Select a real B-2-B firm (not named Rexel)…then, answer these three questions:

(1) What do you think is the profile of someone that would be successful in sales for this company?  List 5-6 key characteristics that would be important for successful to have when selling for this company and add one or two sentences as to WHY each characteristic is important.

(2) Describe the ideal sales compensation plan for this sales position.  How would you pay sellers in this company?  Be specific with the details and WHY you believe this is the right way to pay sellers in this company.

(3) How do you think sellers in this company are organized and why?

 

Student will complete a literature review of their topic of choice or the problem their addressing in their capstone project paper. A comprehensive literature review involves an in-depth scholarly research about your topic, demonstrating your mastery of the subject and ability to integrate and synthesize what is known about the topic, and how your project adds to that knowledge. The literature should include recent information (i.e., within the last 10 years), as well as relevant historical information.

5. Literature Review for Capstone Assignment

A comprehensive literature review involves an in-depth scholarly research about your topic, demonstrating your mastery of the subject and ability to integrate and synthesize what is known about the topic, and how your project adds to that knowledge. The literature should include recent information (i.e., within the last 10 years), as well as relevant historical information.

topic is unemployment

Unemployment Project Proposal
Shanae Hampton
Cal Baptist University

Unemployment Project Proposal
Since childhood, I have always been fascinated with the urge to help people around me. I feel excited and satisfied to render help to others and put a smile on their faces. Social workers play a vital role in society because they impact the livelihood of the residents and help stuck individuals come back on their feet. Social work trains social workers to follow holistic approaches in addressing issues with the society and their clientele platforms; while ensuring that the clients get a connection to appropriate resources. In this project proposal, I will talk about unemployment as a social work issue in society.
Unemployment is an issue of concern within society and communities. It negatively impacts the victims economically, psychologically, and physically since it literary plagues their livelihood and functionality. According to the US department of labor, unemployment is one of the major barriers to national growth and a great challenge facing global societies in the modern world. Employment plays a significant role in individuals’ mental well-being of individuals because it improves one’s self-esteem, identity, and efficacy and helps one fulfill their potentials. Unemployed people have issues with their emotional being, so most of them develop chronic disorders such as anxiety, depression, and other somatic symptoms. Therefore, unemployment casts a wide shadow on the victims, their families, and society in general.
Statement of the problem
Today, the rate of unemployment in America is higher, especially after the pandemic. In January, the rate of joblessness dropped by 6.3%; however, unemployment remains a bigger issue of concern within societies. Many people lost their jobs during the pandemic, and more people are still wallowing in the pool of lack. The unemployment rates in America are higher than what the public thinks. Between February 2020 and May 2020, the rate of unemployment rose from 3.5% to 13.3%. In total, there is an additional 14.5 million unemployed people that were temporarily laid off, many of them unsure of returning to their workplaces after the pandemic. Therefore, from a sociological perspective, unemployment is a social issue that negatively impacts the victims and society because it derails their physical, mental, and economic development. Unemployment is an issue of concern because its costs to society are far more than they are financial. As much as unemployed people lose their jobs and financial liberation, they also face physical and mental challenges. More so, unemployment has attracted some of the worst social costs, such as increased crime rates within societies.
Purpose statement
The purpose of this project proposal is to explore the sociological aspects of unemployment in American society. As it is, the country has been hit by the adverse effects of the Covid-19 pandemic. Based on the various measures that countries put forth to help in mitigating the spread of the pandemic among the citizens, industries, factories, and various sectors of the economy were shut down. Many people lost their jobs due to laying off, while others lost their jobs because their respective companies made losses during the tough times of the health crisis. Therefore, by exploring the sociological aspects of unemployment, social workers can understand the issue and the strategies to handle clients facing such issues.
By exploring this topic, I hope to learn and acquire more information about unemployment and how it is an issue of concern for social workers. As a social worker, understanding the negative impacts of unemployment, its trends, and the current situation that victims are in is essential. Moreover, unemployment is a social issue whose personal and social impacts are far-reaching. Some of the social impacts of unemployment include but are not limited to financial hardships, poverty, debt, homelessness, shame, stigma, crime, social isolation, and self-esteem issues.
Stakeholder analysis
The social issue of unemployment affects jobless individuals and their families. It attracts the attention of the entire society and the country in general because of its economic and social impacts. According to the bureau of labor statistics, unemployment affects the victim and their families because they lose wages. It also affects the nation because the lost wages contribute to the economic losses in goods and services that would have been produced by the people who have lost their jobs. Unemployment also affects the employed individuals because unemployed people lose their purchasing power, leading to further unemployment, causing a cascading effect in the economy. Therefore, the stakeholders in this project assignment will be the unemployed, employed, society, and the national economy in general.

