Author Archives: May Cortez

Global HR unit 13

Global HR

May Cortez-Beatty

Professor Buckler

 

Advantages of Choosing a Host-Country National Staffing Strategy

Choosing a host-country national staffing strategy means employing individuals who were born and reside in the country in which the business is operating. In the case of Fish to Go, it would mean employing UK nationals to operate in the UK and Mexicans to work in Mexico. Undoubtedly, this strategy comes with various advantages. One of the advantages is that language barrier is eliminated as well as hiring costs such as visas (Sokro & Pillay, 2019). From the financial point of view, this means that lower cost will be incurred in comparison to other strategies such as expatriates staffing and/or third-country staffing option. It is also worth noting that host country national staffing strategy would mean that no work permits required. Additionally, continuity of management improves since host country nationals stay longer in positions according to research (Varma et al., 2016). Some government policies may be designed to force or encourage hiring of host country nationals, in such cases, hiring them would mean the business is adhering to the rules and laws of the host country.

Furthermore, this strategy ensures that employees are familiar with the socioeconomic, political and legal environment as well as business practices of the host country (Sokro & Pillay, 2019). In other words, the staffs and managers would possess extensive knowledge and already established local connections of the local business scene (Varma et al., 2016). This ensures that the business effectively responds to local demands of the host country which is essential for success. Moreover, there is better understanding of the local rules and regulations of the host country unlike any other staffing strategy. The morale of the local staffs increases when a host country national is selected to lead the staffs as a manager (Varma et al., 2016). In essence, the perceived increase is moral is due to the view of better opportunities to get promoted to higher positions in the business or company.

Compensation Plan

A compensation plan should always be designed to attract the most qualified individuals for the position. The compensation plans for both UK and Mexico are different but they all target to attract the best and talented people to work for Fish To Go. After conducting research on the average salary for restaurant managers in the UK, it was noted the salary ranges from 24,000-27,000/year (PayScale, n.d.). For Mexico, the average monthly salary is 41,200 MXN with a low of 22,300 MXN and the highest at 62,300 MXN/month (Salary Explorer, n.d.). It is also worth noting that these monthly salaries would include housing, transport, and other benefits. In addition, the salary is based on experience, skills, gender, and location. In order to attract the best, there will be an additional $1000 into the average amount for both countries and attractive benefits.

Country

Salary

Benefits

Fringe Benefits

UK

$28,000/year

Free meal allowance per shift
Medical, dental, and vision insurance
Manager programs
2% monthly profit sharing
Employee discounts
Life, accident. Long-term care insurance

Mexico

42,200 MXN/month

Free meal allowance per shift
Medical, dental, and vision insurance
Manager programs
2% monthly profit sharing
Employee discounts
Life, accident. Long-term care insurance

Outline for a Training Plan

The training plan for both managers, mid-level, and lower level employees shall be completed before shifts. The training will include but not limited to the following areas

Team leadership and workers’ morale
Company mission and vision; in order for employees to work towards the same goal
Serving and food safety
Cleaning and employee hygiene
Shift management
Reservation and customer service
Ethical and social responsibilities
Financial training

References

PayScale. (n.d.). Restaurant manager salary in United Kingdom. PayScale – Salary Comparison, Salary Survey, Search Wages. https://www.payscale.com/research/UK/Job=Restaurant_Manager/Salary

Salary Explorer. (n.d.). Restaurant manager average salary in Mexico 2020. Salary Explorer | Salary and Cost of Living Comparison. https://www.salaryexplorer.com/salary-survey.php?loc=139&loctype=1&job=412&jobtype=3

Sokro, E., & Pillay, S. (2019). Host country nationals’ attitudes, social support and willingness to work with expatriates. Global Business Review21(5), 1184-1199. https://doi.org/10.1177/0972150919857012

Varma, A., Aycan, Z., Budhwar, P., Pichler, S., Uygur, U., & Paluch, R. (2016). Host country nationals’ support to expatriates: An investigation in Turkey. European J. of International Management10(6), 605. https://doi.org/10.1504/ejim.2016.079512

