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Creative Developments Ltd. (“Creative”) entered into a contract with Towers & Associates, Architects, for the design and preparation of contract documentation necessary to construct a 20-storey office building of unique design. Towers & Associates also agreed to perform inspection services during the construction of the office building. Towers & Associates prepared a conceptual design, and Biggar Inc., an engineering consulting firm, agreed to prepare the detailed structural design for the project. The Biggar firm was retained by Towers & Associates. However, it appeared that the firm’s very busy schedule would not permit its senior design engineer sufficient time to attend to the design personally. Biggar turned the matter over to one of its employee engineers, Hilary Abel, a recent engineering graduate in whom the Biggar firm had great confidence. Abel completed the design and Biggar’s senior design engineer reviewed it. Although not having checked all of Abel’s calculations in detail, Biggar’s senior design engineer concluded that the design appeared satisfactory, and the senior design engineer’s professional engineer’s stamp was affixed to the design drawings. The drawings were submitted to Towers & Associates. Towers & Associates included Biggar’s structural- design drawings in the contract documents for the construction of the project. Creative entered into a construction contract with Sound Construction Ltd. to erect the office building. During the course of construction, the partly finished building collapsed, resulting in considerable damage to Creative’s property. As well, there was a substantial delay in the completion of the office building. Creative conducted an investigation as to the cause of the collapse, and obtained the opinion of another consulting engineering firm. The second firm thought that the structural design, as supplied by the Biggar firm, was inadequate in the circumstances. The investigation also revealed that Towers & Associates had retained Subdata Inc., soils experts, to carry out soils tests, prior to Abel’s preparation of the structural design. Creative subsequently obtained an opinion from another firm specializing in soils tests; the second firm concluded that many more tests should have been performed by Subdata Inc. As well, the second firm thought that the results of the tests performed were “borderline”: the employee of Subdata Inc., who prepared the original report, had very seriously erred in concluding that the test results were satisfactory. The second soils experts also concluded that the subsurface conditions resulted in serious settlement on one side of the building during construction; that settlement contributed to the collapse. Explain the potential liabilities arising from the preceding set of facts in tort law. Discuss, with reasons, a likely outcome of the matter.

 
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What is an intended outcome of performance management?

Question 1 options:

to identify why some employees do not perform as well as others

to ensure that poor performers are properly managed

to create a paper trail for documenting HRM decisions and actions

to determine how to recognize and celebrate good performance

Question 2

Classroom instruction is better for training in areas where information can be presented in lectures, demonstrations or films especially to large groups.

Question 2 options:

True
False

Question 3

Behavioural approaches provide more action-oriented information about employees.

Question 3 options:

True
False

Question 4

Which of the following best defines employee training?

Question 4 options:

acquiring the skills, behaviours, and abilities to perform current work

learning the skills, behaviours, and abilities to perform future work or to solve an organizational problem

ensuring that employees continue to learn and grow

continuing the flow of instruction and suggestions from a manager

Question 5

Systematic needs assessment requires managers to utilize organizational analysis, task analysis, and person analysis.

Question 5 options:

True
False

Question 6

There is no significant distinction between the terms “training” and “development.”

Question 6 options:

True
False

Question 7

Who plays a key role in ensuring that an employee is ready for specific training and that the training is suitable for the employee?

Question 7 options:

HR Department

Manager

Trainer

Individual employee

Question 8

For maximum effect, orientation should usually be casual and unstructured.

Question 8 options:

True
False

Question 9

Most performance management systems include an annual formal review of the employee’s overall performance.

Question 9 options:

True
False

Question 10

When employees are given hands-on experience with instruction from their supervisor or trainer, it is considered “on-the-job training.”

Question 10 options:

True
False

Question 11

Being able to effectively manage conflict is a soft skill that many employers look for in potential candidates.

Question 11 options:

True
False
 
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You are the newly appointed International Human Resource Project Team for a company, presently only operating in The US. The company is fun, fresh, energetic but professional! You should consider this in the design and development of your presentation! Your team needs to create the name of the company and select the industry it is involved in. Please use an imaginary company, not an existing one. Your company have recently decided to expand into [host country to be allocated by your instructor], by creating a new subsidiary. Your instructor will allocate you the host country for your assignment, when you have identified the name of the company and the industry in which it is involved. Your team has been allocated to support Mike, a staff member at your company with a pre-departure training session. Mike was born in the US , and has only ever lived in the US. In fact, he has not even travelled overseas. Mike absolutely loves The UEFA, and used to play when he was younger. Each Saturday, he enjoys having mates over for a barbeque – it has become a ritual for the family. Mike is married to Anastasia, who is a marketing manager in The USA, and hopes to find work in the host country. Anastasia loves cooking and thought that next year she might audition for Master Chef her favorite TV show. Mike’s oldest daughter Grace is 17, and about to finish high school. She is a very mature young woman. She has strong political views, enjoys debating and plays the piano. She hopes to study medicine at university. Steve, Grace’s younger brother, is 14. He’s very good at cricket and absolutely loves it! He’s not so good at his schoolwork, but he’s got a close group of friends and they encourage each other with their schoolwork. Meanwhile Mary (who is 12) enjoys dancing, chatting to her friends online (though Facebook, Twitter, etc.) and listening to Justin Bieber. Mike would like to know which staffing policy the company will be pursuing at the new subsidiary and why. He is particularly interested to know if the company will be utilizing TCNs, and if so, which country they will be coming from. Mike is also concerned about his remuneration, and what differences or concerns are expected between PCNs, HCNs and TCNs at the new overseas subsidiary.