References
Khuhawar, K. H., & Shah, H. (2019). Social Problems Due To Unemployment. Journal of Marketing and Information Systems, 2(1), 8-9.
Krugman, P. (1994). Past and prospective causes of high unemployment. Reducing unemployment: Current issues and policy options, 49-80.

NR-228 Nutrional Assessment (RUA) Presentaon Team Charter
Secon I: Team Member Skill Inventory
Each team member will individually complete this secon and inial in the box.
Team Member Name Strengths/Contribuons Areas for Development Inials
Arielle Dupor Flexible communicaon AD
Peggy Ngemoh Organized communicaon PN
Yvee Velasquez me management communicaon yv
Nazeela Yousefi Informaon gathering/
Reliable
confidence NY
Secon II: Work Plan
This secon includes a plan for communicaon and wrien work (please agree upon & complete
all secons).
1. Discuss your process to designate the team leader. Arielle D.
The team leader should be willing to submit the assignments by the due dates.
2. Outline the responsibilies the team gives the team leader?
they hold the responsibility to submit the team Charter in week 2 and the RUA
presentaon and outline in week 5
3. Explain how the team members will distribute the workload for the assignment based on
Secon I.
a google document with all team members included in it, make sure everyone is
doing their share of the work, and ensure that all goals are being met each week.
4. Outline the meline for compleon and submission of assignment components to the
team leader (take into consideraon the assignment due date).
Secon III: Conflict Management
This secon should include your plan for conflict management (please agree upon & complete all
secons). Since the combined Team Charter (with all team member informaon and team conflict
management strategies) are always available for review by all team members (i.e., for online
courses, it is in the assigned Team Collaboraon Forum), team members should refer to it oen
and use it to agree on deliverables for the assignment, and acons to be taken by the team leader
should conflicts occur.
1. List potenal conflicts that might arise between team members during this project.
a. Include the team’s plan members who do not turn in work aer the deadline.
b. Include how the team will manage team members who do not parcipate, or
parcipate in a mely manner
2. For each potenal conflict, list the team’s method of resolving those conflicts.
3. Specifically address how the team will apply Chamberlain Care for peers during conflict
resoluon.
List all potenal conflicts and how they will be addressed by the team. (do not put
contact instructor as only method of resoluon. Include here what the team will do
as an empowered group prior to contacng the instructor)
● Conflicng/difficulty meeng: since our scheduled are not the same each week we need to
determine a me to meet
● Meeng locaon: if we can not agree upon a locaon to meet, meeng virtually is always
an opon with Webex
● If a member does not contribute then the group will reach out to remind them that their
contribuon is needed. Reaching out to the member allows them to seek help if they are
confused or cannot find informaon.
Secon IV: Team Goals
This secon should include your team goals (please agree upon & complete all secons).
1. List the team’s goals for the assignment project (these may include project assignment
goals, group process goals, quality level goals, etc.)
contribute from each team member is needed, we need to work together to be efficient
in a mely manner before the due date since we may have quesons
2. List potenal barriers to the achievement of these goals and outline how they will be
managed.
1. Everyone has a busy schedule and can’t meet at the same me.
2. Every member is not able to meet face to face.
3. Not everyone is able to contribute equally.
We will work around schedules to set up meeng mes to work on the project aer
communicang.
3. Address how barriers for compleon of the assignment will be addressed by the team
below
__Everybody had a busy schedule this semester. That is why the only me we could get together
was in the late evenings.
We are going to meet virtually through skype or faceme once or twice a week unl we reach our
goal__________________________________________________
If one member can not contribute, we will not judge them, instead we will offer our help and
maybe take over some of her responsibility, so we can finish the project on me.
having a google doc allows for the team to see if the assigned part was completed. If it
was not completed we can discuss what needs to be done in a meeng. Communicaon
between all group members means we are able to ask each other if a task is confusing.
Secon V: Project Plan
1. This secon should include your team plan and should be followed by all members of the
team. Since the combined Team Charter (with all team member informaon and team plan)
is always available for review by all team members (i.e., for online courses, it is in the
assigned Team Collaboraon Forum), team members should refer to it oen and use it to
agree on deliverables for the assignment.
2. Using the table below, make a plan for each project week that clearly outlines each team
member’s expectaons. (Be sure to assign a task for each member on the team and
complete and agree upon each secon).
3. Plan tentave due dates for rough dras and completed project assignments.
4. Specifically outline all tasks for the assignment, who the task is assigned to, and when it will
be posted for team viewing and approval in the Team Forum. Complete details are required
in table below
Tasks Week 2 Assigned Team Member Due to Team
Collaboraon
Forum On
Contribute to team Charter all Sunday (Saturday
on a google doc
11/6)
Go over rubric and assign tasks (faceme) all Monday 11/8
Tasks Week 3 Assigned Team Member Due to Team
Collaboraon
Forum On
post a menu from a daycare facility Nazeela Monday of week 3
each member should work on assigned task all
Tasks Week 4 Assigned Team Member Due to Team
Collaboraon
Forum On
complete PowerPoint all 11/18 (Thursday)
begin wring script/outline all 11/21 (Sunday)
Tasks Week 5 Assigned Team Member Due to Team
Collaboraon
Forum On
Review PowerPoint and outline all 11/26
Make any edits need to the project and have it ready to
turn in
all 11/26
Final Presentaon Due to Team
Collaboraon
Forum for all
team members to
view and approve
prior to final
posng to
Submission area
by the team
leader
VI. Emergency Contact Informaon:

Instructions

 

Unit Two covers Chapter 3 (pages 74-104) The Legal Environment and Diversity and Chapter 4 (pages 114-146) Workforce Planning (Job Analysis, Design, and Employment Forecasting).

 

This is the logical next step carried over from Unit One which focused on both HRM process and strategy.   This unit focuses on the importance of understanding and complying with employment laws and developing a diverse workplace.   Additionally, how functions of jobs are analyzed for successful job design, as well as how companies use forecasting to keep the right number of employees in the right jobs to create financial stability while serving customers (internal and external).

 

For the case study assignment, be sure to use the headers included in the assignment.

In Unit III we will look at how to not only recruit job candidates but how to select the right candidates from the pool of candidates we have recruited.

 

 

Read “Case 3-1, You Can’t Get There From Here: Uber Slow On Diversity” on page 108 of your textbook. After you have read the case study, write an analysis of the case study.

Write an introduction to give context to your paper by explaining what the paper will cover. Then, divide the body of your paper using the seven headers below. Address the points within that section, as indicated under the header.

 

Employment Law

 

Identify what employment law Susan Fowler’s sexual harassment claim would be characterized as. Be sure to develop your answer to include your rationale.

 

Type of Harassment

 

Identify the type(s) of harassment to which Ms. Fowler was exposed. Be sure to develop your answer to include your rationale.

 

Uber’s Actions

 

Identify actions Uber has taken to limit their liability relative to sexual harassment charges. Be sure to develop your answer to include your rationale.

 

EEOC and Affirmative Action

 

After reviewing Uber’s diversity report, does it appear Uber is in violation of any EEOC and affirmative action laws? Be sure to develop your answer to include your rationale.

 

Diversity Matters

 

Explain why diversity matters in general and more specifically to Uber. Be sure to develop your answer to include your rationale.

 

Benefits/Challenges of a Diverse Workforce

 

Identify and explain the benefits and challenges Uber derives from a more diverse workforce. Be sure to develop your answer to include your rationale.

 

Legal Provisions of Uber Case

 

Write a summary that identifies legal provisions or considerations covered within this case study as it relates to a human resource management (HRM) perspective.

Conclude with an analysis with your thoughts on how ethics and HRM professional standards are framed by legal provisions within a specific organization or industry (e.g., business, health care).

Your case study must be at least two pages in length, not counting the title or reference pages. Adhere to APA style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.

CASE STUDY 3-1

CASE 3-1 YOU CAN’T GET THERE FROM HERE: UBER SLOW ON DIVERSITY

 

Established in 2009, Uber provides an alternative to taxi cab service in 460 cities and nearly 60 countries worldwide. The trick? Their mobile application for smartphones allows riders to arrange for transportation with drivers who operate their personal vehicles. A dual rating system (drivers and customers rate each other) serves as a quality control device keeping Uber standards high.(1)

As an international technology firm, Uber has been challenged, along with other tech giants like Google and Twitter, to demonstrate that they are attuned to the specific needs of their employees, more specifically people of color and women. In Uber’s own words:

At Uber, we want to create a workplace that is inclusive and reflects the diversity of the cities we serve: where everyone can be their authentic self, and where that authenticity is celebrated as a strength. By creating an environment where people from every background can thrive, we’ll make Uber a better company—not just for our employees but for our customers, too.(2)

Yet actions speak louder than words. Uber employees describe the firm’s work environment amid some managers as Machiavellian and merciless. Many blame Travis Kalanick, Uber’s founder and former chief executive, for establishing such a negative culture. Uber’s fast growth approach to the market has rewarded employees and managers who have aggressively pushed for greater revenues and fatter profits at the seeming cost of human dignity.

