1 Case Studies Name Number/Course Date Professor’s Name 2 Case: The City in Red Question 1 As a city official, I would embrace a multifaceted approach to the pension financing problem. I would participate in discussions with the labor unions to develop a fiscally viable pension benefit framework for the city. This would require reducing pension contributions while maintaining acceptable retirement benefits for workers (Valentine et al., 2020). I would investigate alternate income streams to meet the pension commitments, such as raising property taxes. Finally, I would propose reorganizing the pension funds by adopting a defined contribution plan, enabling the city to manage pension liabilities more efficiently. As a public union associate, I would emphasize the pension plan's long-term viability and the city's financial stability. I would be open to conversations about the reduction of pension payments, the restructuring of the plan, and the increase of my contributions to assist in meeting pension obligations. However, I would want assurances that the city is dedicated to upholding its duties to its workers and retirees and would fight to safeguard the benefits earned by present and future union members. Question 2 Residents may assist in avoiding the occurrence of such issues by actively participating in the city's budgeting process and lobbying for reasonable fiscal policies. This involves understanding the city's financial status and the pension financing shortfall, attending council meetings and raising concerns, and collaborating with elected authorities to develop solutions (Valentine et al., 2020). They may also advocate for increased budget openness, such as better disclosure of pension liabilities and investment returns. A possible problem with this technique is 3 ensuring that all citizens have equal access to the budgeting process and that all stakeholders' concerns are considered. Case: Fidelity Deals with Workplace Bullying and Harassment Question 1 Fidelity may enhance its workplace harassment and bullying policies by establishing procedures that foster a safe and courteous workplace. The organization must ensure that all workers comprehend the difference between harassment and bullying. This may be accomplished via mandated training sessions and seminars that describe the definitions, consequences, and acceptable responses to such acts. By implementing a zero-tolerance policy, Fidelity should clarify that harassment and bullying in any form will not be allowed (Valentine et al., 2020). This should be accompanied by a transparent reporting mechanism that enables workers to report any harassment or bullying with the assurance of anonymity and protection from reprisal. As the HR manager at Fidelity, I would write policies that give thorough advice on how to avoid and react to incidences of workplace harassment and bullying. These rules would also clearly explain workplace harassment and bullying (Valentine et al., 2020). In addition, I would ensure that workers are held responsible for inappropriate conduct by getting training on recognizing and responding to workplace harassment and bullying. Question 2 As an entry-level employee at Fidelity, I would be worried about harassment and bullying in the workplace. As a result, I would experience discomfort and a lack of welcome, which might affect my perception of the organization (Valentine et al., 2020). To protect myself against such inappropriate behavior, I would educate myself on the company's rules addressing harassment 4 and bullying in the workplace and make it a point to ensure that I am aware of the procedure for filing a complaint. I would also try to guarantee that I am not the target of such conduct, such as keeping a professional attitude and manner and speaking up if I see any improper behavior. Case: Interest in Student Unionization on the Rise Question 1 The movement toward unionization is beneficial because it allows football players to grow further and improve their talents in the game. It would also provide them with a new atmosphere in which to do so. The athletes would benefit from their privileges as athletes and students if the private colleges and universities formed a union. Since being a student and an athlete is complex, particularly for a scholar, and because maintaining a healthy time management and work-life balance is essential, students have the legal right to advocate for themselves and their own. They have a solid argument, given that graduate students voted to support unionization and that graduate students at Harvard University favor joining a union (Valentine et al., 2020). Allying would facilitate the exercise of each individual's rights. Question 2 The unionization of students and athletes at private schools would not result in any unfair acts being taken since each student and athlete have their own set of qualities and characteristics. I do not see why there would be an issue if the students put in much effort and do their hardest to thrive in their studies and if the athletes are talented, have potential, and enjoy what they are doing without letting their academics suffer. It is essential to maintain open lines of communication with public and private sector authorities and to formulate specific regulations 5 and norms that must be adhered to reduce the effects of these inequalities (Valentine et al., 2020). Case: Winning at Carlsberg Question 1 A company with several locations has to monitor the performance of its subsidiaries to guarantee that the organization as a whole is successful. The efforts of the local branch and the headquarters must be integrated to achieve this outstanding performance. It all begins with the headquarters allowing the local subsidiaries the flexibility to perform their operations following the circumstances already present. For instance, many authorities at the municipal level compel firms to comply with regulations about taxes and labor laws. Hence, the headquarters should ensure that organizations can select how to respond to the situations that influence them. In addition, they can supply the resources necessary to meet the local government's standards. For instance, many labor unions have different payment plans that they need for their workers, and firms must comply with the laws that govern these demands. Local subsidiaries are responsible for instilling cultural norms in their workforce and urging workers to uphold such principles. Since diverse societies adhere to various work practices, local subsidiaries must research these practices and incorporate them into their operations. Employees tend to have better morale when working in environments where their values and views are respected (Valentine et al., 2020). Question 2 Including cultural tenets in the company's performance management and payment systems are essential since they act as a potent reinforcement mechanism for the desired behaviors (Valentine et al., 2020). Workers are more likely to accept the cultural shift if their 6 evaluations, rewards, and promotions match the new values. Furthermore, cultural tenets empower the workforce with chances and tools that foster strong engagement and motivate individuals to develop, increase their abilities, and assume greater responsibility. If HR processes are not updated to match the new cultural approach, the culture transformation will likely be less effective. If the program is unrelated to employees' performance and career advancement, they may not take it seriously or see it as a priority. Question 3 The Carlsberg company implemented several measures to guarantee buy-in from diverse stakeholders and operations (Valentine et al., 2020). Initially, they assembled a committee of executives throughout the organization to define a culture everyone could accept. This meant the cultural initiative was not pushed from above but built via conversation and participation. Second, they devised a set of five Winning Behaviors that would be uniform across the organization while still considering local requirements. This strategy guaranteed that the culture program was meaningful and relevant to local workers. Thirdly, HR experts were engaged in the initiative's implementation and application to hiring, performance management, and training processes. Lastly, they used a variety of communication channels, such as video competitions and storytelling, to spread the business's culture across the organization (Valentine et al., 2020). 7 Reference Valentine, S. R., Mathis, R. L., Jackson, J. H., & Meglich, P. A. (2020). Human Resource Management (16th ed.). Cengage.
