Organizational Staffing Plan: Part 1
Organizational Staffing Plan: Part 1
The purpose of this paper is to provide the lending institution with the required staffing organizational plan for the start-up new small business. This plan will explain the major staffing areas planned for the new coffee shop and is based on approved human resource staffing principles.
Employment Relationships
My coffee shop will be a friendly environment for all people to come in and enjoy. The coffee shop will have plenty of space. Te shop will be able to donate to these different organizations around the area. Also, my employees will have b treated fairly and with respect. Nobody wants to work for a place that you cannot be yourself. The employees will be able communicate with each other to get the job done. I want my employees to be happy to come to work. If employees are not happy to come to work they will not do a good job. The environment will be so great. When the customer come in they will feel the atmosphere and will know what type of people work for the coffee shop. Also, I want my employees to be able to talk to me about anything; this is why I have an Open Door Policy. This will help to keep this in order at all times. Within my company the legal HR practices will be used to the best of my ability.
Avoiding Claims of Disparate Treatment
The best way for my company will not have any claims of disparate treatment. I will make none of my current employees and the new hires are subject to any type of discrimination. Also, I will have things in place for Handicap people can come in and enjoy. I do not want anybody to feel uncomfortable or treated wrong. I would definitely have both volunteered and paid position for handicap. When peopl...
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...most servers find that organization and quick thinking are the most important job skills for this position. This type of job will be for a person willing to work different shifts and love meeting people.
References
Heneman, H., Judge, T., & Kammeyer-Mueller, J. (2012). Staffing organizations. Boston, MA: McGraw-Hill.
http://www.ehow.com/about_6313245_external-environments-influence-employee-behavior.html#ixzz2sAzfTM1w
http://www.ehow.com/how_5522021_manage-diversity-workplace.html#ixzz2sBPdkhzT
http://www.ehow.com/about_7238932_workplace-diversity-policies.html#ixzz2sBEoaMT3
http://www.ehow.com/about_7238932_workplace-diversity-policies.html#ixzz2sBEVp4Cf
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html#ixzz2sBcNc5zg
: http://www.ehow.com/about_6306290_coffee-shop-manager-job-description.html#ixzz2sBoqz6WX
If Cecelia is the most qualified with the experience capable of performing the position than Suzanne should consider hiring Cecelia. Under the Americans with Disabilities Act (ADA) restructuring of a position can accommodate a person with a disability. Although, Cecelia is in a wheelchair and visually repaired some of the job requirements can be modified, rearranged or restructured to fit her needs.
Disability is everywhere; sometimes it is visible and other times it is not. When asked to look for it you can often find it in places you frequently visit but just never have paid enough attention to notice it. According to the world health organization disability is, “any restriction or lack of ability to perform an activity in the manner or within the range considered ‘normal’ for a human being” (2004). I currently work at a fast-food restaurant. The doors to this restaurant are not accessible to people with disabilities because they do not open automatically. One day while I was working, a costumer seemed to be having difficulties coming in to place an order, the problem appeared to be that he was unable to open the door while trying to operate his wheelchair. He was frustrated and seemed embarrassed because he required another costumers help to do the task of opening the door, which is often seen as a simple everyday routine. The costumer who was unable to come inside the restaurant is considered to be
The Americans with Disabilities Act (ADA) is one of the most significant laws in American History. Before the ADA was passed, employers were able to deny employment to a disabled worker, simply because he or she was disabled. With no other reason other than the person's physical disability, they were turned away or released from a job. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The act guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications. The ADA not only opened the door for millions of Americans to get back into the workplace, it paved the road for new facilities in the workplace, new training programs, and created jobs designed for a disabled society (Frierson, 1990). This paper will discuss disabilities covered by the ADA, reasonable accommodations employers must take to accommodate individuals with disabilities, and the actions employers can take when considering applicants who have disabilities.
Research Theory: Since people with disabilities have health complications that can affect their ability to work, employers opt out of hiring them, because altering things at the job may be more expensive than hiring a person without disabilities. After the ADA was passed, it was illegal for jobs to discriminate against qualified people with disabilities. Although the discrimination still exist, in this project
Sotoa, S., & Kleiner, K. (2013). How to Accommodate Common Disabilities in the Workplace. Nonprofit World, 31(3), 11.
shop design & location is the criteria of how they are so successful for people enjoy a cup of
The Americans with Disability Act of 1990 (ADA) was put into force to protect employees from discrimination with disabilities in the area of employment. A person with a disability can be defined under the ADA as someone who has a physical or mental impairment which considerably limits one or more of major life activities. “It has been estimated that nearly one in five Americans has one or more physical or mental disabilities”(law book pg115). The ADA federal law requires that employers with 15 or more employees not to discriminate against applicants and current employees with disabilities and, when needed, provide reasonable accommodations to these individuals who are more than qualified to work. These individuals are protected in regard to the application process, hiring, advancement, firing, compensation/benefits, training or other privileges of employment. If an individual is requesting accommodation due to a disability and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workspace safety must be given the same consideration for employment as any other applicant. An employer is not obligated to hire anyone that is not qualifies to what is considered the essential functions of the job according to the ADA. An accommodation under the ADA must allow the employee enjoy equal benefits, given an equal opportunity for the person with the disability to be considered for the job and to perform the essential functions.
