Keiser University Tampa Week

I’m working on a management discussion question and need guidance to help me learn.

I am chairman of the board of directors (and have been for the past 28 years) of an agency that serves the cognitively impaired in our community. The CEO just sent me a salary review for me to approve and then to be discussed and approved by the finance committee and executive committee and then by the full board of directors. This is a nonprofit agency with over 400 employees and about $13,000,000 annual budget. Most of the funding comes from state and federal government sources. Most of the employees are direct service care employees. We have about 50 who work in medical services. There are also department heads and management staff. The highest paid employee is not the CEO (it is someone in medical services). These are difficult financial times. Based upon the readings this week and over the past week, what would you suggest that I give serious consideration to as I look over these salaries? This is a real life issue. The finance committee and executive committee will meet next week. What issues are important to consider?

The CEO would like to give a 1% raise to all employees with good reviews. One member of the board of directors said that he did not think that an increase was required simply because a person gets a good performance review. The CEO thinks that the review does not mean much if it does not result in a financial reward. These are lean times. Is keeping your job adequate reward for good performance during these lean times? Employee turnover has improved over the past few years. We have more new job applications than in many years. We want to respect our tight budget but at the same time treat our employees right. Based upon your readings this week, what factors should be considered in making these decisions?

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Posted in Uncategorized

Keiser University Tampa Week

Week 2 Law Talk Topic:

This week we will be discussing the liability that hospitals face. You should read Chapter 10 before proceeding with this assignment. Each post will require to assume a different role. Be sure to read the scenarios carefully and follow the instructions for each particular post.

Scenario for Post 1

You are a hospital administrator who grants privileges to several local doctors. Your liability insurance carrier wants to know what steps you are taking to ensure the competence of those doctors. Provide a list to the insurance company that outlines what you look for in your doctors. Your goal is to be as complete as possible. Why? If you’re not, the insurance company will deny the policy, and leave your hospital open to liability. No pressure, but your job is on the line if the company denies the policy.

Scenario for Post 2

Now you represent the insurance company. Read through the posts that your fellow students submitted as their first post. Find a post that interests you, then respond to it. Remember, you are now representing the insurance company. Your goal is to question the hospital’s ability to find competent doctors. Are they covering their bases? Should the hospital be considering other factors when granting privileges to doctors? If this hospital does grant privileges to incompetent doctors, your job is on the line. Why? Because you provided the hospital with a policy, and it will have to pay on a malpractice suit if one of their doctors is negligent. So be thorough!

Scenario for Post 3

Read through the posts submitted by your fellow students. Come to your own conclusion about insurance carriers. In your opinion, are insurance companies unfair to hospitals? Are they in it solely for financial gain? What about the hospitals, are they being competent and thorough? Provide as much information as you can regarding your opinion on hospital liability for incompetent doctors and the insurance industry. For this post, cite to a fellow student’s post as support for your position.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Posted in Uncategorized

Keiser University Tampa Week

Can you please write a response to this classmate since you already have the book info for reference. Thank you



What are some of the factors that are most important in determining internal alignment?

According to our textbook, Compensation, some of the most important factors when determining internal alignment are external and organizational factors (Gerhart & Newman, 2020, p. 80). External factors, for example, include things such as the market and government regulation while organizational factors may include the organization’s policies and cost.

How is internal alignment related to fairness and how does it impact turnover?

Employees need to feel their wages are fair otherwise they may seek work elsewhere, which in turn, may lower the employee’s morale, leading to high turnover rates. Management also needs to feel their salaries are worth the extra responsibility to entice them to continue climbing their corporate structure. If an employee feels that they can work somewhere else doing the same amount of work yet receive higher pay or better benefits, they’re more likely to do so.

Give an example from personal experience, research or observation of a company with effective strategic internal alignment. How can this information help you as a leader?

