You work for an organization that has traditionally been very formalized, and managers have had a very broad span of control over direct reports from multiple departments and functions. This worked well in the past; managers were able to oversee a high number of direct reports because there were many rules and regulations dictating how their work should be performed. However, there were downsides. Employee talent was underused, and there wasn’t a strong team culture, as most work was done independently according to standard operating processes.

Recently, the organization has been shifting to less formalized working structures to support more creative, innovative work and provide employees with more autonomy. While employees are happy with the purpose of these new changes, managers are feeling overwhelmed, and employees are feeling under-supported. This has impacted function-specific work the most, because in the past, managers didn’t need to understand in-depth, function-specific tasks (such as the technical aspects of graphic design work or the intricacies of project management). Instead, they had the ability to rely on rules, regulations, and standard operating processes. Employees have also noticed a lack of communication around current projects, which has led to a lack of updated information and duplicated work across management teams.

You have been asked to work with the human resources department to recommend a new organizational structure that addresses these identified management and communication concerns.

Prompt

Use the Module Six Assignment Template located in the Guidelines for Submission section to create an updated organizational structure chart for the organization. Then, in a separate Word document, write a brief explanation for your recommended changes and how they will impact both organizational communication and overall team dynamics.

Specifically, you must address the following rubric criteria:

• Updated Organizational Structure Chart: Create an updated organizational structure chart that addresses management and communication concerns.
• Explanation of Changes: Explain your reasoning for why you made the changes you did to the company’s organizational structure. Include how your changes differ from the original and why you believe they would benefit the organization.
• Impact on Organizational Communication: Describe the impact these changes will have on the company’s overall organizational communication.
• Impact on Team Communication: Describe the impact these changes will have on the company’s overall team communication and reporting structure.

Guidelines for Submission

Submit your completed Module Six Assignment Template as a PPT file. Submit your separate, written submission as a 2- to 3-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins.

A text-only version of the template is available: Module Six Assignment Template Text-Only Version. If you use this template, submit it as a Word file.

Assignment Five requires you to thoroughly read chapter five and briefly with clear examples the questions below:

Please answer the questions exactly as I numbered them (1 to 8) to avoid grading errors. 

1. Organizations often-times assess potential employees’ ethical compass to ensure that they hire individuals who are best fit for the organization. Identify and briefly explain the assessment technique organizations use in this case.
2. In some instances, even though organizations employ necessary safeguards during their policy formulation process to alleviate any adverse effect of policy on protected groups, sometimes, they inadvertently do so. Identify and briefly explain this legal perspective.
3. The laws in the US mostly forbid employment discrimination, however, there are circumstances in which organizations can lawfully discriminate against an individual.   Identify and briefly explain the concept that is involved in this process.
4. This measurement technique basically assesses the dependability and steadiness of an employment process. Identify and briefly explain the concept.
5. This employment and selection technique involves biographical information, official interviews, and psychological assessment. Identify and briefly explain this technique.
6. Organizations often-times merge centralized and decentralized methods of public human resource management. Identify and briefly explain the method organizations usually employ.
7. Workplaces often-times evaluate likely employees’ reasoning and intellectual capabilities of the job using various academic techniques. Identify and briefly explain the evaluation technique.
8. Although it is infrequent these days, however, some organizations would deliberately and purposefully formulate rules and regulations that unfairly affect a certain protected group of people. Identify and briefly explain this legal principle.

6-1 Short Paper: Benchmarking, Performance Improvement, and Teamwork Previous Next Instructions

This paper gives you an opportunity to solidify your understanding of benchmarking tools, other approaches commonly used to address performance improvement and teamwork in promoting quality care and safety.

Compare and contrast various benchmarking tools and how they promote quality in healthcare organizations.
Select two of the following and assess how they address performance improvement.

• Learn
• Six Sigma
• Baldrige Quality Award
• Outcomes measurement

Examine the importance of effective teams and how they contribute to high-quality care and culture safety in the organization.

Please help with the following case (would be better to include reliable resources online the make a reference list at the end) Tri-City Transit operates conventional city buses in Ontario and has approached you, an HR consultant, for assistance in developing recruitment methods and selection strategies. One of the primary goals of this recruitment process is to increase the company’s diversity requirement. Simultaneously, Tri-City Transit wishes to hire qualified candidates to fill 10 Bus Operator positions. They expect you to:

1. List and explain at least five stages of the recruitment process that would benefit Tri-City Transit when hiring Bus Operators.
2. A recruitment plan that ensures diversity:
3. Please describe how and where the positions will be advertised in order to increase diversity and inclusion.
4. What are some of the benefits of having a diverse workforce?
5. Define the screening criteria for these applicants while adhering to the legal requirements for workplace equality and diversity. (Please list at least six recommended/minimum qualifications for the Bus Operator position)

The importance of having trauma informed agencies in the communities, please reflect on a time you or someone you know of experienced a type of traumatic event.

What resources were available to you at that time? What resources would have been helpful? Were you or your friend/family member knowledgeable about all community resources prior to the incident? Were there any real/perceived barriers to accessing these facilities?

Were you previously familiar with these resources, why or why not? If you were familiar with the resources, please provide information regarding the agency such as mission statement, preferred treatment modalities (if available), etc. you may utilize the NCTSN website for assistance or google.

while creating this journal, please also document any/all emotions that you experienced.

Also, now that you have started your Community Agency Proposal Project, be sure to record any similarities that you encountered and if you now have a better understanding of the way the organization was operating.

The Guiding Values/Principles of Trauma-Informed Care

The Five Guiding Principles are; safety, choice, collaboration, trustworthiness and empowerment. Ensuring that the physical and emotional safety of an individual is addressed is the first important step to providing Trauma-Informed Care.