Legal Issues in Interviewing

I would never try to pronounce the name the way Lance did. I would simply ask how to pronounce the candidate's name. I would then ask the candidate to tell me a little about themselves. This is the part the usually will disclose where they are from, if they have children, married or not, where they went to school, and their interests. 2. Incarceration Insult: If I felt that the candidate may have a criminal record I would then discuss the back ground check that will be performed. Hopefully this Is when the candidate will speak up If they do have a criminal back ground. . Elderly Error: I don't see why this is coming up in the interview anyways. This is an inappropriate question and should never be asked. If the interviewer feels that he or she should know this information then they should have the candidate fill out an application that will have them put their DOBB down and then Just do the math. 4. Medical Muddle: How Lance words this Is again unprofessional and Inappropriate. An e asier way to may ask the candidate If there Is anything that may restrict them in doing any of the work duties that they are applying for. . Offspring Offense: This is important information to know but the key is how to word the question without offending anyone. I would explain that the Job will have some demanding hours and shifts. I would further explain that they may have to cover and work doubles or work evening hours. Then I would ask them if there was anything that would prevent them for being able to work these hours. 6. Interview. 7. Language Louse-Up: This again was very unprofessional and irrelevant. I would check the resume to see if the candidate is bilingual.If so I would then ask him what languages and leave that subject at that. 8. Pregnancy Problem: If the candidate is fit for the position and will do well with the company I would offer the job and then discuss maternity leave with the candidate. 9. Racial Rudeness: Asking anything that is related to the candidate's race is irrelevant and unprofessional. I would never ask anything like this. 10. Religious Ruckus: Again this is an inappropriate question that does not need to be asked or brought up.I loud give her the information regarding paid holidays if it got to that point in the interview and let her know if she needs a different holiday that is not listed then she can feel free to use her vacation time for this holiday. I think that if I was ever in an interview with Lance and he asked me the questions like he did in the video I would definitely cut the interview short and ask to speak to his supervisor. Most questions asked in this video were done very condescending and rude. Most likely Lances superiors have no idea that this is how interviews candidates.

