, and core values. Similarly, Donald should consider business dynamics to increase the company’s competitive advantage.

As previously mentioned, it is nearly critical that Donald makes a decision that favors the entire company and its affiliates. As explained by Karen & Willis (2014), workplace health promotion improves the company’s overall productivity and performance. Notably, the majority is not always right. If 10% of the employees are against the pet-friendly workplace policy, Donald should call for a private meeting and understand their concerns. He should then do his best to address the issues for the benefit of the company. Based on the reports from Google and Amazon on the effectiveness of the pet-friendly workplace policy, I would still consider the policy to profit the company.

Pets in workplaces is a current policy that drew the organization’s interest after research concluded that workers who owned and brought their pets along to work were more productive and friendly (Linacre, 2016). Be that as it may, the administration should issue the following guidelines linked to the uptake of the pet workplace policy: well-trained and non-harmful pets are allowed into the workplace. Unpleasant animals, especially wild animals like snakes, wild cats, and wild dogs, to name a few, should not be brought along. Contacts with pets should be dedicated to a particular time. A veterinary dispensary should be established. Pets should be clean, have an insurance policy, and receive the correct vaccination.

Job satisfaction analysis and employee feedback enable an organization to measure what motivates its workers and their perspective on how the overall management impacts their productivity and performance. Karen & Willis (2014) believe that an anonymous survey collaborated with one-on-one meetings is the best and most productive approach in such a situation. Typically, where many people are required to make a significant decision, large meetings and conferences have not proven effective. I would gather information from each employee then make a vital decision favoring all participants.

If for some reason, the CEO opposes the pet-friendly workplace policy, one reasonable compromise would be to ask Ms. Gibson not to bring her dog along. Further, the company can seek another candidate to take the position. The company can also consider giving Ms. Gibson some time during the day to visit and spend some time with her dog. Alternatively, the CEO can be requested to give the policy a one month trial and make the final decision based on the observations.

Conclusion

On balance, a human resource generalist has a unique role in the employee selection process. However, choosing the best candidate for this position requires special attention. In this case, the potential candidate for hire as the HR Generalist requests to bring along her pet (dog) to the workplace since it helps relieve stress, creates a friendlier working environment and provides frequent breaks to the workers. Throughout this discussion, explanations have been provided on whether the new pet workplace policy should be implemented to hire Ms. Gibson and favor other employees who would wish to bring their pets along as well. Ultimately, whatever the decision, it should be made for the advantage of the company.

Reference

Karen, V. D. S. C. F., & Willis, M. N. W. J. (2014). International Journal of Workplace Health Management. Health Management7(3), 138-155.

Linacre, S. (2016). Pets in the workplace. Human Resource Management International Digest, 24(4), 17-19.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2018). Fundamentals of human resource management. McGraw-Hill.