The Arbitration Case Of Jesse Stansky

  1. Which arguments should be given more weight: those based on company policy, the employee handbook, and the labor agreement or mitigating factors given by the grievance and his witnesses? Explain.
  2. How might unprofessional conduct be defined? Explain
  3. If you were the arbitrator, how would you rule in this case? Explain fully the reasons for your decision.

Provide Answers to the question in the form of an APA Style Template. You will be addressing this case study, answering the questions in conjunction with a paper assignment. Do not provide just the answers only in your attempt. Also, find at least three articles beyond the textbook, two of them connected to Grantham University Library, one from another approved  and websites beyond GU Library, (Wikipedia, not accepted) that supports, refutes, and or provide Best Practices or other alternatives related to the topic. This assignment is to be at least 1000 words and does not include the words in the Title page, Abstract, and Reference page. Assignments less than 1000 words will be graded as not meeting the requirements and will receive a score of 0-50, depending on content.

This assignment is to assess the mastery of your ability to critically analyze case studies to promote best practices from the realm of HRM.

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report help

Creating a Report

In Week 3: Assignment 1, you began the Pre-Writing step for a report for your boss on Richard Hackman’s statement that using a team to complete a complex project may not be the best approach.

Your assignment this week is to continue the 3×3 writing process and complete the report.

Continuing your research using Scholarly sources and the Internet, complete the report. Your report must include the following:

· An outline of how you have formulated your response to Richard Hackman’s statement. Your outline should provide a reasonable framework for the report and show where you are going to use each of the pieces of information you found through your research

· An introduction to the report that explains the purpose of the report, the significance of the topic, and a preview of the main points to be discussed

· The body of the report that uses clear headings and topics arranged logically, in an appropriate tone

· Meaningful conclusions and practical recommendations in the report

· Multiple current and credible sources

Support your responses with examples.

Cite any sources in APA format.

Grading Criteria
Provided an outline of how the response to Richard Hackman’s statement was formulated that provides a reasonable framework for the report.
Provided an introduction to the report that explains the purpose of the report, the significance of the topic, and a preview of the main points to be discussed.
Created the body of the report that used clear headings and topics arranged logically, in an appropriate tone.
Provided meaningful conclusions and practical recommendations in the report.
Provided multiple current and credible sources in the report.
Written components.

Report from week 3A1

Using a team to complete a complex project may not be the best approach” J. Richard Hackman

What are the first steps of the 3×3 writing process–the prewriting process?

The pre writing process involves the following steps as illustrated below;

Analyze; ask what the main message in the writing and how the message itself is to be delivered. The mode of deliver could be anything such as email, letter, memo or even a presentation.

Anticipate; in order to determine the tone of the message consider what type of audience you would be dealing with as well as their possible reaction when they receive the message eventually. For instance this writing will be meant for the boss consumption therefore the tone must be formal than if this writing would be directed to a fellow worker.

Adapt; is a combination of the middle analyses and the anticipation stages above. Adaptation according to Guffey (2008) is creating a message in order to make it suit the audience. In adapting the message we importantly consider how the audience will react to the message. As a writer try to narrow down to the specific audience and it’s requirement. By keeping the reader in mind business writer cultivate a proper relation with the reader and are in turn most likely to achieve their purpose. 

What is the purpose of your report?

This report is to inform my company’s boss of the truth and the substance in J Hackmans statement concerning using groups to complete complex project. The statement states that using teams may not be the best approach when it comes to completing complex project. This report is to shade more light on the importance of this statement through a well drafted research.  

Why are you writing this report?

This report is being report on request by my boss. He has stated that he needs a report on Hackmans statement since the statement is contrary to the business practice therefore it’s important that the information be proven right or wrong.

What do you hope to achieve with this report?

This report is aimed at ensuring that the boss is well informed on the matters that concern the use of teams to complete project. The report aims to satisfy the need of the company boss by presenting him with a well researched and written report that either asserts Hackmans statement or fully contradict it.

What is the best channel to send your report?

A report is a formal communication that is presented after a thorough investigation or research on a certain question or idea. Every report before is prepared must be authorized by the immediate individual in authority who tasks either a group or individual with the responsibility of researching or investigating.