11).” The majority of disabilities are extremely easy and inexpensive to implement and or accommodate. For example, an employee who is hindered by a cognitive disability may not be able to work in loud environments. By simply providing a office with a closed door and or allowing an employee to work varying hours so they are not around the noise are reasonable an inexpensive accommodations that any company can handle. Lastly, when there are questions and or concerns regarding appropriate accommodations it’s vital that the employee, employee’s managers, and human resources have an interactive conversation to properly determine appropriate accommodations. By following these processes and providing accommodations employers are producing improved morale, and increased productivity (Sotoa & Kleiner, 2013, p.
Following a trend by the Federal government to liberalize anti-discrimination laws in favor of employees, the Department of Labor Office of Federal Contract Compliance Programs (“OFCCP”) has proposed regulations that would require employers who wish to keep their contracts (and subcontracts) with the Federal government to attempt to maintain a workforce where 7% of employees are individuals with disabilities. The public comment period for this proposal has just closed, and the OFCCP is now in the process of reviewing respondents’ reactions.
Going forward, in 1990, Congress passed The Americans With Disabilities Act (The ADA), and with this, various new protections for employees with qualifying disabilities became law (this law was amended in 2008, and those changes went into effect January 1, 2009). The Mission of the ADA is to “assure equality of opportunity, full participation, independent living, and economic self-sufficiency to persons with disabilities” (42 U.S.C. § 12101(a)(8)). The goal of the ADA is to eliminate discrimination and to remove the physical barriers that impede disabled Americans from enjoying similar benefits of their non-disabled peers in the workplace, while shopping, in restaurants, and other places of public gathering.
The “Disability Accommodations” article laid out the some of the guidelines that employers are required to provide reasonable accommodations to employees who are disabled. However, the article also says that once the accommodations are made for the employee to perform the job duties, they can then be held to the same performance and conduct standards as other employees (Levine). The article also shows some of the frustrations that employers may have if they spend money on accommodations and the employee doesn’t work out.
Lately, I revisit my friends who were staff members on semi-big servers and asked about their experience. I have combined all the tips I have received and I am truly ready to bring it to this server. I can assure my knowledge with commands is very well. I am aware of all the basic commands; ban, tempban, tempmute, mute, kick, etc. Another great thing is I know how to use them at what time and when. I have also seen how staff members have reacted so certain situations. When this happens, I take advantage and observe how they react. Every staff member is different when it comes to situations. For example, every staff member has a different reaction time, and different typing rate. This is important for many reasons. First of all, if someone is advertising, you can't sit there for five minutes trying to type a command, you must type fast and get the advertiser banned. I believe I can be a staff member that is calm, and when in time of need, I can guarantee I will be there for any player/staff
During one of the assignments, I went to an agency that works with getting people with disabilities jobs that are long term. One thing that stood out the most was when she said, “All it takes for our clients to get them the job is to have the employer change a few aspect of the work environment. Some employers don’t want to go through that change. That is where we step in and show them how our clients can be great candidates for the job but the employer’s need to meet us in the middle.” After hearing this I knew that this was another drive for pursuing to work with people who have disabilities. The past two summers during break I work at a group home with adults who have various developmental disabilities. All six of them hold part-time jobs within the local community. A similar struggle I saw with them was having employers understand they needed to make adjustments to their workplace. After the employers made the adjustments needed, the residents excelled in their job. In these two situations, a lot of advocating was done but most employers were glad that they made the adjustments they
Caf? Expresso, as the first mover in the coffeehouse marketplace, which has expanded quickly and become one of the ?big three? players in the global coffee shops chain. However, recently this company is continuously facing a lot of problems in terms of its staff, easy-copied business model and product range, resulting this company lost its leading position to the number three. Therefore, its adjusted visionary goal is ?return Caf? Expresso to the number one position in the marketplace? (Beardwell, 2010). To achieve this goal, Caf? Expresso identifies ?the coffee drinking experience? is significant to achieve competitive advantage and customer value-added, which was delivered through three key elements (graph 1),
Everything centers on the organizational culture within Starbucks. While being a customer service-based company and understanding that the customer satisfaction and loyalty are what will make the company profitable, Starbucks takes a different approach to customer service than other companies. By hiring employees that fit in the organizational culture (ICFAI, 2005) and treating their employees well (Lefevere, n.d.), Starbucks brings in and retains customers through their happy employees. The qualities that Starbucks hires for are "adaptability, dependability and the ability to work in a team" (ICFAI, 2005). The culture is supportive and laid back (Montana, 2005). Howard Shultz, Starbucks president and CEO, has the theory "that if you treat your employees well, they will treat your customers well" (Starbucks, 1997).