Topic 1: Gary Theater is in the Hoosier Mall. A cashier’s booth is located near the entrance to the theater. Two cashiers are employed. One works from 1:00 to 5:00 p.m., the other from 5:00 to 9:00 p.m. Each cashier is bonded. The cashiers receive cash from customers and operate a machine that ejects serially numbered tickets. The rolls of tickets are inserted and locked into the machine by the theater manager at the beginning of each cashier’s shift.
After purchasing a ticket, the customer takes the ticket to a doorperson stationed at the entrance of the theater lobby some 60 feet from the cashier’s booth. The doorperson tears the ticket in half, admits the customer, and returns the ticket stub to the customer. The other half of the ticket is dropped into a locked box by the doorperson.
At the end of each cashier’s shift, the theater manager removes the ticket rolls from the machine and makes a cash count. The cash count sheet is initialed by the cashier. At the end of the day, the manager deposits the receipts in total in a bank night deposit vault located in the mall. In addition, the manager sends copies of the deposit slip and the initialed cash count sheets to the theater company treasurer for verification and to the company’s accounting department. Receipts from the first shift are stored in a safe located in the manager’s office.
(a)Identify the internal control principles and their application to the cash receipts transactions of Gary Theater.
(b)If the doorperson and cashier decided to collaborate to misappropriate cash, what actions might they take?
Discussion for Human Resources Management Please use the book for Fundamentals of Human Resources Management, 7th Edition Publisher McGraw-Hill Learning Solutions(Raymond Noe; John Hollenbeck;Barry Ger……) Version P2BS-11. PLEASE DO NOT FORGET THE REFEREFNCES
Throughout this course, many discussion opportunities come up where you need to respond to other people’s opinions and comments. Respond to your Discussion topic after you have completed your reading.
Topic: Performance Measurement Fairness
The forced ranking approach to performance management is the practice of using forced rankings to identify the top performers to retain and the bottom performers to let go. Jack Welch of General Electric introduced and later championed this method, called by critics “rank and yank,” and other companies such as Lending Tree and American International Group (AIG) use it.
1. Describe the activities involved in the performance management process.
2. The forced ranking approach is one of several methods of managing performance described in the textbook. Compare and contrast the fairness of forced rankings relative to two other methods of measuring performance described in this chapter.
Journal for Human Resources Management Please use the book for Fundamentals of Human Resources Management, 7th Edition Publisher McGraw-Hill Learning Solutions(Raymond Noe; John Hollenbeck;Barry Ger……) Version P2BS-11. PLEASE DO NOT FORGET THE REFEREFNCES
Journal: Providing Useful Feedback
You will only post once for a grade in the Journal. Post a minimum of 250 words, but make sure it is an original post concerning the following:
As your company’s HR professional, you have completed a review of employees’ performance appraisal feedback. You have discovered that there are differences in the type of feedback that men and women receive. Positive feedback for men most often used specific accomplishments, whereas feedback for women was in general terms (for example, Good job this year.). Feedback for women often was about a need to improve communication style. Feedback for men was more likely to be about technical areas to develop. This makes it more difficult for women to apply feedback and contribute to the company’s performance. Since men received specific suggestions in technical areas, they could more easily identify assignments and opportunities for promotions.
Your manager wants to be sure that the performance appraisal system supports everyone fairly and links to the company’s goals.
· How does the current system impact the company?
· How can the company help managers give feedback that links the goals of the company to the individual’s goals?
· What type of performance appraisal approach would best fit with providing specific, actionable, feedback? Why?
PLEASE DO NOT FORGET THE REFEREFNCES