MNA 1345 MDC Hurricane Preparedness as Anticipatory Adaptation Reflection Essay MNA1345, Essay Exam, Chapters 1 – 3 Name: Guidance: Self reflect in writt

MNA 1345 MDC Hurricane Preparedness as Anticipatory Adaptation Reflection Essay MNA1345, Essay Exam, Chapters 1 – 3

Name:

Guidance: Self reflect in written form about your understanding, experience, journey or imagined future in at least one paragraph per chapter topic below. Always attempt to include the (6Ws and H) details where needed to express yourself.

Chapter 1. It has been said, “Abilities wither under criticism; they blossom under encouragement.” – Dale Carnegie; Choose one or two that affects you from Figure 1.7 Legislations affecting supervisors. Suppose you were empowered to be the Boss, Senior Manager or Chief in your ideal job position for a week; What improvements do you see yourself making in the workplace for your choice(s)?

Chapter 2. For each of the five managerial functions: planning, organizing, staffing, leading, and controlling (Seen in Figure 2.5), Plus http://www.bls.gov: Give examples of coordinating actions, issues or concerns between an organization and its employees, and/or suppliers that’s critical during hurricane season?

Chapter 3. Tells us a mission/values statement identifies the purpose, philosophy, and direction for the organization.

Consider your own vision for choosing this academic path towards what’s important to you becoming or accomplishing.

What will be your metrics to manage your objectives (MBO)?

Is a backup plan in this design of yours encase of a setback?

We all must remain adaptable to changes, trends, procedures, policies and technology processes as we monitor our dashboard along the way.

Put your plan in writing on attached template as a charter to self!

Watch this video, then create your SMART – Goals with the above in mind as well.

“1 Page Business (Strategic) Plan”https://youtu.be/hdGKAHvgBqo

1 Page Biz Plan Template.docx

Figure 1.7

Overview of Federal Employment Legislation Affecting Supervisors

Family and Medical Leave Act (FMLA) (1992). Provides for up to 12 weeks of unpaid leave for certain personal and family health-related circumstances. http://www.dol.gov/esa/whd/fmla.

Americans with Disabilities Act (ADA) (1990). Prohibits discrimination based on physical and mental disabilities in places of employment and public accommodation. http://www.usdoj.gov/crt/ada/adahom1.htm.

Worker Adjustment and Retraining Act (WARN) (1988). Requires firms employing 100 or more workers to provide 60 days’ advance notice to employees before shutting down or conducting substantial layoffs. http://www.doleta.gov/layoff/warn.cfm.

Pregnancy Discrimination Act (1978). Requires employers to treat pregnancy, childbirth, or related medical conditions the same as any other medical disability if the employers have medical and hospitalization benefit programs for employees. http://www.eeoc.gov/facts/fs-preg.html.

Occupational Safety and Health Act (OSHA) (1970). Designed to protect the safety and health of employees; holds employers responsible for providing workplaces free of safety and health hazards. Created the Occupational Safety and Health Administration to carry out the Act’s provisions. http://www.osha.gov.

Title VII of the Civil Rights Act, as amended (1964). Prohibits discrimination in hiring, promotion, discharge, pay, benefits, and other aspects of employment on the basis of race, color, religion, gender, or national origin. The Equal Employment Opportunity Commission (EEOC) has the authority to bring lawsuits against employers in federal courts. http://www.eeoc.gov/policy/vii.html.

Labor Management Relations Act (Taft–Hartley) (1947). Amended the Wagner Act; specified unfair labor practices for unions, provided for Federal Mediation and Conciliation Service (FMCS) to assist in resolving labor–management disputes, and more clearly identified requirements for bargaining in good faith. (On the NLRB home page, http://www.nlrb.gov, click on What Is the National Labor Relations Act; Employee Rights; and Read the NLRA.)

Fair Labor Standards Act (FLSA) (1938). Established that employers covered by the act must pay an employee

at least a minimum wage and
time and a half for all hours worked in excess of 40 in a given week.

Classified a person working in a job that is not subject to the provisions of the act as “exempt” from the overtime pay provisions. The change effective August 2004 set forth new criteria for determining overtime. http://www.dol.gov/elaws/flsa.htm.

National Labor Relations Act (Wagner Act) (1935). Gave workers the right to unionize and bargain collectively over hours, wages, and other terms and conditions of employment. Specified five unfair labor practices for employers. Created the National Labor Relations Board (NLRB) to

certify labor unions as the sole bargaining representatives of employees and
investigate unfair labor practices.

(Go to http://www.nlrb.gov to review the National Labor Relations Act, court decisions, employee rights, and employer responsibilities.)

Figure 2.5

The Circular Concept Illustrates the Close and Continuous Relationship between the Five Management Functions