Deloitte & Touche

Definition of Problem: The problem faced by Deloitte & Touche is how to best manage the merger with Andersen in order to move beyond being two merged organizations into a unified, market-leading organization. Deloitte must minimize the negative effects the change will have on the productivity of the organization and they must have a focus on minimizing the effects on current clients. It is important for Deloitte to create one corporate culture and focus on creating a cohesive team out of a currently divided workforce if they want the new company to be successful. Deloitte must make the Andersen employees feel welcomed and valued by the company while ensuring that their current employees don't feel swept aside. Causes: Some causes of Deloitte's problems include: †¢ Employee fear of change – People naturally have a fear of change. Deloitte's people will naturally feel threatened by the influx of new, unfamiliar people to the organization, particularly as they are coming from an organization that was heralded as being the best in the industry. It is important for Deloitte to properly manage these fears. Difficulty of maintaining corporate culture – Any company that increases their workforce through a merger with a rival firm feels a threat to their corporate culture. It is important for firms to determine before a merger whether the corporate cultures fit together. Two firms cannot merge and adopt one culture, the resulting culture must be a blend of the two cultures. †¢ Inadequacies in communication – The merger w as completed very quickly (in less than 2 months) and as a result the merger was communicated very quickly to employees. HR is responsible for communicating current policies to new and old employees. There has been very little upward communication until the Pulse Surveys and Deloitte employees are feeling like they are being lost in the shuffle. †¢ Lack of team building – The four phases of team building are forming, norming, storming, performing. All teams will go through this cycle in one way or another. Deloitte must recognize this and help the team through the forming, norming and storming phases in a way that will have the least negative impact on the company, so the team can get to the performing stage quickly. The consequences of failing to do this are that clients from Andersen will change to another firm and clients from Deloitte may feel neglected and will leave the firm for that reason. †¢ Fears of past business practices – Andersen was involved in the Enron scandal and as a result, individuals from the US branch were criminally indicted. The Andersen brand was destroyed and Deloitte management have a fear that the fallout may affect Deloitte since the Andersen professionals are now members of the Deloitte organization. It is important for the new Deloitte to clearly distance themselves from the Enron scandal and the fallout from that scandal. Strategic Issues 1. Hasty Integration – Deloitte people feel, through the pulse survey, that management is in a haste to integrate and is forgetting about their own people 2. Tension – Deloitte Touche is not sure how to manage tensions that might arise between the two cultures while integrating. 3. No defined direction – There is no defined direction that the integration management is attempting to incorporate the two very different cultures. Developed Alternatives Gathering feedback on a more personal level – Instead of using the pulse survey to gather feedback, Deloitte could possibly do something on a more personal level. The employees need to have a clear sense of where they fall in the big picture and where they are heading. This allows them to feel they are apart of the great change and consequently will devote themselves wholeheartedly. Examples can include asking lower level managers to have brief meetings with a group of employees voicing concerns and questions. Lower level managers can take notes and submit them to the integration team. Once the team has determined that creating happy employees is important on a personal level thus helping them to overcome the fear of change, and they have formulated the vision for the merging they can develop specific systems that will support, empower and inspire the employees and ensure they are willing to support the change to the best of their ability Mentorship – Mentoring is a valuable option for positively influencing the employees’ commitment because it sends a message that Deloitte & Touche is interested in career growth and development of their employees; these employees can make valuable contributions and facilitate a smooth integration. Assigning a mentor to counsel/tutor employees about the need for change, the change process, ways of adapting or adjusting to the change will help them get a better understanding of the reasons for the integration and allow them to have a more vested interest in the success of the organization. Forcing employees to quickly accept the new emerging culture immediately definitely won’t deter the tensions. This transition must take place at a slow process so employees do not feel pushed and overwhelmed into accepting the new practices and rules. It will be difficult to transform their fears and attitude in favor of the intended change until the underlying motives are understood. Seminars and Workshops – These seminars and workshops  will be for both management and employees; management first, to accumulate the necessary knowledge, skills and abilities for leading the change process. These  skills and techniques will be used to guide employees to quickly adapt to the change. This will allow  the entire organization  to adjust faster and become more flexible. Instead of using an integration team, a certain set of managers can be the head of definite departments, groups, locations, and divisions. These managers must act more like coaches and will express the benefits and rewards of merging the two companies. Consequently, a review will then be conducted to get feedback on how the whole integration process is going. Assuming there is a positive feedback, management will slowly incorporate both cultures into one, while not rushing the process or ignoring what employees concerns are. Evaluate Alternative The alternative that would be the best fit Deloitte & Touche is to have a mentor to solve the current situation. Mentor is better than other two alternatives simply because mentoring is kind of a personal enhancement strategy through which employees facilitates the development of another by sharing known resources, expertise, culture, values and skills. By paring up with Andersen employees, mentor can develop employees while helping them make a greater contribution to the new organization, and help them to become more productive in his or her current position. Deloitte & Touche not only can increase employee’s morale, but also can increase organizational productivity and build up employee’s skill and knowledge while attaining goals for career development. Mentoring is about the qualitative and subjective of employees’ job which dealing with frustration, handing conflict, and behaving with humility. Mentoring can involve an exchange of knowledge and information that can be evaluative nature to assess the assimilation of the new employee in his or her new role. It can help the new employee quickly come up to speed and shorter the learning curve as a contributor within the organization. It is important to make sure employees do not feel to be pushed and forced. Employee’s understanding of motives is the fundamental requirement to have a successful organizational merger. Implementation Phase one Deloitte has to develop a mentorship team and mentorship program for new and old Deloitte employees. A mentorship team will need time to conduct research and develop new practices. This team should be formed and trained and be ready to mentor within six months. Phase two Deliotte must allocate the necessary resources to the mentorship team and program. These resources include not only financial but personnel as well. This will be done right away. Phase three Within the first year Deloitte has to develop a new corporate culture that integrates the best practices and policies from both Anderson and Deliotte. The Mentorship team has to have a concrete culture to implement in order to be successful. Phase four Deloitte must implement a proper evaluation plan to determine if the mentorship program is working. The team can take surveys and other types of qualitative measures to determine how well the mentorship is working. The evaluation can begin after the first year and continue until the end of the program.