Unit 11- Business Ethics

Unit 11 Assignment

May Cortez-Beatty

BUS 311-1900

Professor Buckler

Unit 11 Assignment: Reflection and Opinion Post

Currently, the question whether to reopen schools or study remotely is one of the most pressing decisions being faced. All students have been affected by school closures and remote learning especially the most vulnerable children. The decisionwhether we should go remote or have students of all ages come back to the classroom is the key focus here. Moreover, the question of who should have a stronger voice, or rather, who (parents or educators) should make the decision on this matter is still a concern. The conversation about how to reopen schools is a full swing that is likely to proceed throughout the 2020-2021 academic year as the pandemic and covid-19 disease accumulates. The ethics of school reopening are steered by the question of whether the education of the students is more important than their safety. To explore this ethically unsettling discussion, one must examine what is at stake in case schools decide to go remote or resume to classroom learning.

Undoubtedly, education of students can never be prioritized over their safety. That is an obvious moral and ethical sense. Thus, it would be logical to argue that remote learning should be the best option during these pandemic times. Although this may sound true, the question remains, at what cost? Studying from home would be safer for students and school staffs but what will be at stake for students. In fact, remote learning not only poses a threat to children academic progress, but also their safety and social lives. The challenges of remote learning outweigh the benefits especially considering that not all educators are experienced with remote learning as running a classroom digitally is much harder. Although most teachers and exceptional and talented, not all of them are prepared to move their instructions online. Online classes require well-written instructions and themes for students to understand easily. That said online classes could disproportionately affect low-income students as well as those who require special needs.

One of the key reasons for going back to classroom learning can be argued from a socioeconomic point of view. The inequality means that not every household has a computer or access to high-speed internet. Although many homes with school going children have broadband internet, there are still huge disparities in terms of income, race, and the education level of parents. For instance, poor families are more likely to depend on smartphones for internet access and children in such households may be unable to use sophisticated remote learning software that requires computers or tablets. Younger children would need adult supervision, which would be difficult for parents with low levels of education and low-income. Parents would have to assists their children to learn online with tasks such as turning on devices, reading and understanding instructions, login into an app, typing, and staying on tasks. Even adults with computer skills would find this difficult to provide the entire necessary assistance required by children. Due socioeconomic inequality, a group of students has suffered greater setbacks and will continue to experience challenges in remote learning environments. In fact, therefore educators have long understood the significance of tailoring classroom environments and curriculum to the needs of different students, age groups, as well as school systems. In essence, one-size-fits-all strategy is not applicable for creating an effective model for learning during the covid-19 crisis. With the already existing learning gaps and inequality, remote learning increases the gap even further stacking odds against some students. This calls for students to resume classroom learning instead of remote.

Furthermore, the decision to resume classroom learning should be based on the idea of balancing interests of children (both academic and safety) as well as the rest of society. As such, one must consider the precautions that need to be taken for in person learning and the distractions being experienced at home during remote learning. To resume in person learning, precautions such as hand sanitizers, using of masks, plexiglass, flex days, and frequent temperature checks ought to be taken. Such measures must be taken to prevent the spread of corona virus to ensure that children education is not sacrificed. Learning online from home would be difficult considering there is lack of rules and structures necessary for effecting learning. In addition, the existence of both internal and external distractions such as depression, anxiety from lack of social gathering, television, music, pets, social media, and doorbells poses a threat to remote learning. In terms of resources and lack of motivation, fewer students are logging into online classrooms and systems to access and complete school assignments. Even those with necessary resource lack the motivation to continuously attend virtual classrooms and pay attention to teachings being offered.

Obviously, schools offer more than just academic valuesand skills. Even considering a hypothetical scenario where all resources are available such as devices, high-speed internet, adult supervision, and software are in place; a lot is lost for children. For instance, virtual learning ensures that children lose a vital social outlet. In other words, students do not go to school just to learn academic subjects such as English and Mathematics. Although this are equally significant, children learn social skills such as conflict management, emotional regulation, and discipline all which are difficult to learn while studying remotely. Self-management is another crucial skill that students learn in school such as meeting deadlines and following a schedule. Schools play a vital role in both social and emotional development of children. For students with special needs, they require individualized education programs, emotional, and behavioral support. Hence, these children are more likely to perform better in a school environment rather than alone at home. In other words, students with special needs are difficult to teach virtually. This can be challenging particularly for students with learning disabilities and have problems that impair learning in areas such as reading, comprehension, spelling, mathematics, and writing. Some things provided by schools are hard to do virtually such as social interaction with peers. Thus, returning to school should be considered for students to succeed academically and be able to enjoy the social dynamics at in-person schools.