 What factors did you consider in making this decision?

In deciding the channel to use in sending the report I considered the level of formality involved in the report and the position of the individual who had authorized the report to be prepared. Formal reports must be delivered in person and in a formal session where proper notes are taken and kept for future reference.

Who is your primary audience?

In this report the primary audience is the boss who has requested for a researched report on the stated matter. A primary audience refers to that individual or group that the message is basically intended for.

 Do you have a secondary audience?

A secondary audience refers to that audience to whom the message was not basically intended but they can be able to get the message and make important use of it. In this report the secondary audience can be the board of directors who are the main policy makers in the company. They may take consideration of the report to change the policy of using teams to complete projects.

What is the appropriate tone for your report?

This report is official therefore the tone that will be used is formal. Formal tone is important when communicating official information especially that which is intended for the superiors. The boss here will understand better the information in the report if it is communicated in the most formal way.

What techniques will you use to help you achieve a positive tone?

A positive tone can be achieved through the use of formal address cues such as Sir. The audience in the report should be addressed as per their position in the organization rather than through their names and initials.

How are you going to ensure your report has a “you” view?

The report can attain the “you” view by ensuring that the ideas are original from what was the outcome of my personal research. The use of article I will also come in handy in ensuring that I take ownership of the information in the report.

Give an example of how you will make your report:

Conversational and professional

            Following the request from the office of the Managing Director that a report is prepared as it concerns the use of teams to complete complex projects, I hereby present to your office the outcome of my research.


            Please allow me in my submission to highlight certain facts that I found quite interesting to this study.


            The research does not only assert the position of the statement but also finds it important that certain aspects of the statement be criticized in the most objective manner.

Precise and vigorous

            The report covered the following areas and had the following as the outcomes or the results, suggestions too have been provided for consideration by your office.


Guffey,M.(2008) Business Communication: Process & Product. Mason, OH: Cengage Learning,

Writing in the Disciplines: Business. Retrieved from   

Raymond, G.(2012). Concepts in Business Writing, London, Sage

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Project Management #9

Chapter 6


1. Identify and describe each of the sub-processes that make up what is called ‘Risk Management’ in the PMI’s Project Management Body of Knowledge (PMBOK) 5th edition. Which of the sub-processes do you think is the most important and why?

2. Develop a work breakdown structure (WBS) for a project to build a new park in Southfield, Mi. The WBS should have at a minimum 4 levels and should cover all areas associated with designing, building and opening a new park. The park will sit on 52 acres and will have a pavilion, restrooms, lighted baseball diamond, lighted tennis courts, slides, swings, nature trail, volleyball nets, small kids play area, parking lot, limited road access, lighting, drinking faucets, exercise trail, and walking paths in the woods. Complete the assignment using Visio, Microsoft Power Point, or some other electronic drawing tool.

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Grading Rubric for Cases

Your grade is a combination of the following elements:

1. Appropriate length of answer. One paragraph per question answered. Individual question minimum of 3 well-structured sentences in 12 point font.

2. Identification of correct human resource or management topic.

3. Full quality answers which include research to determine how to apply standards, regulations, or laws covering human resources. These cases require you to research current federal employment law, regulations, and issues in order to answer them correctly.  Review “Website resources” tab. Also you can google topics, laws, cases, etc.

4. Correct notation of sources listed at the bottom of each answered case. You should list the textbook and any websites or other resources you used; cite direct quotes from sources in parenthesis and put (author’s last name, page #).

Case #73 “Merit Increases”, p. 223. Merit pay is something that most organization have as part of compensation and how they administer it either creates motivation or demotivates employees. Think about whether the cases or merit pay are actually merit pay and how you would justify the use of these payments. How does it tie to performance? You will need to answer questions on page 224.

Your answer should be at least 2-3 pages with references listed at the end of the document on page 4 and in MLA 7th edition format


Instructors Manual – Use Only as Guide – Plagiarism Software will be used!!!


                I. OVERVIEW:

                This incident focuses on the uses and abuses of “merit” as a criterion for salary increases.  While most organizations give “lip service” to “merit” as the principle criteria for wage and salary adjustments, the term is subject to many meanings and interpretations.  In this incident, Dean Smith has a different interpretation of “merit” than does Dr. Jones.  The instructor may wish to discuss how “merit” is interpreted at his or her own university for faculty and other categories of personnel.