For example, Uber has had its share of troubles addressing issues of sexual misconduct and workforce diversity. These issues came to light when a former employee, Susan Fowler, reported in her personal blog that she was being sexually harassed by her manager and that human resources had been informed of these infractions.(3) Susan Fowler said in her blog:

On my first official day rotating on the team, my new manager sent me a string of messages over company chat. He was in an open relationship, he said, and his girlfriend was having an easy time finding new partners but he wasn’t. He was trying to stay out of trouble at work, he said, but he couldn’t help getting in trouble, because he was looking for women to have sex with. It was clear that he was trying to get me to have sex with him, and it was so clearly out of line that I immediately took screenshots of these chat messages and reported him to HR.(4)

Uber’s first reaction was to call Ms. Fowler’s accusations as “abhorrent and against everything Uber stands for and believes in.”(5) Ms. Fowler purported that her manager was not punished because he “was a high performer”; yet other female employees reported similar incidents with the same manager, leading Ms. Fowler to believe that HR was covering up for her manager.

Uber was in trouble as more and more scandals emerged and they quickly took the following actions: (a) apologized for some of their managers’ actions, (b) had a board member and several female executives provide testimonials on the firm’s positive work environment, and (c) began to probe workplace policies and procedures.

Arianna Huffington, a board member,   repeatedly labeled new employees as “brilliant jerks.”(6) Huffington said that this investigation would be different when Eric H. Holder Jr., the former United States Attorney General (as well as some others), were hired to conduct their investigation.

Uber released its first diversity report on March 28, 2017, one month after these allegations. This report indicated that women and nonwhite employees are underrepresented at the firm, not overly dissimilar from other technology-based firms. Some of the most egregious statistics include: (a) racial configuration―6% Hispanic, 9% black, 50% white, and (b) 85% of all technology jobs are held by men, with a mere 36% of the total workforce comprised of women.(7)

Liane Hornsey, Uber’s chief human resource officer, acknowledged, “We need to do better and have much more work to do.”(8) Here are Uber’s next steps:

We’re dedicating $3 million over the next three years to support organizations working to bring more women and underrepresented people into tech. This year, our recruiting team is also embarking on a college tour to recruit talented students at colleges across the country, including a number of Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs). Our employee resource groups play a huge role in all our recruiting events that are focused on hiring women and people of color at Uber.

In recruiting, we’ve updated our job descriptions to remove potentially exclusionary language, and we are running interview training to make our hiring processes more inclusive for women in tech. We’re also rolling out training to educate and empower employees, covering topics like “why diversity and inclusion matters,” “how to be an ally,” and “building inclusive teams.” Training is not a panacea, but educating employees on the right behaviors is an important step in the right direction.

This is just the beginning of our efforts. Whether you’re a veteran returning from service or a person with a disability and regardless of your religious beliefs, your sexual orientation, your gender identity, or the country you call home, at Uber, we want to create an environment where you can be yourself. By deepening our commitment to diversity, we will strengthen our business and better serve our customers in over 450 cities in more than 70 countries.(9)

Only time will tell if this fast growth firm can manage its aggressive culture and diversity as it continues to expand into new marketplaces and those with differing cultures.

Questions

1. Susan Fowler’s complaint of being the target of sexual harassment by her manager would be categorized as falling under which employment law?
2. Which type(s) of harassment was Ms. Fowler exposed to?
3. What actions, if any, has Uber taken to limit their liability relative to sexual harassment charges?
4. Uber’s diversity report indicates that 36 percent of Uber’s workforce is made up of women (15% in technical jobs); 50% of Uber’s employees in the United States are white, while 9% are black and 6% are Hispanic. Are they in violation of any EEOC and Affirmative Action laws?
5. Why does diversity matter in general and more specifically to Uber?
6. What benefits and challenges does Uber derive from a more diverse workforce?

References

(1)   Anderson, A. (n.d.). Uber International C.V. Hoovers. Retrieved April 4, 2017, from http://0-subscriber.hoovers.com.liucat.lib.liu.edu/H/company360/fulldescription.html?companyId=163401000000000

p.109

(2)   Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/

(3)   Fowler, S. (2017, February 19). Reflecting on one very, very strange year at Uber. Retrieved April 12, 2017, from https://www.susanjfowler.com/blog/2017/2/19/reflecting-on-one-very-strange-year-at-uber

(4)   Ibid.

(5)   Patnaik, S. (2017, February 21). Uber hires ex-US Attorney General Holder to probe sexual harassment. Reuters. Retrieved April 4, 2017, from http://www.reuters.com/article/us-uber-tech-sexual-harassment-idUSKBN160041

(6)   Isaac, M. (2017, March 28). Uber releases diversity report and repudiates its “hard-charging attitude.” The New York Times. Retrieved April 4, 2017, from http://www.cnbc.com/2017/03/28/uber-releases-diversity-report-and-repudiates-its-hard-charging-attitude.html

(7)   Ibid.

(8)   Uber slow on diversity. (2017, March 29). AM New York, p. A2.

(9)   Uber. (n.d.). How do we want Uber to look and feel? Retrieved April 4, 2017, from https://www.uber.com/diversity/

Case written by Herbert Sherman, Long Island University