In conclusion, the safety of both learners and teachers should always be more important than education and should always come first. However, in a world where safety can be ensured by taking necessary precautions, learning should remain in schools in schools instead of homes. In fact, the challenges of learning virtually from home are extensive compared to the benefits students reap when they attend classrooms in schools. From a both ethical and moral point of view, students should go back to classrooms and safety precautions must be taken.

Risk Management

May Cortez-Beatty

Professor Brielle Buckler

Bus 311-1900

November 18, 2020

Unit 10 Assignment: Risk Management

One of the key risks experienced by companies in 2020 is the increased risk of cyber-attacks. Although cyber security has been a concern for many organizations over the years, during the Corona virus crisis, the risks of experiencing a cyber-attack significantly increased for many companies. After the outbreak of Covid-19 pandemic, a quarantine was announced forcing people to remain at their homes. As a result, many companies and organizations moved their employees to home offices and expected them to work from home. As a new way of working and delivering value to their organizations, employees working remotely from home for the first time are unaware that they are operating from insecure networks and devices that are easy targets for hackers. Thus, company have been experiencing and witnessing an increased number of cyber-attacks during the pandemic than ever before. When this happens, companies are not only concerned about the safety of their employee personal data but also information security of the company. In fact, cyber criminals have been trying to exploit the heightened levels of concern due to Covid-19 by promoting misinformation and using personal data to exploit innocent people. As such, this cyber security concern poses the risks for organizations, employees, and customer as their data can easily be put at risk.

Since many organizations had to transition to remote without any prior training on cyber security, the risks of successful attacks and losses became high especially due to the current increase in cybercriminal activities. Therefore, it is vital for companies to focus on these new risks of cyber-attacks in order to secure their information, employees, and customers’personal data. Some companies and organizations value discretion and strive to protect client and customer information from outsiders such as cybercriminals that may exploit such information for financial gain. In fact, the World Health Organization recently reported a five times increase in cyber-attacks against organizations during the pandemic compared to previous years.

In order to enhance cyber security and curb the risks of cyber-attacks, organizations ought to take various precautions. For instance, organizations should secure work from home arrangements at scale. The widespread adoption of work-from-home equipment has put significant pressure on cyber security teams in organizations to protect these tools without making it difficult for employees to work. Therefore, organizations should making changes in different areas such as people, technology, and processes to ensure better cyber security. Moreover, organizations must increase awareness of cyber security among their teams such as phishing scams and social engineering. Although many employees have been taking these cyber security concerns less serious prior to working remotely and before the pandemic, however, it is now imperative that everyone remain vigilant and informed. Furthermore, organizations must use the right technological measures to ensure higher levels of both productivity and cyber security when working from home. Expediting patching for high priority systems is crucial for employees working from home and this will help companies minimize vulnerabilities once they are detected. Examples of such critical systems include cloud interfaces and end-point protection.

The elevated risks of cyber-attacks make work uncomfortable and reduce the willingness and interest to work at an organization. Employees are afraid of being exploited by cyber criminals and their personal data could be exploited as well. Thus, in the face of this new challenge of cyber-attacks, working for organizations that are more vulnerable is becoming difficult.

Benefits Unit 9

Employee Benefits

It is understandable for employees more so recent college graduates to seek the highest paying jobs while overlooking the significant role played by employee benefits to the total compensation. With over 30 percent of total compensation being bundled up in benefit packages, today’s employees are no longer in search for a normal 9am-to-5pm job with a good payment package but instead are continuously seeking jobs that provide several benefits that promote career and personal growth (Dulebohn et al., 2009). As a result, companies have embraced providing employee benefits in an effort to attract and maintain a wider talent pool over their competitors.

The hospitality industry where I work, employee benefits are slowly changing to become part of the compensation package. These include health, vacations, retirement plans, paid leave, vacation and sick off days, unemployment and disability insurance (Dulebohn et al., 2009). Retirement benefits take the form of a certain percentage of the basic salary submitted by the employer on a monthly basis so as to safeguard the income of the employee once they retire. In addition to retirement benefits, my employer also offers public holiday day offs at a later date when the client flow reduces as we are most busy during holidays. In addition, we have a 30-day paid annual leave which should be requested in advance to prevent shortage and allows us to rest and rewind.

