AW 4044 ASSESS

Part A

Choose one of the following: Record a 45-minute video, create a 68 slide PowerPoint presentation with speaker’s notes, or write a 23 paper to establish a team vision.

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Introduction

In your previous communication challenge, you resolved a situation that became negative and was getting in the way of a team functioning.

In this challenge, youve been given a task by your leader, and you need to bring your team along, not only to get past the previous negative communication but to buy into whats needed to move forward.

To do that, you will think about what positive qualities support strong communication and effective teamwork. Youll need to decide what you want to advocate for. And then youll need the communication skills to bring others along on your plan. You will do that via video.

Overview

Innovation and change within organizations often require establishing not only a vision but specific agreements that a team can work within to be successful. You will get practice establishing just such a policy and communicating it to a team in this assessment. You may choose to submit a video, a PowerPoint presentation with speaker’s notes, or a paper as your means of communicating.

Planning and Preparation

Consider the following as rough guideposts for setting aside the time you need to do your work. You will want to adjust these as you learn more about your own pace and working style.

• Research and reading: 4 hours.
• Interactive activities: 30 minutes.
• Drafting script or PowerPoint: 6 hours.
• Revising: 2 hours.
• Practicing with the technology: 1 hour.
• Recording: 5 minutes.

Complete the following:

• Complete the CapraTek: Organizational Communication Policy activity.
• If you choose to record your message, this assessment requires you to use Kaltura, a Capella-supported recording tool. You will also need to have access to a webcam and microphone for recording your video. For more information, see .

Scenario

In the CapraTek: Organizational Communication Policy activity, you observed more difficulties, indicating that the team needs your help overcoming their communication challenges. You have resolved to reset the team members attitudes so that they clearly understand your approach to future communication strategies and feel invested in the vision that you are laying out for them.

Instructions

Remember that a communication policy should be a formal, enforceable document that reinforces ethical behavior and acceptable methods for communication within and about the team. The policy should clearly define all actions and consequences, and you will need to present it in a way that encourages acceptance of the policy by the team. Your goals for this communication include the following:

• Explain the communication issues that have led to the need for a new policy.
• Create a communication policy that you will introduce to improve communications and assure people are working with a unified purpose.
• Define your expectations, or contract, for ethical discourse in team communications.
• Provide a rationale that addresses the importance of defining appropriate communication channels.

Choose one of the following for your communication and be sure to cite all sources using APA reference style.

• Record and submit a 45 minute video message using Kaltura to address each aspect of the scenario.
• Create a presentation of 68 slides with speaker’s notes, not including title page and references.
• Write a 23 page paper.

Presentation Guidelines

Be sure your video meets the following requirements:

• Communication: Although this is not performance art, you will be judged on the communication skills that you have studied in this course including your consideration of audience and content.
  • Organize content for ideas to flow logically with smooth transitions.
• Format and length: Address all items defined in the scenario and instructions. Organize ideas to flow logically and with smooth transitions.
  • If you choose to submit a video (Kaltura) or narrated (PowerPoint) presentation, the recorded presentation should be 45 minutes.
  • If you choose to submit a standard PowerPoint presentation, your presentation should consist of 68 slides, not including the title and references slides.
    • Use the speaker’s notes section within the PowerPoint slides to provide all the information relevant to each slide, which you would otherwise present verbally.
    • Each slide must have no more than 45 bullets and each bullet should summarize your point in 46 words.
    • Use graphics throughout the presentation, but ensure they are appropriate for the content provided and provide value.
  • If you choose to write a paper, it should be 23 pages, not including the title and reference pages.
• Quality: Audio and visual quality should approximate that of a properly functioning video conference.
• Visuals (if used): Create visuals that are easily read and interpreted. Use colors, fonts, formatting, and other design principles that make the information clear and generally add to the aesthetic of the presentation.
• APA style and formatting: Resources and citations are formatted according to current APA style and formatting standards.
  • Use for guidance in citing sources and formatting your paper in proper APA style. See the for more APA resources specific to your degree level.
  • Also refer to the , which provides basic formatting and APA guidelines you should follow to create attractive and usable documents not just within your business program but in the workplace as well.
• Cited resources: Use a minimum of two scholarly sources. All literature cited should be current, with publication dates within the past five years.
• Academic integrity and honesty: You must adhere to academic integrity and honesty policies and incorporate practices that support ethically sound work in your assessments. View .