From my own experience, I enjoyed the Navy’s internal alignment when I first enlisted. For promotion, sailors received annual evaluations in which their work was recognized and ranked among their peers and an exam (based on their field) was administered twice a year. A sailor’s evaluations, awards, and seniority were converted into points that would be included in their exam scores. This allowed people to promote who were experts in their field while also recognizing effort and seniority. Sailors also could be meritoriously advanced by the commanding officer if they performed well enough to merit such an advancement. However, some sailors felt that favoritism played a part in the evaluation process, creating an obvious flaw. As a leader, I would always take note of my best performers and made it clear to my higher-ups who I knew I could trust to get the job done. I also learned the importance of documentation (both positive and negative) to show that nobody was favored when I provided my inputs regarding those I oversaw.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Posted in Uncategorized

Keiser University Tampa Week

POST 1

National Labor Relations Board
The National Labor Relations Board website was interesting as an insight into workers’ rights and the board’s decisions on essential labor issues (National Labor Relations Board, 2021). Workers must know their entitlements, and even if not a worker, everyone should know about the laws surrounding employment. It is essential information for the workplace, as their employers may abuse anyone who is employed if they do not know their rights.
An interesting section of the website is the specific cases against certain employers who break the law and infringe upon the rights of their employees (National Labor Relations Board, 2021). It shows that even the employers who may be richer and more powerful than their employees are still held to account, which should encourage anyone who wants to work. An exciting aspect of these rights is how some sorts of workers do not apply, however. “For example, agricultural workers, domestic workers, independent contractors, and those working for their partner or spouse are exempt from laws regarding unions” (Bennett-Alexander & Hartman, 2020, p. 871). It means not everyone has the same protections under the law.
That the law is not universally applied only makes it more important to know the exact details of the law for the average worker. “Another example of union activity as part of the law is the provision that lets workers come together for concerted activity” (Bennett-Alexander & Hartman, 2020, p. 870). It means that the law affords workers to work together to form a union securely as part of their employment. This protection is significant, as otherwise, there would be nothing stopping employers from stamping out unionization in their organization to their benefit but making conditions worse for workers. If workers were not aware of these laws, they might not take advantage of them, showing the importance of knowing these laws.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Posted in Uncategorized

Keiser University Tampa Week

I need a simple response to this girls post 

Chapter 4: Scenario 3 – Lominy

The situation with Gordie is very unfortunate and heartbreaking. I believe Lominy should provide an honest appraisal of Gordie’s performance but request for a chance for Gordie to get things in order. Had Lominy lessened Gordie’s workload, he could have assessed Gordie according to the lesser workload. Lominy can argue to retain Gordie since this serious issue has caused significant changes in his life. The scenario doesn’t show Gordie having any problems before the death of his wife which is something that should be considered. As far as Julietta, I also believe Lominy should give an honest appraisal of her performance.  Julietta has no justification of why she is always late. Although Gordie has a justifiable reason, company policy may not accommodate those reasons. Employers are not required to maintain poor performers and termination because of inadequate work performance is justified by business considerations (Bennett-Alexander & Hartman, 2021, p. 204, 206). It is also necessary for Lominy to keep in mind of disparate treatment and disparate impact. These are employment related decisions that can follow consequences.

Chapter 7: Scenario 2 – Olivero

In this scenario, I agree that Olivero was terminated due to his ethnic background. The comments from his co-workers made him feel alone. He went to seek out the manager and the response made to Olivero made him feel isolated and a feeling of not belonging. In my experience, I worked at a warehouse and was the only woman doing the same jobs as the men. I was awarded by management with bonuses, praise, and overtime. I was on a two-year contract and a full-time job finally opened, so I applied for it. I was qualified for every criterion listed on the application. I was promised the job by the manager but instead gave the job to his co-worker’s son who they had to train for the job when I didn’t have to train for it. Many of the men did not enjoy having a woman around working alongside them because of the comments and slurs I would hear. I believe I was discriminated against because of my gender/sex. Like Olivero, I knew how it felt having your back against the wall and not feeling any comfort at the workplace. Title VII covers discrimination based on national origin which Olivero can file a claim with EEOC (Bennett-Alexander & Hartman, 2021, p. 352). Common concerns of this are ethnic slurs including insults, taunting, or making fun of a person’s foreign accent (Bennett-Alexander & Hartman, 2021, p. 358).

Bennett-Alexander, D. & Hartman, Laura P. (2021). Employment Law for Business, 10th ed. New York: McGraw-Hill Irwin. 

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Posted in Uncategorized