Adobe Consulting Services (ACS)

Adobe Consulting Services (ACS), a provider of HR software application systems, prides itself on the variety of benefits it offers employees. In addition to health care, pension, and vacation benefits, the company offers an attractive family-friendly benefits package including flexible schedules, child and elder care assistance, counseling services, adoption assistance, and extended parental leave. Unfortunately, sometimes the company’s progressive work–life policy experiences a backlash from some employees, as the following case illustrates.

In March 2019, Teresa Wheatly was hired by Adobe as a software accounts manager. With excellent administrative and technical skills, plus 4 years of experience at Adaptable Software, Adobe’s main competitor, Teresa became a valued addition to the company’s marketing team. As a single mother with two grade-school children, Teresa received permission to take Fridays off. She was also allowed to leave work early or come in late to meet the needs of her children. Teresa is one of 11 software account managers at Adobe.

The problem for Adobe, and particularly for Janis Blancero, director of marketing, began in the fall of 2019. On September 15, Dorothy McShee, citing “personal reasons”—which she refused to discuss—requested a 4-day workweek for which she was willing to take a 20 percent cut in pay. When Dorothy asked for the reduced work schedule, she sarcastically quipped, “I hope I don’t have to have kids to get this time off.” On October 3, Juan Batista, a world-class marathon runner, requested a flexible work hours arrangement to accommodate his morning and afternoon training schedule. Juan was registered to run the London, England, marathon in May 2021. Just prior to Juan’s request, Susan Woolf asked for and was granted an extended maternity leave to begin after the birth of her first child in December.

If these unexpected requests are not enough, Blancero has heard comments from senior account managers about how some employees seem to get “special privileges,” while the managers work long hours that often require them to meet around-the-clock customer demands. She has adequate reason to believe that there is hidden tension over the company’s flexible work hours program. Currently, Adobe has no formal policy on flexible schedules. Furthermore, with the company’s growth in business combined with the increasing workload of software account managers and the constant service demands of some customers, Blancero realized that she simply cannot grant all the time-off requests of her employees.

Questions

Do managers like Janis Blancero face a more complicated decision when evaluating the personal requests of employees versus evaluating employees’ individual work performance? Explain.
a. Should Adobe establish a policy for granting flexible work schedules? Explain. b. If you answered yes, what might that policy contain?
If you were Janis Blancero, how would you resolve this dilemma? Explain.
Question 210 PointsCase Study 2. Too Much Fatigue and Stress? You Decide

Job fatigue and stress are significant problems faced by employees and their managers. Unfortunately, when a case of depression arises as a result, trying to resolve the problem may be difficult—sometimes leading to conflict—as this case illustrates.

Donald Knolls was an air traffic control supervisor for International Gateway Airport (IGA), an airport serving a major metropolitan area. Donald began to experience depression-related problems largely due to severe stress and fatigue on the job. A few months later, he requested and was granted a disability leave for treatment of his illness. After eight months, his personal physician, an expert in depression treatment and a licensed consulting psychologist agreed that he was sufficiently improved to return to his former position.

IGA then sent Donald to the physician it had used when Donald first requested his disability leave. After an extensive evaluation, the doctor concluded that while Donald had made considerable strides in overcoming his depression, he should not be immediately returned to his former supervisory position because the conditions of the job had not changed and he was apt to find the stress too great. Instead, he recommended that Donald be returned to a nonsupervisory position on a six-month trial basis, with the case to be reviewed at the end of that time. IGA followed the advice of its doctor and did not return Donald to a supervisory position. Donald, angered by management’s decision, filed a grievance through IGA’s alternative dispute resolution procedure, a procedure that could end in binding arbitration.

During several meetings between Donald and management, the employer maintained that it had the right to rely on the medical opinion of “a fair and impartial” doctor who had determined that Donald should not be returned to the position that was the cause of his original stress-related emotional problems. Additionally, management pointed out to Donald that IGA’s disability leave provision stated that it “may require appropriate medical documentation if it believes an employee is not fit to return to his or her former position.”

Donald responded, through an attorney he hired to represent his position, that the disability leave provisions were clear but, nevertheless, biased against an employee because they completely disregarded the opinion of his physician and psychologist. According to Donald, “Why bother to get expert medical opinions if they are dismissed?” He further noted, “I have never felt better. I’m really ready to get back to my job.” Finally, Donald’s lawyer contended that Donald was the victim of discrimination based on his former state of depression: “What happened to Donald would not have happened if his illness had been a more conventional physical injury.”