Before you submit your assessment, carefully read the grading criteria in the Communicating a Team Policy Scoring Guide to ensure you understand all of the requirements for success.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 3: Analyze the interrelationships of communication within organizational systems.
  • Explain critical communication issues and challenges faced by the team.
  • Create a communication policy that would improve communications and ensure future communications are handled appropriately.
• Competency 4: Analyze the application of ethical principles in organizational communication.
  • Define appropriate expectations for ethical discourse in team communications.
  • Provide a rationale that addresses the importance of defining appropriate communication channels.
• Competency 5: Communicate effectively and professionally.
  • Organize content for ideas to flow logically with smooth transitions.
  • Apply APA formatting to in-text citations and references.

  Part B

Create a 34 page paper preparing a manager to hire new employees.

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Introduction

In this assessment, you will prepare a hiring manager to recruit for a position of your choice.

Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations.

However, it is important to understand the legalities of these employment tests. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law.

In Assessment 1, you reviewed the categories of positions that you would hire and select for your company. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoinga key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.

Employment Policies

Employment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today’s environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.

Diversity

Diversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization’s success today largely depends on its ability to embrace and manage diversity effectively.

In this assessment, you will examine the impact various recruitment methods have in the workplace by discussing the processes used by companies during the hiring process. You are also encouraged to consider affirmative action, diversity, and Executive Order 11236.

Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening exams, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group.

For this assessment, as the HR director of “For The People IT Design Center” or your selected organization, prepare the hiring manager to recruit for a position of your choice.

In a 34 page paper:

• Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
• Compare two different employment screening exams required for job-relatedness and business necessity.
  • How will you show evidence of job relatedness (validity) for each test?
  • What is the purpose of content validity tests?
• Analyze the legalities of the employment screening exams used during the hiring process.
• Discuss the policies and practices that should be in place for internal candidates applying for the position.
• Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks.
• Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained.

Additional Requirements

Your paper should also meet the following requirements:

• Written communication: Ensure written communication is free of errors that detract from the overall message.
• Standard formatting: Include one-inch margins, appropriate headers, and a title page.
• APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the section of the Writing Center for guidance.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1:Examine the effect of the employment process on current work environments.
  • Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method.
  • Discuss the policies and practices for internal candidates applying for the position.
  • Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests.
  • Analyze the legalities of the employment screening exams used during the hiring process.
  • Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained.
  • Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

  Part C

Create a 34 page paper preparing a manager to hire new employees.

Collapse All

Introduction

In this assessment, you will prepare a hiring manager to recruit for a position of your choice.

Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations.

However, it is important to understand the legalities of these employment tests. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law.

In Assessment 1, you reviewed the categories of positions that you would hire and select for your company. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoinga key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.

Employment Policies

Employment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today’s environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.

Diversity

Diversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization’s success today largely depends on its ability to embrace and manage diversity effectively.

In this assessment, you will examine the impact various recruitment methods have in the workplace by discussing the processes used by companies during the hiring process. You are also encouraged to consider affirmative action, diversity, and Executive Order 11236.

Preparing for recruitment involves several mandatory steps to prevent liabilities to the agency. This includes considering recruitment methods, screening exams, and background checks. However, it is important to understand the legalities of these processes. Their use can violate antidiscrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Unless the employer can justify the test or procedure under the law, the use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group.

For this assessment, as the HR director of “For The People IT Design Center” or your selected organization, prepare the hiring manager to recruit for a position of your choice.

In a 34 page paper:

• Compare the different types of recruitment methods. Select one to use in your company and describe why this is your chosen method.
• Compare two different employment screening exams required for job-relatedness and business necessity.
  • How will you show evidence of job relatedness (validity) for each test?
  • What is the purpose of content validity tests?
• Analyze the legalities of the employment screening exams used during the hiring process.
• Discuss the policies and practices that should be in place for internal candidates applying for the position.
• Describe inadvisable preemployment inquiries as you are preparing for the interview phase. Explain how these could lead to hiring liabilities and what policies you will have in place to avoid any perceived risks.
• Describe what should be included in the offer to the selectee. Describe your documentation process and explain how long documents should be retained.

