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A) Interview someone of different religion
OR go to a service/session of another religion/denomination; ask about their
beliefs, customs and traditions.
In 300-500 words, post your response to the following:
Post your findings and discuss how these practices, customs, and
traditions might impact or create a conflict in the workplace. Give specific
examples.
As an HR manager, how would you handle conflict arising from, or
a request to accommodate, these practices, customs, and/or traditions you have
discovered in the interview? Give specific examples.
B ) You are all employed in the HR Department of the
Pacific Financial Services (PFS). The company is centralized and all decisions
with respect to hiring, promotion, recruiting and all personnel matters are
made at headquarters. You have approximately 300 employees across the country.
Some of the offices are in small towns and others are in larger cities/towns
serving diverse clients and most of the employees have extensive contact with
clients. The company provides financial investment services to high income earners
and you are now seeking to expand those services to blue collar workers and
other non-traditional investors, including Hispanics and new immigrants.
It has come to your attention that one of your employees, John
Thompson, who works in one of the small, fairly conservative towns has informed
his supervisor, Michael Zelo, that he is in the process of becoming Jane
Thompson and will gender transition (re-assignment) in the next year to reflect
his gender identity based upon recommendation of his doctor. John will start
hormone treatments and will also change his name to Jane during this process.
John also wants to inform his colleagues and clients of his trans status. John
has extensive contact with clients and is also a Unit Leader. As such he conducts
training in the community on investment and attends community events on behalf
of the company. The State in which his office is located does not provide
protection based on sexual orientation or gender identity. Michael is not happy
about John’s decision and informs John that this will cause problems and
frankly, he is not sure how it will work out. Michael asks John to reconsider
and sets up a follow-up meeting. Michael is concerned about the negative impact
the transition will have not only on clients, but the small office environment
as a whole. He thinks that John will not fit in the office and will be unable
to lead the unit not only during the transition process but also after he has
completed the gender re-assignment. Michael contacts you about the issue he is
facing because PFS does not have a policy on this or on sexual orientation
issues. Michael wants to demote John to protect the interests of the company as
it seeks to expand its services.
As an HR Team, your task is to consider all the facts and
provide recommendation to the CEO of PFS, and ultimately Michael Zelo. The CEO
asks the HR team to draft a memorandum with a recommendation to include the
following:
a) Challenges/barriers that Jane, the company and
Michael’s office will face during the transition period;
The PROS and CONS of implementing such a policy on this issue;
b) Recommendation on whether or not to implement a policy
or to support Michael’s decision to demote John. If you do not recommend such
policy outline specific reasons against the policy.
c) If you recommend implementing a policy, identify what
policies can be implemented to support Jane in the workplace?
d ) If there are disagreements among group members about
how the HR Department should handle the situation, please include those in the
group's final response;
Please research the issue of transgender discrimination in
preparation for this response and cite your resources where appropriate.
500-750-word limit
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