Just in Time (JIT) Essay Example | Topics and Well Written Essays - 2500 words

Just in Time (JIT) - Essay Example The strategy can be applied in UAE also. Gorica Group can implement this in their organization but there are some difficulties that the organization can face to implement this strategy. Just in time is a famous concept introduced in Japan in 1950. This business concept has significant contributions in the domain of production strategy or manufacturing business. Before the advent of JIT big manufacturing or product based organizations across the world were facing significant difficulties to manage their inventories. Companies across the world were storing high amounts of inventories in their warehouses. Inventory related problems were eating into their profitability. It was a significant matter of concern for the organizations. Returns on investments were low and inventory carrying costs were high. Philosophy of JIT is simple but it has utter importance as far as the inventory management is concerned. After the Second World War, Toyota President raised his voice and asked the Japanese automobile industry to pull up their shocks to compete well with the American automobile industry. During that period, American automakers were manufacturing nine times higher than the Japanese counter parts. It was the time when Japanese people first came up with this idea. With the help of this essay JIT will be discussed. Here in this study JIT will be defined in an elaborate fashion. The paper will also discuss various fundamental techniques related with Just in Time. The essay will analyze whether the concept is successful in Japan or not. In addition to all these it will also try to find whether the concept can be implemented in UAE. The concept will also be discussed on the context of an organization. Methodology is an integral part of any research paper. Importance of methodology cannot be denied at all. Methodology brings proper structure to a report. It is the way or process through which information and data are collected.

Communication Challenges to Managers in Global Virtual Teams Research Paper

Communication Challenges to Managers in Global Virtual Teams - Research Paper Example It is therefore important to study and understand the connection between communication and performance of virtual teams. Jointly, trust and communication vastly influence performance of members of virtual teams. In any kind of team, members are likely to differ in ideologies as well as ambitions, which can be challenging to managers managing such teams. In global virtue teams, the challenges are severe since the teams comprise of members from different nationalities characterized by cultural as well as technological differences. Being a leader of a global virtual team is challenging and it requires excellent management skills. This paper focuses on communication as one of the crucial challenges for managers in global virtual teams, because of differences in their national culture and technology structure. Challenges posed by geographical separation include lack of synergy. Another challenge that managers of global virtual teams face is inability to identify the talents of their employees thus might end up employing a less diverse team. Virtual teams permit organizations to expand their territories thus employ individuals from different backgrounds. However, challenges may arise in the management of virtual teams resulting in ineffectiveness (Mirjaliisa, 2007; Sarker, Ajuja, Sarker, & Kirkeby, 2011). The challenges could be related to several factors. Leadership style is the major challenge. Managers should thus ensure that their leading strategies are in line with the team members’ anticipation. This can be made possible by switching between the different leadership styles depending on the situation at hand (Johri, 2010; Shachaf, & Hara, 2007; Shachaf, 2008; Dorothy, Kayworth, & Mora-Tavarez, 2010; Karen, 2008). The other challenge is the building of trust. The geographical separation often results in a feeling of alienation, which makes it hard to develop strong relationships amongst team members. The lack

Passion and Personal Growth Essay Example | Topics and Well Written Essays - 500 words

Passion and Personal Growth - Essay Example The prospect of commerce being traded on a global scale entails interacting with people of varying backgrounds and cultures that on an interpersonal level holds a great deal of fascination for me. The reporter highlights that "every person is a complex entity whose perspectives regarding spirituality, self-image, groups of individuals, nature and all other things in life are unique. Mentally bonding with other souls has given me a deep appreciation of the importance of human contact and has allowed me to grow as a person. Long-term relationships and brief conversations in varying situations have shaped my personality and my view of my existence. I often consider how much different I would be; my viewpoint on life altered and thought patterns dissimilar than to what they are presently if not for my passion for people. Certainly, it has provided me a more tolerant viewpoint of other people’s culture and circumstances. It has opened my mind to accept the vast diversities inherent in the human experience and accept the fact that everyone is on their own unique path of learning. I will continue to learn from each person while I briefly cross their path with my own and hope t hat they will benefit in some way from crossing mine as well. Progress or grow in life, socially, professionally and personally depends on the quality of social interactions. Hearing instead of listening or easily dismissing another’s thoughts through their words and actions diminishes the capacity for personal knowledge and growth. I believe that by allowing differing opinions to permeate into one’s existing realm of knowledge and perspective can only enhance the human experience. What is absorbed by the conscious mind affects subconscious reactions."

