Watch the videos about John Hunter’s work in education, listed in the link below.

http://www.ted.com/talks/john_hunter_on_the_world_peace_game.html

  As you think about Hunter’s career and its impact on students consider the following quotes from A Professor’s Duties:

The function of the teacher is among the most important in our culture. He not only transmits essential knowledge and skills but, when he takes his calling seriously, strongly influences the formation of habits and the development of a philosophy of life. Yet this high calling is not valued at its true worth by the community nor, ironically enough, by teachers themselves. (Hook as cited in Markie, 1994, p. 89-90)

Socrates suggested that teachers are essentially midwives, seeking to help in the difficult process in which each student gives birth to the knowledge that gestates within. Educational philosophies since the Enlightenment have functioned out of another paradigm, with knowledge on the outside to be placed into the blank receptacle of the mind. The efforts to place this exterior knowledge within have frequently done violence, both to the student and the knowledge itself. It may be helpful to remember that, at least etymologically, the Socratic view is more accurate—educate means literally educe, to draw out. (Churchill as cited in Markie, 1994, p. 153)

Post a brief one-page reflection on the following:

• In light of the model for valuing and attending to a long vocational calling presented by Hunter and Hook (1994), imagine your ethical future as an educator. What are the ethical dreams you have developed and what might it take to accomplish them?
• Include your thoughts about how your peers have shaped your hopes for the future.

Week 8-2 discussion question.  

All work must be 100% original and references must be included.  Also both bullets must be answered.  No cover page needed. Thank you.

“IBM and Google” Please respond to the following:

• Explain whether or not you agree with IBM’s cost-reduction decisions regarding both the pension plan overtime for employees and the acquisition of a competitor to protect IBM’s competitive position in the mainframe business. Examine how IBM’s actions contradict its value statement.
• Support or critique Google’s actions, as identified in the situations within the case study. Discuss the impact of Google’s actions on its reputation as an ethical and socially responsible firm.

You will focus on the Supreme Court ruling and aftermath of Tennessee v. Garner (1985). Scholars have argued that this one case has had more influence over the criminal justice system than any other. Use your Peak (2016) text and the Tennenbaum (1994) article for information pertaining to the ramifications of the Court’s decision.

In your paper

• Summarize the facts that the responding officer, Hymon, considered in his decision to use deadly force against Garner.
• Explain whether or not you believe the officer made a reasonable decision, taking into account the situational factors.
• Describe several of the implications of the Court’s ruling for police and daily patrol operations.

This assignment needs to be APA style,500 words and 2 references.

Surveys are an important method of research for the industrial relations field, as
exemplified by the work of the Australian Bureau of Statistics. During the semester,
students undertook a survey project, from deciding the themes, to
writing questions, to eliciting respondents, to analysing the results. Discussing the survey project with reference to particular questions from the survey (by
number).

a) identify some findings from The 2020 EIR Survey that should influence the
priorities and activities for each of: the Fair Work Ombudsman, the Fair Work
Commission, and employer associations; and

b) discuss some weaknesses and limitations of our survey project as a form of
research; and

c) conclude with a comment on aspects of our survey project that you found
interesting or surprising.

Please read the case below and answer the questions. Each answer must be at least 200 words and there must be 3 resources provided.

Internal Consistency at Customers First

After 3 months in her new role as Director of Human Resources (HR) at Customers First, Deborah Ketson feels confident she has identified the significant HR issues at the company.She has prioritized the issues and is meeting with company president, Joan Bates, to make her recommendations.Deborah is prepared to discuss her top priority, which is to conduct an organization-wide job analysis and job evaluation project in order to start building a more internally consistent pay structure.

Customers First is a company that provides customer service for other companies.Small to-medium-sized companies outsource their customer service function to Customers First, who manages all customer service for their clients through a call center and also via an online customer service center.The company works with a diverse group of clients ranging from small retail stores to larger online retailers.Customers First has grown quickly in the 5 years since Joan started the company and now employs over 150 customer service representatives (CSRs) and other support staff.

The company’s quick growth has led to several problems with their compensation structure.Much of the company’s hiring has occurred in response to a new contract and pay was set based on the current market rate for CSRs in order to attract the right talent.For example, an early client was a small retail store that needed fairly simple customer support.Four CSRs were hired and their pay was set at just slightly above minimum wage.In comparison, a more recent client required hiring 18 CSRs.The labor market was competitive at the time and the company hired these 18 new employees at a pay rate well above what others at the company were paid.Such variance has occurred often in the hiring process, resulting in groups of CSRs at much different levels of pay for doing substantially similar work.

Deborah has heard many complaints from the supervisors about inequities in the pay of the CSRs.The supervisors are concerned that the inequities may lead to turnover among some of the staff.Deborah has examined the pay rates of the CSRs across the organization and agrees with the supervisors that there are some concerns.One particular concern is that the lowest paid group of CSRs is primarily female, while the highest paid group includes all male employees.By talking with the supervisors, Deborah has learned that there are some CSRs with different levels of responsibilities and skills, but they all hold the same job title.Deborah believes that an organization-wide job analysis and job evaluation is necessary to build an internally consistent compensation structure.

However, when she shared her recommendations with Joan, she did not receive the response she expected.Joan is resistant of the job analysis and job evaluation process as she thinks that having such a structured compensation system will limit the company’s ability to be flexible in the marketplace.Often hiring happens quickly in response to a new client contract and they must hire the right skill set, which might vary based on the current market rates.Further, Joan suggested the entire project would be too time-consuming for Deborah and the other staff that would need to be involved.She felt their time would be better spent on other concerns such as recruiting new staff.

QUESTIONS:

1.Do you think that job analysis and job evaluation will benefit Customers First? Don’t just say yes or no; you must explain why.

2.What is your opinion on Joan’s view on job analysis and job evaluation?

3.What do you recommend Customers First do?Why?