                The incident is loosely based upon an actual event which illustrates a rather common problem among academic administrators.  Despite the term “merit,” some higher-level academic administrators (Deans, Vice Presidents) often prefer to give equal or near-equal percentage salary increases to department chairs and program directors because it is easier, they don’t have to justify the differentials to those receiving lower increases, and thus feel (mistakenly) that it minimizes conflict.

                The long-term result of this policy is that the better faculty avoid academic administration, leadership in the College is provided by the “lowest common denominator,” and the College becomes mediocre or worse.  In the actual case upon which this incident is based, the Chairperson resigned his chair, went back to the faculty, and eventually took an administrative position at another university.

                II. OBJECTIVES:

                The purpose of this exercise is to serve as a catalyst for discussing a wide range of issues related to “merit” salary increases.  Students need to be made aware of the fact “merit” is not always based on performance.  The administration of merit increases is often deficient because the administrator doesn’t want to put in the effort to accurately assess performance or because he/she lacks the courage to confront the poor performers and help them overcome their deficiencies.  The “bottom line” is that it is administratively easier to give equal across-the-board “merit” increases and many lazy administrators choose this “path of least resistance.”

                Students also need to become aware that employees compare their contributions and their rewards with those of others in assessing whether their own relative position is “equitable.”  A policy of equal rewards for unequal contributions does not minimize conflict since the more productive employees feel they have been treated inequitably.


1. Describe the nature and causes of the compensation problem describe this incident.

                This problem is due to an inability and/or unwillingness of an academic administrator (Dean Smith) to make distinctions among different department chairs and reward them accordingly. 

2.  Are “merit” salary increases always based on “merit?”  Why or why not?

                Obviously, whether or not a merit system of salary increases actually represents true merit depends on who is administering the system.  In many cases, equal across-the-board increases are given with the implicit assumption that all employees in a given category are equally meritorious.  Such an assumption is rarely true.  A true merit system requires a sophisticated system for appraising employee performance.  It also requires administrative willingness to make distinctions, and handle any complaints from less-productive subordinates.  Many administrators are unwilling or unable to develop a sophisticated performance appraisal system or to deal with the potential complaints from less-productive employees.  Consequently, they fail to provide true merit increases and the long-term effect is declining organizational productivity.

3.  Why has Dean Smith had a policy of equal percentage salary increases for all department chairs despite the stated university policy?  Are all the chairs equally meritorious?

                As discussed above, it is easier to not make distinctions and to assume all chairs are equal.  In this way, Dean Smith doesn’t have to justify below average increases to the less-productive chairs.  All chairs are not equally meritorious, but Dean Smith needs to develop a more sophisticated performance appraisal system to measure performance.

4.  How do you think Dean Smith’s “merit” increases will affect Carl and his performance as department chair and faculty member?  Why?  What can Dean Smith do to motivate Carl if a large differential pay increase based on performance is out of the question?

                Carl’s performance will be negatively affected in all areas.  Providing public support for Carl and nominating him for various honors and awards may help to alleviate these negative outcomes.

5.  What are the long-range benefits of a true “merit” program?  What are the problems associated with the lack of such a “merit” system for department chairs?  Why?  If the Dean does not change his policy, what are the long-run implications for the college?

                Jones should ask Dean Smith to establish a true merit system in which the value of various activities, accomplishments, and criteria are clearly communicated.  He might also want to make a case that part of the evaluation be based on administrative performance and part on academic performance.  The long-run benefits of a true merit system are attraction and retention of high-quality faculty for administrative positions and a more effective leadership team for the College.  The present lack of such a true merit system results in mediocre performance and loss of the more productive administrators.

                The discussion is not likely to change Dean Smith’s mind.  His philosophy developed over a long period of time and has “worked” in the sense he is still Dean and has apparently avoided previous confrontation with department chairs concerning salary increases.  Carl is unique among the chairs in that he continues to be productive in an academic sense.  The Dean has little incentive to change for one person.  In the long-run, the Dean will have the leadership team he deserves and it will be difficult for the College to rise above mediocrity.

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