Our Previous Samples

• protected classes under Title VII of the Civil Rights Act of 1964 and how the Act applies to staffing decisions;
• employer conduct that violates anti-discrimination laws;
• the importance of the Civil Rights Act in eliminating racial discrimination in the workplace;
• the role of the Equal Employment Opportunity Commission (EEOC) in workplace discrimination regulations; and
• documentation needed to defend retaliation claims.

Your home improvement business is trying to keep up with increased demand for services and is rapidly growing. You need to hire several new employees in key roles, including finance and human resources. You want to make sure you get the hire right the first time. Discuss the pros and cons you see of both an unstructured and a structured interview approach to hiring your workers. Your response should be no more than 500 words. 

• What are the key findings regarding compliance with laws and regulations as a component of workforce management?
• How does the employer-employee relationship factor into legal compliance with workforce management laws?
• Reflecting on the unit reading and lesson, does this article consider the various employer-employee relationships as it discusses workforce management? Can the author’s opinions be universally applied to the workforce? Support your position by identifying various types of employers, employees, and employer-employee relationships.

Briefly describe a time that you (if not you, then someone you know) were in a situation where you were not classified as an employee but as an independent contractor, temporary worker, or some other type of contingent worker. How was the relationship between the organization and the worker different from an employer-employee relationship? What were the pros and cons for you as a worker? Hypothesize your answer if you do not have first-hand knowledge of a scenario described. Your response should be no more than 300 words. 

Case Analysis of Uber

• Analyze the market before Uber’s entry. Describe the inefficiency Uber exploited.
• Explain Uber’s surge pricing in the context of shifts in supply and demand.
• Evaluate Uber’s surge pricing in the context of price discrimination.
• Apply the concepts of economies of scale and economies of scope to Uber’s business model.
• Apply the concepts of game theory to Uber’s market.
• Assess Uber’s potential for international expansion and potential trade policy issues.
• Explain the incentive pay model Uber uses and how it affects the principal-agent problem.
• Discuss any asymmetric information issues with Uber’s business model.

Describe an example you have experience with of the principal-agent problem (for example, you have a desire for your children to listen in school and do well, while for them, goofing off at school might be much more fun), and explain how incentives can be used to overcome the principal-agent problem (such as paying your children for good grades). Include in your explanation an analysis of the risks in using incentives.Your response should be no more than 300 words

• Develop a chart to compare and contrast the cultures of two specific countries to which your organization is looking to expand. The two countries must be on different continents, and you must use a minimum of 10 criteria from established cultural frameworks.
• Write a 500-word synopsis of how culture impacts HR management in a global organization.
• Identify two employment laws for each of the two countries you are considering for expansion.
• Explain the significance of the laws and how they differ from U.S. laws or laws in your state.
• Evaluate how each law could affect your hiring process and/or organization in general.
• Identify which of the two countries you will recommend for the global expansion of your organization. Write a 500-word synopsis in which you summarize why you selected that country.
• Explain how this choice will benefit your organization.
• Finally, develop a hiring strategy for the new location, taking into consideration what you have learned about the country’s laws and culture.

Consider whether or not you should take a position in another country. Discuss what would be most important to you and what might influence you to take the position. Discuss how you can apply the concepts learned should you take this position or any other future position you might hold.Your response should be no more than 500 words.

• Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.
• Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.
• Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.
• Finally, what will you propose happens if a labor management agreement is not reached by your team and the employee representatives?

Do you think it is possible for a HR leader to separate one's personal opinion regarding unions and ensure a completely unbiased approach to a unionization situation? What advice would you offer someone in this position? Your response should be no more than 500 words.