Your report should be between 1000-1500 words

Host country: Mexico

 
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Management in Action

Must-See Quarantine TV

Late-night TV has been a mainstay of network television for generations. Johnny Carson entertained audiences for a few decades starting in the 1960s before being replaced by the likes of David Letterman and Jay Leno in the 1980s and 1990s.Today, the three most watched hosts, Stephen Colbert, Jimmy Fallon, and Jimmy Kimmel, each bring in tens of millions of viewers and more than $400 million in ad revenue per year.

Late-night TV shows may have different hosts, but their live studio-audience format is largely similar. They typically start with a monologue poking fun at the day’s news and prerecorded or live skits. This is followed by celebrity interviews and musical performances. Most shows have an announcer, house band, and dozens of stage crew, writers, producers, and others that make it all happen. It takes a high-performing team to deliver a high-quality show. But what happens when a pandemic leaves studios empty, prohibits famous guests from traveling, and restricts hosts to their houses? That’s exactly what happened during the COVID-19 outbreak.

Let’s shine a spotlight on what many called “Quarantine TV.”

IN-HOUSE PRODUCTION, LITERALLY

Samantha Bee, host of the Emmy Award-winning late-night show Full Frontal with Samantha Bee, was filming a segment for her show when she encountered an issue she had never dealt with before. “There was literally a screeching hawk, circling up in the sky,” she recalled. Bee wasn’t filming at some exotic location overseas, she was actually on set—at her house. She asked her new makeshift production crew, her husband and three children, to please hold shooting for hawk sounds. “You have to be OK with whatever nature provides. This is really uncharted territory for any of us,” she said.

Bee wasn’t alone in a new world of late-night TV production due to the COVID-19 pandemic. Social-distancing and self-quarantining guidelines meant hosts had to work virtually with limited resources. Molly McNearney, the co-head writer and a producer of ABC’s Jimmy Kimmel Live, said it took three hours to shoot a six-minute monologue with host Jimmy Kimmel. “He’s used to having a teleprompter guy and a team of 140 people helping him there,” she said.175 Instead, Kimmel and other hosts used iPhones and videoconferencing tools to record segments and celebrity interviews.

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COLLABORATING TO SERVE AN AUDIENCE IN SHOCK

Hosts may be the face of a show, but there are dozens—if not hundreds—of individuals on these late-night teams making sure it all goes as smoothly as possible. Late-night show content typically reflects daily events and what society is thinking, which writers quickly incorporate into the show’s monologue, skits, and questions for celebrity guests. This requires efficient and collaborative processes. First, producers source the most interesting and important material. After the material has been developed, writers script it in a way that draws laughs. Then different crews, such as video, audio, and makeup, act to meet taping deadlines. After all of this has been completed, editors enter the process to make sure the show meets broadcast standards.

The COVID-19 pandemic interrupted this interconnected system by shutting down lavish Hollywood and New York studios. Production crews scrambled from their homes, trying to connect virtually to meet deadlines. The Tonight Show showrunner Gavin Purcell needed to change his team’s processes in order to ensure the show could keep airing and entertaining the millions who were quarantined at home. Purcell developed new virtual norms with an understanding that the same on-set resources everyone was used to weren’t going to be there. “We’re now trying to create a normalcy, in a world where nothing is normal right now, but we’re trying to make it so that the actual production of it is a little bit more simplified and put systems in place.”

These production systems were incredibly important in a world that was reeling from a pandemic and looking for some late-night TV stress relief before bed. “We are a staff of planners, and even though this is something you could never plan for, those skills are coming in handy,” said Late Night with Seth Meyers showrunner Mike Shoemaker. Shoemaker, whose show was being filmed in host Meyers’ attic crawl space, needed to guide a team that was highly performing, but regressed to its more primitive days due to inexperience with virtual technology and the need for new roles. “Every day a new problem arises that literally never existed before and we problem-solve the solution for next time. Then something completely different goes wrong.”

Working in a virtual environment was particularly difficult for writers whose creativity is predicated on timing, banter, and constant collaboration with teammates. “If I had a joke idea or could punch up somebody else’s joke, I would just walk over to their office, say it to them, and walk back. It’s done in about 12 seconds,” said The Tonight Show writer Gerard Bradford. “Now it takes maybe five minutes, because you have to e-mail or text that person and wait for them to reply.” Virtual shows also meant no studio audiences, so writers couldn’t gauge how their jokes landed in real time. “You forget how important nonverbal communication is,” said Late Night writer Alex Baze. Writers are typically able to get performance feedback from a studio audience’s laughter, raised eyebrows, shifting in seats, etc. Without an audience, that feedback is missing, making it harder for changes to the next day’s show. “Even when it’s done, you’re like, ‘Well, I don’t know if that was good,’” said Baze.

All in all, production teams were able to adapt to a new way of producing content for millions of viewers. Experts, however, believe audiences were more forgiving in their content and quality critiques because it was the first time in modern history that a pandemic had made such a drastic impact on people’s daily lives.Viewers may not be as understanding the next time. For example, Jimmy Fallon’s creative use of his daughters to help him with skits or Samantha Bee chopping wood in her backyard will only go so far on shows that need fresh content every night.Content that doesn’t intrigue viewers will lead to decreased viewership, which means less ad revenue for the network.181 With this in mind, late-night TV teams will need to be better prepared in case they find themselves in this situation again. Will they be?

1- Use Tuckman’s Five Stage Model to describe how the change in producing late night TV could have caused teams to devolve.

 
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