Analysis of Article about Binge Drinking Essay Example | Topics and Well Written Essays - 1000 words

Analysis of Article about Binge Drinking - Essay Example The author explains that college students under the legal age of 21, are drinking large quantities of 'hard liquor', like vodka, in the privacy of dorms and apartments, as a prelude to going out for the evening. This is a new college tradition, dating from the 1990s, a dangerous activity which often results in hospitalization and sometimes, death. He claims that the government made a grave error in legislation which prevents people aged 18-20 from legally consuming alcohol, driving the practice underground, making it attractive as "forbidden fruit". He expresses the belief, founded on experience and research, that if the legal age were lowered to 18, young people would learn to use alcohol sensibly, in an open, mixed-age, social environment, this-this a "saner approach", one which he observed at McGill University, Montreal, Canada. Like many young people, I have tried alcohol, mostly just a few beers at first, which I found gave me a pleasant 'buzz', made me laugh and feel more relaxed. But I always stopped at three bottles, it is so fizzy and can make me feel bloated. My friend's older brother usually bought the beer for us, when we first started drinking, and we only ever did it with friends, no adults were around. The boys usually drank a lot, often getting sick, aggressive, bothering us girls too much, and even passing out.   That spoiled the little parties for many of us and made me take care never to get so drunk as to lose control.   Until one weekend,   when my friend's parents were away and she had a party.   There were about 20 of us and it was fun at first, laughing and dancing, drinking beer and eating pizza.   Her brother said we should really try some 'real booze', we were missing out, and so I drank three big glasses of Southern Comfort and lemonade, after having had three beers.   I t tasted fine, I felt good for a while. Suddenly, the room was spinning, voices seemed louder, I kept bumping into people and furniture and finally, I went outside and lay down in the grass.   There was nobody else around me, I was scared and felt awful, the moon seemed huge and the sounds of everything were magnified.  

Lighting Designer Assignment Example | Topics and Well Written Essays - 500 words

Lighting Designer - Assignment Example Set designer shows lighting designer his plan with the placement of objects on the scene. It is important to elaborate common view on the lighting on this stage and choose relevant equipment. It is possible to prevent possible problems in this phase as well. The lighting designer has to collaborate with all team in order to interpret the play right and help other designers to create common â€Å"look† of performance. The specialists constantly share their ideas and impressions from preparation. The work of lighting designer is completed by the very performance, and the light crew makes everything during the play under his control. Lighting designer uses specific instruments in his work and prepares a number of materials needed for production. He prepares some sketches and photos of the scenes with different types of lighting which serve various purposes. He elaborates lighting plot in which he indicates every lighting fixture to be utilized along with the general view of the stage. An equipment schedule which is created in the form of a list in which all the instruments that will be used during the staging are mentioned along with the circuits they will be connected. A cue sheet will help the lighting designer to understand what type of light, color, intensity, and prolongation will be used during the performance. The intensity of lighting is the means of creating the time of the day and the focus on the object. Intense light in complete darkness will attract viewers` attention to an actor when he is saying an important monologue or create haze and dim. The lighting designer works with direct and indirect light which come from various sources. The lighting designer operates with four light properties to create some specific atmosphere and mood: Lighting color is created with special filters and gels. Lighting colors give the opportunity to a designer to emphasize some element of the costume or a piece of scenery, make the accent on the actor`s face; The intensity of lighting is the means of creating the time of the day and the focus on the object. Intense light in complete darkness will attract viewers` attention to an actor when he is saying an important monologue or create haze and dim when it is appropriate; Distribution of lighting creates an illusion of lighting coming through various objects such as leaves of the trees; Lighting movement coordinates all the above-mentioned parameters allowing to change them from scene to scene. So the work of lighting designer consists of adjusting the light to the staging requirements and collaborating with other specialists to make a general look of performance.