Additional Requirements

Your paper should also meet the following requirements:

• Written communication: Ensure written communication is free of errors that detract from the overall message.
• Standard formatting: Include one-inch margins, appropriate headers, and a title page.
• APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the section of the Writing Center for guidance.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1:Examine the effect of the employment process on current work environments.
  • Compare the different types of recruitment methods. Select one to use in the company and describe why this is the chosen method.
  • Discuss the policies and practices for internal candidates applying for the position.
  • Compare two different employment screening exams required for job-relatedness and business necessity. Discusses how it will show evidence of job relatedness (validity) for each test. Discusses the purpose of content validity tests.
  • Analyze the legalities of the employment screening exams used during the hiring process.
  • Describe what should be included in the offer to the selectee, describe the documentation process, and explain how long documents should be retained.
  • Describe inadvisable preemployment inquiries, explain how these could lead to hiring liabilities, and include the policies that have to be in place to avoid any perceived risks.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession

  Part D

Create a 34 page paper preparing a manager with the necessary documents required when considering terminating an employee.

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Introduction

In this assessment, you will prepare a manager with the necessary documents required to terminate an employee.

Wrongful termination occurs when employment is terminated for illegal reasons or if company policy is violated when the employee is fired. HR practitioners and members of management need to be informed about how to properly handle the termination process to ensure that the employee’s rights are not violated, and to ensure that the organization avoids a potentially costly wrongful termination lawsuit.

Generally, most employees are considered to be covered under the contractual “employment at will” relationship (except those covered by a collective bargaining agreement), which means an employer can terminate employment at any time, for any reason. However, wrongful termination can exist if discrimination is involved in the termination decision or if due process is not followed during the termination process.

During this assessment, you will explore topics related to termination in the workplace. You will consider what is permissible under the law as a rationale for termination and you will consider termination as it relates to employment at will versus contract relationships. You will also consider the impact of employment at will and the effect it has on an employer’s liability for wrongful termination.

In this assessment, you will review the employment laws considered for each of the topics presented in this course. Termination is never easy for anyone involved, but at times is necessary for the efficiency of the company. In this scenario, as an HR generalist, you have been tasked with preparing a manager with the necessary documents required to terminate an employee.

Consider the following scenario:

Sam has been an employee with the agency for almost a year. He is often late for his shift and his work products are less than stellar. He often gets into verbal arguments with coworkers and has been warned several times about his conduct. The manager now informs you that while in his office he heard a loud bang. He went to investigate only to realize that Sam had smashed his computer on the floor because he could not get an application to work. The manager felt that Sam has violated company conduct policies and wants to terminate him.

In a 34 page paper:

• Describe constructive discharge. How does this differ from wrongful termination?
• Analyze the policy and procedure used in the event of an employee termination.
• Describe the elements of due process and just cause. Do you feel that all employers should meet these standards before terminations can take place?
• Explain whether the employment-at-will with exceptions standard provide sufficient protection for employees.
• Explain the process to ensure employees’ rights are not violated.
• Discuss the steps the manager should follow after a termination decision has been made, and how the termination should be handled.

Additional Requirements

Your paper should also meet the following requirements:

• Written communication: Ensure written communication is free of errors that detract from the overall message.
• Standard formatting: Include one-inch margins, appropriate headers, and a title page.
• APA formatting: Resources and citations are formatted according to current APA style and formatting. Review the section of the Writing Center for guidance.
• References: A minimum of three scholarly references.
• Length: 34 typed, double-spaced pages, excluding title page and reference page.
• Font and font size: Times New Roman, 12 point.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1: Examine the effect of the employment process on current work environments.
  • Analyze the policy and procedures of employee termination.
  • Describe the differences between constructive discharge and wrongful termination.
  • Describe the elements of due process.
  • Explain employment-at-will procedures.
  • Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resources profession.

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