HRA 596 MOD 3 ASSIGNMENT 2

Welcome to Module 3

 

Module Introduction

Greetings students

I hope you are doing well today. Stay on task and put forth your best.

Follow the guidance shown in Module 3. 

 

 

Learning Objectives

When you complete this module, you should be able to:

 Describe the “fit” between individuals, jobs and how the fit can be

achieved.

 Explain the reasons organizations outsource and or offshore and the

pros and cons of utilizing alternative work location strategies.

 Identify the provisions and enforcement of federal laws that impact the

employment relationship.

 Examine trends in employment litigation and the challenges they

present to employers. 

 

IMPORTANT REMINDERS

The student will complete the following:

 Reading Chapters 6 & 7

 Employment Law Video

 Research Thoughts

 Sharing Perspective

 Discussion 3 (post initial response and minimum 2 peer response)

 Assignment 2

 

Assigned Readings

 

For this module, read:

READ CHAPTERS 6 AND 7 IN YOUR TEXTBOOK, STRATEGIC HUMAN RESOURCE

MANAGEMENT, BY JEFFREY A. MELLO.

 

Chapter 6 Focus:

 

Mello discusses several jobs and work design concepts in this chapter, including job

rotation, job enlargement, job enrichment, job interdependence, the Job Characteristics

Model, and more. There is also some consideration given to new challenges in strategic HR

because of globalization (offshoring, outsourcing) and technology (telework, “self-serve” HR

functionality, the explosion of social networking sites).

 

All this is an even greater challenge because every job and organization is unique. As the

world becomes more complex, there is much more we need to know to meaningfully design

and redesign jobs.

 

Chapter 7 Focus:

 

 

The chapter provides relatively broad coverage of Federal Employment Laws and hints at

some of the strategic concerns and advantages of observing these laws. As you review this

chapter, pay special attention to the federally mandated size requirements, as it can be

confusing—especially for small businesses—when and if the laws apply. Unfortunately,

Mello does not specify how large the organization must be for some of the laws to apply,

though this information is available elsewhere.   

In his conclusion, Mello (2019, p. 243) cautions, “The move toward decentralized operations

and the establishment of autonomous subsidiaries and workgroups requires line managers

to increasingly have full responsibility for HR issues." In other words, line managers must

make sure they have a working understanding of Employment Law and take that knowledge

into consideration. Without careful training, line managers (and sometimes even HR

managers) may inadvertently distort and manipulate HR practices in order to quickly satisfy

HR needs. Obviously, this approach can spell disaster from an organizational perspective.

 

(66) HR Basics: Employment Law – YouTube

 

The Literature Review

 

Stop and get your thoughts together as this can be overwhelming. This portion

of the research requires a minimum of 20 Academic/Scholarly Sources.

Note: you may reuse the minimum 5 shared in the Module 2 assignment.

 Narrow your topic and select papers accordingly.

 Search for Literature.

 Outline the structure.

 Read the selected articles thoroughly and evaluate them.

 Organize the selected papers by looking for patterns and by

developing subtopics.

 Develop a thesis or purpose statement. (this will be drawn from the work

presented in Module 2).

 Write the paper.

 Review your work.

 If you have questions reach out to me timely, preferably by Friday at 7:00

pm for a timely response. 

 

Perspectives in Module 3

 

Perspective 1

 

A well-regarded theory in the realm of job design is the Job Characteristics

Model, first proposed by Hackman and Oldham in 1974. The theory is

based on the idea that a task in itself is the key to the employee's

motivation. Most employees desire a job that is varied, motivating, and

challenging. Employers should want employees that are happy and

engaged in their positions.  

 

Skill variety refers to the degree to which a job requires a variety of different

activities in carrying out the work, involving the use of several unique skills and

talents of a person.

 

Task identity refers to the degree to which the job requires completion of a whole,

identifiable piece of work; doing a job from beginning to end with a visible

outcome. 

Task significance refers to a measure of the impact that determines the extent to

which an employee’s measurable and identifiable task affects tasks of other

employees within or outside their organization.

Autonomy refers to the degree to which the job has a substantial impact on other

people's lives, whether in the immediate organization or in the world.

Feedback refers to the degree to which carrying out the work activities required by

the job provides the individual with direct and clear information about the

effectiveness of his or her performance.

 

Perspective 2

 

Chapter 7 reviews the most pertinent federal employment laws that affect

organizations' strategic HR teams must carefully adhere to that. Mello also

discusses several important trends in Employment Litigation, most notably

the perceived shift from blatant to “subtle” discrimination, the use of email

and other electronic information in bringing legal action, and the growing

incidence of employer retaliation when legal action is pursued. Employment

Law is arguably one of the most important of many facets of a strategic HR

plan that is highly affected by social and technological changes in the

workplace.  

 

An important fact to remember is that HR practices that arise because of

employment laws are typically beneficial to the organization, resulting in

better staffing, diversity, recruiting, affirmative action approaches,

constructive training activities, fairer performance appraisal sessions, etc.,

and ultimately better organizational/business strategies. While following the

rule of law sometimes appears cumbersome and time-consuming, the

results can be dramatic from a business perspective.

 

Module 3: Assignment 2

 

Instructions

See HRA 596 Capstone Outline and Guidelines

Complete the 

Information and Literature Review: Present facts and information from

outside sources on the chosen research topic.

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