StopNShopToday, Inc. has had difficulty motivating and retaining key cashiers and wants to provide an incentive to them that will generate improvement in several critical areas of store cashier performance, which include the following:

• Increasing total sales revenue
• Reducing inventory losses and theft
• Improving overall customer service and satisfaction
• Improving store cleanliness and housekeeping
• Improving attendance and reducing unscheduled absences

Several stores have poor overall sales volume and ongoing chaos because of the staff taking unscheduled absences. Others have issues with inventory and theft. All the stores want to address cleanliness and customer satisfaction problems.

Overall, officials with the company feel they can commit no more than an additional $200 per employee per year as an individual incentive and no more than $500 per year for the same store or corporate incentives.

• You will select one of the critical areas of store cashier performance improvement (listed above), and recommend three components to be included in an individual incentive program for the cashiers. Use information from the Internet research you have done to aid in your understanding of cashiers’ tasks and work values. Tie your ideas to a contemporary motivational theory.
• Discuss how you might incorporate the ideas you have generated regarding individual incentives.
• Next, discuss store- or corporation-wide incentives.
• Generate a recommendation for 2 possible avenues of same-store incentives and 2 possible avenues for corporation-wide incentives.
• Present these recommendations in the form of a recommendation to Morry and Mo Gassup, owners of StopNShopToday Inc.

Deliverable Length:

2 pages (reference assignment details)

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Diversity Training Manual: Part III

As a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

This section of the manual must, at a minimum, address the following information:

• A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information.
• The essence and applicability of the landmark Griggs v. Duke Powercase dealing with stated job requirements should be addressed.
  • Click here to read the Griggs v. Duke Power case.
• Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department.
• Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team.

Reference

Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from the FindLaw Web site:
http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=42

Deliverable Length:

500-750 words