Expert in Human Resources Systems Development, Search Work, Mediation of Business Conflicts
Expert ID: 721856 Missouri, USA
He is an expert in business management and can provide advice and consulting in this wide arena. As senior management decides the strategic decisions and directions it wishes the company to pursue, Expert can provide insight on the probable impact that the strategic decisions will have on employees and how to maximize or facilitate employee acceptance. He can help senior management develop itself, as well as identify and develop middle and entry level managers.
Expert is an expert in several human resource areas. He can provide assistance in executive and manager level search assignment (head hunting), developing customized policy and procedure manuals, developing job descriptions (classification assignments), performance appraisal systems development, conducting wage and salary surveys, and developing compensation plans.
He is a certified mediator and can provide conflict resolution assistance. The emphasis of his consulting is on reconciliation and the avoidance of litigation. He also structures terminations so as to avoid wrongful discharge legal action and employee-related violence. Structuring terminations is a relatively new arena for consulting. Employees that are not performing (for a variety of reasons) need to be "managed" back to a status of "in good standing" or "managed" out of the organization. The legal environment is a minefield for the organization that is ill-equipped or inexperienced. Employees need to be managed so that they are fired up to do an effective and excellent job or they need to be fired out so that someone else can be placed in the job, assuring that the job gets done. Expert is very experienced in counseling employees who are not in good standing to get back in good standing or in structuring their termination so that there is little exposure to the ill effects of terminating an employee badly. The ill effects include: wrongful discharge legal action, EEOC charges, employee violence, and bad public relations resulting from the execution of an employee that has bad-mouthed the organization.
He can assist management in its strategic decision making in a variety of ways. Senior management always has the authority to decide "what" the organization should do or the direction it should go. Very often the "how" or implementation strategy needs to be further developed. Expert can assist in both the "what" and "how" decisions.
Considerations of employee resistance / cooperation must be factored into all decisions and Expert is an expert at assessing and predicting employee behavior.
He can assist an organization develop talent at all levels through mentorship. Formal or structured mentorship involves individual and group training, as well as individual relationship building. Mentoring should help organizations retain good employees who would otherwise be recruited away.
Expert can assist clients develop consistency and continuity between its operations, its human resource systems, and its culture. Too often organizations make changes in operations through reorganization and fail to anticipate or even recognize how the organization's culture will come into play relative to the planned change or changes. Organizations can have inherent discontinuities like prizing teamwork and cooperation, but design work processes so that they are independent. These realities actually encourage the opposite of cooperation. Expert can provide assistance in avoiding these disconnects.
Expert can assist organizations develop structured policies and procedures. Without structure in personnel and work processes, employees must rely on individual experience, individual work ethic, and mood, which produce an unreliable product or outcome. Many organizations are developed by entrepreneurs, and as they grow, they require structure to be imposed or there is a crisis of leadership. The entrepreneur hates structure but it is required if the organization is to survive and thrive. He can provide the structure of procedures so as to avoid the failure emanating from the crisis of leadership.
As a behavioral psychologist, he understands individual and team oriented behavior and performance. Because teams are complex emotional entities they require much attention to establish, to grow, and to maintain. Effective teams do not just happen. Expert can conduct training on team building as well as providing consulting on problems or conflicts relating to team performance.
Expert was called into a situation where a company's Chief Operating Officer alleged, to the Board of Directors, that the Chief Executive Officer perpetrated sexual misconduct and general harassment against her. Expert was asked to investigate the allegations, and make a report with recommendations for corrective action.He consulted with a client when an employee was alleged to have misused municipal equipment and municipal staff. Expert assisted the City Manager by suggesting the appropriate reaction to the situation.A British firm wished to penetrate the U.S. market and base operations in the Kansas City Metro area. LMAG was hired to recruit and present qualified applicants for a variety of positions including Executive General Manager, CFO, CIO, three IT personnel, 23 customer service reps, a receptionist, and a general administrative assistant.
|Year: 1985||Degree: Ed.D.||Subject: Educational and Industrial Psychology||Institution: Northern Illinois University|
|Year: 1978||Degree: M.A.||Subject: Public Administration||Institution: Central Michigan University|
|Year: 1973||Degree: B.S.W. [Bachelor of Social Work]||Subject: Speech Communication and Human Relations||Institution: University of Kansas|
|Years: 1996 to Present||Employer: Undisclosed||Title: President||Department:|
Responsibilities:Expert is responsible for business development, consulting, and client relations.