Health benefits in my workplace and the hotel industry in general are offered in the form of a comprehensive medical insurance cover for the employee and immediate family members. Employers in the hospitality industry are offering Health Maintenance Organizations (HMOs), Preferred Provider Organizations (PPOs), or high deductible health plans. HMOs have their own network of physicians and hospitals who provide services to its members at a lower cost while PPOs provide maximum benefit for using in-network doctors and facilities but still offering some coverage for out-of-network care (Dulebohn et al., 2009). High deductible health plans allow hotels to contribute a certain percentage to add to the monthly deductions and ease the burden on the employee. Most hotels also provide on-site exercise facilities and stress reducing programs. The gym is free for all employees after working hours which saves money while at the same time keeping fit.

Of all these benefits, I most prefer the comprehensive health plans offered by my employer as it reduces the ever-rising cost of health insurance. The plan ensures that me and my immediate family members have access to basic and specialized health services at an affordable rate using the company’s health networks. This would otherwise cost a fortune if we were to sort it out of pocket. Additionally, the company’s health network also shares some of the best performing physicians in the country that would be difficult to find on a personal plan. For this reason, I would consider taking a lower rate of pay provided I know that my health is well taken care of.

Studies have proved that employee benefits are crucial for the well-being of workers which in turn accrues several advantages for the companies offering them. To begin with, employee benefits improves organizational productivity by attracting competent and talented employees (Dulebohn et al., 2009). The wider talent pool brings in more creativity as workers establish new and better ways of doing things. Such innovations drive sales and increase profitability. The benefits also improve the morale of the workers as they feel more appreciated and engaged in the work area. Such motivation reduces the employee turnover rate (Němečková, 2017). It also ensures that they identify with the organization’s vision and mission this give their best leading to increased productivity and better revenues thus ensure sustainability of the provided perks.

 

References

Dulebohn, J., Molloy, J., Pichler, S., & Murray, B. (2009). Employee benefits: Literature review and emerging issues. Human Resource Management Review19(2), 86-103. https://doi.org/10.1016/j.hrmr.2008.10.001

Němečková, I. (2017). The role of benefits in employee motivation and retention in the financial sector of the Czech Republic. Economic Research-EkonomskaIstraživanja30(1), 694-704. https://doi.org/10.1080/1331677x.2017.1314827

A case of Disengagement Case Study

A case of Disengagement Case Study

Question 1: What do you think is the most demotivating part of Harpers job?

The departure of her manager Jose mostly demotivates her. The new boss David has had very little communication with her. Still, he has assigned her more duties that are not only overburdening her but also left with very little time to strike a balance between work and her personal life. Similarly, Jones feels undervalued, overburdened, and not involved in the organization’s affairs and is contemplating quitting the organization.

Question 2: If you were an HR manager meeting with Harpers supervisor, David, what advice would you give to help them re-engage Harper?

As the HR manager, I would advise David, Harpers immediate supervisor, to create a transparent culture of open communication and make it a priority in helping Harper feel valued. David should spare some time weekly to share with Jones by providing constructive feedback to prioritize her work schedules and feel part of the team. Moreover, David shouldreview Harpers workload by redistributing some of her current duties to other staff to help her strike a balance between work and her personal life (Scalco). Harper should be paid an additional remunerative package to compensate for the extra duties and reinforce her efforts in helping the company achieve its objectives.

Question 3: What would be the downside of losing Harper as an employee?

Losing Harper as an employee will prove expensive to the organization. It is costly to hire a suitable replacement than retaining existing and effective staff. The company would also need to train the new employee on the company’s culture and values. This activity is costly as it consumes colossal sums of money and time. Additionally, Jones has grown with the company and mastered the organization’s culture, and the new employee that would possibly replace her would take time to match her competence.

Works Cited

A Case of Disengagement

Scalco, Dan. “8 Effective Employee Retention Strategies.” Zippia For Employers, 19 June 2017, www.zippia.com/employer/8-effective-employee-retention-strategies/. Accessed 16 Oct. 2020

LinkedIn

My Take Away from the Expert Session with Annie and Tiffany

My biggest takeaways from the expert session with Annie and Tiffany is the importance of LinkedIn in the current times where everything is going digital and also some important pointers to apply during interviews.  