Questions

When conflicting medical opinions are presented, should the advice of a medical expert count more heavily than the opinion of a general physician? Explain your answer.
Is the charge of discrimination presented by Donald’s lawyer relevant to this case? Explain your answer.
If you were presented with this case, what decision would you reach? Explain.

Compelling correspondence is essential to the achievement all things considered but since of the changing idea of the present working environments, successful correspondence turns out to be more troublesome, and because of the numerous impediments that will permit beneficiaries to acknowledge the plan of the sender It is restricted. Misguided judgments.In spite of the fact that correspondence inside the association is rarely completely open, numerous straightforward arrangements can be executed to advance the effect of these hindrances.

Concerning specific contextual analysis, two significant correspondence standards, correspondence channel determination and commotion are self-evident. This course presents the standards of correspondence, the act of general correspondence, and different speculations to all the more likely comprehend the correspondence exchanges experienced in regular daily existence. The standards and practices that you learn in this course give the premise to additionally learning and correspondence.

This question has been answered

This course starts with an outline of the correspondence cycle, the method of reasoning and hypothesis. In resulting modules of the course, we will look at explicit use of relational connections in close to home and expert life. These incorporate relational correspondence, bunch correspondence and dynamic, authoritative correspondence in the work environment or relational correspondence. Rule of Business Communication In request to make correspondence viable, it is important to follow a few rules and standards. Seven of them are fundamental and applicable, and these are clear, finished, brief, obliging, right, thought to be, concrete. These standards are frequently called 7C for business correspondence. The subtleties of these correspondence standards are examined underneath: Politeness Principle: When conveying, we should build up a cordial relationship with every individual who sends data to us.

To be inviting and polite is indistinguishable, and politeness requires an insightful and amicable activity against others. Axioms are notable that gracious “pay of graciousness is the main thing to win everything”. Correspondence staff ought to consistently remember this. The accompanying standards may assist with improving courtesy:Preliminary considering correspondence with family All glad families have the mystery of progress. This achievement originates from a strong establishment of closeness and closeness. Indeed, through private correspondence these cozy family connections become all the more intently. Correspondence is the foundation of different affiliations, building solid partners of obedient devotion, improving family way of life, and assisting with accomplishing satisfaction (Gosche, p. 1). In any case, so as to keep up an amicable relationship, a few families experienced tumultuous encounters. Correspondence in the family is an intricate and alluring marvel. Correspondence between families isn’t restricted to single messages between families or verbal correspondence.

It is a unique cycle that oversees force, closeness and limits, cohesiveness and flexibility of route frameworks, and makes pictures, topics, stories, ceremonies, rules, jobs, making implications, making a feeling of family life An intelligent cycle that makes a model. This model has passed ages. Notwithstanding the view as a family and family automatic framework, one of the greatest exploration establishments in between family correspondence centers around a family correspondence model. Family correspondence model (FCP) hypothesis clarifies why families impart in their own specific manner dependent on one another ‘s psychological direction. Early FCP research established in media research is keen on how families handle broad communications data. Family correspondence was perceived as an exceptional scholastic exploration field by the National Communications Association in 1989. Family correspondence researchers were at first impacted by family research, social brain science, and relational hypothesis, before long built up the hypothesis and began research in a family framework zeroed in on a significant job. Until 2001, the primary issue of the Family Communication Research Journal, Family Communication Magazine, was given. Family correspondence is more than the field of correspondence analysts in the family. Examination on family correspondence is normally done by individuals in brain science, humanism, and family research, to give some examples models. However, as the popular family correspondence researcher Leslie Baxter stated, it is the focal point of this intelligent semantic creation measure making the grant of family correspondence special. In the field of in-home correspondence, correspondence is normally not founded on autonomous messages from one sender to one beneficiary, yet dependent on the dynamic interdependency of data shared among families It is conceptualized. The focal point of this methodology is on the shared trait of semantic development inside family frameworks. As such, producing doesn’t happen in vacuum, however it happens in a wide scope of ages and social exchange.

Standards are rules end up being followed when performing work to agree to a given objective. Hierarchical achievement relies significantly upon compelling correspondence. So as to successfully impart, it is important to follow a few standards and rules. Coming up next are rules to guarantee powerful correspondence: clearness: lucidity of data is a significant guideline of correspondence. For beneficiaries to know the message plainly, the messages ought to be sorted out in a basic language. To guarantee that beneficiaries can without much of a stretch comprehend the importance of the message, the sender needs to impart unmistakably and unhesitatingly so the beneficiary can plainly and unquestionably comprehend the data.>

Adobe Consulting Services (ACS)

Sample Answer

Our Services

Secure Checkout

Our Advantages