|Years: 1994 to 1996||Employer: Lawrence Leiter and Company||Title: Senior Consultant||Department: Consulting|
Responsibilities:He conducted consulting and client relations.
|Years: 1992 to 1994||Employer: International Action Company||Title: Vice President||Department: Consulting|
Responsibilities:Expert provided new business development, consulting, and client relations.
|Years: 1989 to 1992||Employer: Cohen and Associates||Title: President||Department: Consulting|
Responsibilities:He worked on new business development, consulting, and client relations.
|Years: 1986 to 1989||Employer: Retirement Centers of America||Title: Vice President||Department: Development|
Responsibilities:Expert provided new business development for retirement housing projects.
|Years: 1985 to 1987||Employer: National Housing Partnership||Title: Vice President||Department: Retirement Housing|
Responsibilities:He was responsible for the management of retirement housing projects.
|Years: 1984 to 1985||Employer: Santa Fe Healthcare Systems||Title: Vice President of Human Resources||Department: Corporate|
Responsibilities:Expert oversaw all Human Resources matters for the healthcare system operations.
|Years: 1977 to 1984||Employer: DeKalb County||Title: Administrator||Department: County Nursing Home|
Responsibilities:He managed all operational matters connected with the nursing home.
|Years: 1997 to Present||Agency: City of Odessa, MO||Role: Consultant||Description: Expert provides sexual harassment prevention training, sexual harassment incident investigation, and general employment related consulting.|
|Years: 1997 to Present||Agency: City of Jackson, MO||Role: consulting||Description: He provides wage and salary surveys, compensation plan development, and general employment related consulting.|
|Years: 1997 to 1999||Agency: State of Missouri||Role: Training||Description: Expert developed a training course curriculum and obtained a contract to conduct the training.|
|Years: 1997 to Present||Agency: City of Moberly, MO||Role: Consulting||Description: He designed the city's performance appraisal system, their classification system, their compensation system, and provided general labor related problem solving.|
|Associations / Societies|
|Expert is a member of the Institute of Management Consultants.|
|Licenses / Certifications|
|He is a Certified Management Consultant (CMC). He is also a Certified Professional Mediator by the Center for Alternative Dispute Resolution of the DePaul Law School, DePaul University, Chicago, Illinois.|
|Expert is a National Board Member for the Institute of Management Consultants. He is the medical and law office manager for the National Editorial Advisory Board.|
|Awards / Recognition|
|He was recognized as the Consultant of the Year by the Center for Management Assistance in Kansas City, Missouri.|
|Publications and Patents Summary|
|Expert has published over 25 articles in national magazines, association journals, and newspapers. He has also been quoted as an expert in over 10 national and local newspapers and other publications.|
|Expert Witness Experience|
|Expert has provided expert testimony for numerous cases for both plaintiff and defense in management and discrimination cases.|
|Training / Seminars|
|He has developed curriculum and presented partial day and multiple day educational seminars for over 15 years. The topics include: Sexual Harassment Prevention, Ethics in Business and Government, Understanding Styles of Management, Empowerment, Team Building, Selection Interviewing, Conducting Performance Appraisals, Conducting Internal Investigations, Business Communications, and Change Management.|
|Expert is past president of the Kansas City Chapter of the Institute of Management Consultants and is currently on IMC's national board. As such, he is very familiar with the pool of talent in a wide variety of arenas. He has conducted national searches for executive positions, and therefore, is vary capable of locating, recruting, and screening venders or providers of services.|
|He has developed business for his own consulting projects and has developed business in the retirement housing arena. Expert has designed curriculum for new business related training programs.|
Fields of Expertise
business ethics, business management, human efficiency, motivation, business, human resources, human resource development, management decision-making, mentoring, organizational behavior, organizational development, procedure, small business, team building, work team, mediation training, Equal Employment Opportunity Commission, alternative dispute resolution procedure, intellectual property alternative dispute resolution, nursing home staffing, housing, dispute resolution, professional sexual misconduct, sexual misconduct, employer misconduct, misconduct, nursing home, harassment, violence, employment compensation, organizational culture, employee motivation, wrongful termination, human resources policy, nursing home liability, nursing home training, nursing home investigation, employee investigation, employee assessment, nursing home administration, nursing management, sexual harassment, labor cost estimation, strategic planning, project management, operations management