This session has helped me understand that a LinkedIn profile is not like a common social media profile even though it looks like one. A LinkedIn profile should be professional as it helps to speak about your to potential clients or employers. The profile should have a nice photo of you noting that this should not necessarily be a serious photo, a smiling face is more attractive and it attracts people to view your profile. I have also learnt that my LinkedIn profile should be constantly updated with recent personal contacts and also with recent professional progress.

In regard to interviews, one of my greatest take away from this session was the importance of being honest to the interviewer because they do not expect you to be perfect or t know everything. I have learnt that when you are honest, you have confidence and you are able to answer any questions that the interviewers have. I have also learnt that it is always important never to rush for an interview, always take time to prepare for an interviewconsidering the perspective of the interviewer.  This means that you research on the organisation offering you a job and some of the expected interview questions for the position that you are applying for. When an individual is well prepared for an interview, they are confident and find it much easier to answer interview questions.

This expert session with Annie and Tiffany has really been educative for me and it will help me become a better in my profession.  

http://linkedin.com/in/may-cortez-8a86b89

Unit 5 / Personality test

May Cortez-Beatty

Professor Brielle Buckler

Advocate

I am of the INFJ-T personality type according to the Myers-Briggs Type Indicator which stands for introverted, intuitive, feeling, and judging. It is the personality referred to as the advocate or idealist personality. The common characteristics of the personality are that it is for people who are creating, caring, and gentle. INFJ personality types are normally reserved but they still are sensitive to how others feel. Due to typically being idealistic, they have a high moral standard and hence a strong focus for the future. This aligns well with my personality because I am also a workaholic.

I agree with the results of the personality tests because knowing that I am productive or contributing to a cause that is positive is where I get my drive from. I hate failure and whenever that happens I seek to understand what I can do better. I agree with the personality test because I have also noted that while I like delegating work, I like to follow up to ensure that the results are delivered. Whenever I meet new people, I try to learn from them as much as possible to add to my existing knowledge. Additionally, I love punctuality and I sometimes wander to work related subjects even during my off days, which supports the results of the personality test.

The strengths of INFJ personality type are that I can be able to focus on completion of tasks without distraction, I can be able to focus on work as a therapeutic activity, and that I can generally achieve success in whatever I focus on. However, the weaknesses are that I might be overworked, be fatigued all the time, and lack some time for personal recovery. In essence, I see these playing out in both my personal and professional life. I will most likely have a higher output than my coworkers who have a different personality type. In theory also, more work implies more pay, which will most likely imply financial stability in the future. The personality type will also reflect on my professional life because I will have a real sense of pride for the achievements I will have. I will have a sense of self-gratification as I will view my work as a sense of achievement and pride.

The downturn is that I might however have to deal with constant mental stress because of the difficulty to switch from work and concentrate on personal life. My personal relationships which currently seem to be affected by my personality trait might be affected even more once I enter the professional stage in my life.

Personality tests are an effective way of determining whether a candidate is fit for a particular role. As a consequence, they have become a major recruitment tool in the present day workplace. Personality tests are able to give employers with a sense of the capacity of the employee to fit into the culture of the organization (Ho et al. 1258). The better a fit they are, the more likely they will align with the vision and mission of the company and remain part of it for a long time, which eradicates the time and resources that would otherwise be used to find a replacement. A personality test reveals information on the cultural fit, the role and team fit, communication style, and a myriad of other important details (Ho et al. 1266).

Work Cited

Ho, Chia-Lin, et al. “Personality Assessment in the Workplace: Evidence for the Workplace Interpersonal Relatedness Construct Across Cultures.” Journal of Cross-Cultural Psychology, vol. 45, no. 8, Sept. 2014, pp. 1249–1272, doi:10.1177/0022022114537553.

Zappos & Company Strategy

Zappos is notorious for its unconventional ways of doing business. It believes in impressing and wowing its customers. For me, I think its strategy is commendable and worthy of emulation. It underlines the importance of companies making strategic goals that put customers and employees at the center.

