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Companies job titles and internal promotion systems

Mitchell-Cole manufacturing, and CEO Zoe Brausch want to restructure the companies job titles and internal promotion systems. Brausch wants all leaders to come from current employees, in terms of both the initial set of leaders, and the leaders in the future as vacancies arise. Vacancies are posted throughout the facility and remain open for 30 days, and identified entry-level jobs that are filled only externally are the only exception (Judge & Kammeyer-Mueller, 2021).
Applicant seniority
I believe that seniority should be eliminated as an eligibility standard for bidding on jobs. I personally have seen good candidates who have the experience required for the position be discarded, just because they weren’t with the company for their desired amount of time. While I do think it’s important to hire internally, I believe that isn’t the most important factor.
Job Posting System
As a former Corporate Recruiter, I know the significance of having a job posting board, whether it’s the company website, Indeed, LinkedIn, or etc. Nonetheless, all positions should be posted equally amongst your recruiting platforms for a minimum of 30 days to be compliant in their hiring practices. When you give certain employees an advantage over applying for internal positions, over other employees it creates chaos in the workplace. Speaking from experience we had this issue a lot. The salaried employees seemed to know what was available more than the hourly employees who were looking to advance in the company. Romans 2:11 (ESV) reads, “For God shows no partiality.
Strict Promotions
Speaking from experience, I’ve always thought promotions should be maintained the same way for each type of position. Nonetheless, the knowledge, skills, abilities, and other characteristics (KSOA) may differ, but the process should be the same. Any seniority or merit system must be “bona fide,” meaning that it is demonstrably linked to performance on the job. It may not be the result of an intention to discriminate. The law explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees (Judge & Kammeyer-Mueller, 2021). This provision is particularly relevant to internal staffing systems. It in essence allows the employer to take into account seniority (experience) and merit (e.g., KSAOs, promotion potential assessments) when making internal staffing decisions (Judge & Kammeyer-Mueller, 2021). The performance-oriented structure interview (POSI)- is a highly reliable and valid predictor of job performance (Hausdorf & Risavy, 2015). The POSI is structured with standardized behavioral-based interview questions, question probes, space for note-taking, behaviorally based anchored rating scales, and an interview score based on the summation of question ratings.
Career Mobility
Career mobility paths can be developed that would allow across team movement without threatening team identity and cohesion by giving managers from various departments a vote in who gets promoted. Coming from a manufacturing specialty, we’ve found that multiple mangers can have different opinions about the same employee, and it’s important to know where they shine, and where they fall short.
Internal Labor Market
If a new labor market system is to be established, employees should be notified via email, company newsletter, or any other mass wide communication system. From personal experience, I’ve found that sending a HR newsletter once a month was helpful to keep up with major company announcements.

Sample Solution

Firstly, Vittola discusses one of the just causes of war, most importantly, is when harm is inflicted but he does mention the harm does not lead to war, it depends on the extent or proportionality, another condition to jus ad bellum (Begby et al (2006b), Page 314). Frowe, however, argues the idea of “just cause” based on “Sovereignty” which refers to the protection of political and territorial rights, along with human rights. In contemporary view, this view is more complicated to answer, given the rise of globalisation. Similarly, it is difficult to measure proportionality, particularly in war, because not only that there is an epistemic problem in calculating, but again today’s world has developed (Frowe (2011), Page 54-6). Furthermore, Vittola argues war is necessary, not only for defensive purposes, ‘since it is lawful to resist force with force,’ but also to fight against the unjust, an offensive war, nations which are not punished for acting unjustly towards its own people or have unjustly taken land from the home nation (Begby et al (2006b), Page 310&313); to “teach its enemies a lesson,” but mainly to achieve the aim of war. This validates Aristotle’s argument: ‘there must be war for the sake of peace (Aristotle (1996), Page 187). However, Frowe argues “self-defence” has a plurality of descriptions, seen in Chapter 1, showing that self-defence cannot always justify one’s actions. Even more problematic, is the case of self-defence in war, where two conflicting views are established: The Collectivists, a whole new theory and the Individualists, the continuation of the domestic theory of self-defence (Frowe (2011), Page 9& 29-34). More importantly, Frowe refutes Vittola’s view on vengeance because firstly it empowers the punisher’s authority, but also today’s world prevents this action between countries through legal bodies like the UN, since we have modernised into a relatively peaceful society (Frowe (2011), Page 80-1). Most importantly, Frowe further refutes Vittola through his claim that ‘right intention cannot be used as an excuse to wage war in response to anticipated wrong,’ suggesting we cannot just harm another just because they have done something unjust. Other factors need to be considered, for example, Proportionality. Thirdly, Vittola argues that war should be avoided (Begby et al (2006b), Page 332) and that we should proceed circumstances diplomatically. This is supported by the “last resort” stance in Frowe, where war should not be permitted unless all measures to seek diplomacy fails (Frowe (2011), Page 62). This means war shouldn’t be declared until one party has no choice but to declare war, in order to protect its territory and rights, the aim of war. However, we can also argue that the war can never be the last resort, given ther>

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