Arguably, Zappos’ radical approach stems from the commitment it gives to its mission of making customers happy. Since its inception, the company has invested heavily in equipping its employees with tools to improve customer experience (Cancialosi). This investment, coupled with job enrichment policies, has facilitated the objective of impressing customers. Consequently, by adopting a customer-centric approach built on good working experience, Zappos has created an enviable emotional connection with its consumers. The testimonies of its buyers are legendary and demonstrate how espousing a radical approach can lead businesses to success.

Comparatively, I think Traders Joe’s, a grocery chain, is another company that has the same level of customer service. Similar to Zappos, this entity prioritizes its clients and employees. It does everything possible to increase customer satisfaction, even if that means bending some rules to allow flexibility.

After reading and watching the provided materials, I think Zappos would be an ideal working place for me. One thing that endears it to me is the treatment it gives to workers. Unlike many companies, it gives its employees a sense of ownership. For me, this characteristic is critical, as it allows me to innovate and participate in initiating change and improving the experience of those that purchase the customer’s product. As such, I end up becoming an active contributor to the mission and vision of Zappos rather than being a mere mechanical/robotic worker.

Work Cited

Cancialosi, Chris. “Preserving a Culture People Love as Your Company Grows: Lessons

from Zappos. Forbes, 20 May 2017. https://www.forbes.com/sites/chriscancialosi/2017/05/30/preserving-a-culture-people-love-as-your-company-grows-lessons-from-zappos/#1399732712ba

Accessed 18 September 2o20

Equal Employment & The Law

May Cortez-Beatty

Professor Buckler

BUS 311-1900

September 4th, 2020

Equal Employment & The law

Equality in the USA has been a challenge over the years and has affected women in most sectors where they areconsidered to have fewer rights than their male counterparts. For instant, tenants have been evicted from their homes andemployees fired from their jobs. Equality rights have to strengthen civil rights and be effected in two ways. First, the bill has to expand civil rights protection and protect them from sexual discrimination in public places such as transport services, places that sell goods and services, and entertainment avenues. Secondly, it has to clarify that federal sex discrimination laws are prohibited based on sexual orientation, stereotypes, gender identity, sex characteristics, and pregnancy (Siegel, and Reva, 772). This avenue calls for legislation to ensure all have equal rights. Therefore, equal rights legislation needs to address the US and protect vulnerable people’s lives in society. Also, the discrimination over the female being perceived as the less fortunate in the society, especially in the workplace, has been on the spot. Many organizations need to increase measures to ensure that job seekers have equal employment rights, and the employees are protected from sexual discrimination (Gitman).

As the country continues to fight for equal rights and employment, Ruth Bader Ginsburg’s works continue to pave the way for equality and justice across all corridors. As a graduate from the law school from Harvard, she faced sexual discrimination challenges in securing a job (Merritt, and David, 39). In the 1970s, she argued over six cases on gender equality before the US Supreme Court as a director under ACLU(Williams, 41; Campbell, 157). Also, she fostered equal rights and won five cases based on the Social Security Act in which the widowers were not favored. As a judge in the Supreme Court, she continued to present a strong voice for workers’ rights and gender equality (Merritt, 639). For that reason, she won an award in 1999 for contributions to civil rights and gender equality. Thus, her work is recognized and continues to pave the way for gender equality to reduce employment and general society’s discrepancies.

Works

Campbell, Amy Leigh. “Raising the Bar: Ruth Bader Ginsburg and the ACLU Women’s Rights Project.” Tex. J. Women & L. 11 (2001): 157.

Gitman, Lawrence J., et al. “Employee Selection.” Introduction to Business (2018).

Merritt, Deborah Jones, and David M. Lieberman. “Ruth Bader Ginsburg’s Jurisprudence of Opportunity and Equality.” Colum. L. Rev. 104 (2004): 39.

Merritt, Deborah Jones. “Hearing the Voices of Individual Women and Men: Justice Ruth Bader Ginsburg.” U. Haw. L. Rev. 20 (1998): 635.

Siegel, Neil S., and Reva B. Siegel. “Struck by stereotype: Ruth Bader Ginsburg on pregnancy discrimination as sex discrimination.” Duke Law Journal 59.4 (2010): 771-798.

Williams, Wendy W. “Ruth Bader Ginsburg’s Equal Protection Clause: 1970-80.” Colum. J. Gender & L. 25 (2013): 41.