...Your First Day on Your First Job ‘You got the job! You got the job!’ were the words that joyfully rang out from the fast stuttering mouth of my closest neighbor, Maggie. She brought the good news that her boss, Regina Dumas, had agreed to employ me as a secretary for the non-government organization ‘Agency For Rural Transformation’. I couldn’t contained myself and exclaimed ‘Yes, I did it! Finally I can work and earn my own money!’ All too soon the day came for me to head off for my first day of work. I woke at 4:30 a.m., too excited to sleep anymore but anxious to start the journey to my workplace. ‘Make sure to drink at least a cup of tea’ was the forceful sound of my mother’s voice. She was happy for me, and wanted to ensure that I had a good start before beginning the workday. By 7:00 a.m., I was fully dressed in my long sleeve blue pant suit, paired with a florescent blouse and accessorized with my black shoes and brown leather bag. I kissed my mom goodbye and waited outside the house on the verandah for the sound of the blaring horn from the hired bus to take us to the workplace, a full seventeen miles from home. For the most part, the journey from St. Andrew’s to the parish of St. George’s was a smooth and uneventful ride. I travelled through the main winding mountainous road which took me through the rain forest, with its luscious pine trees. With the windows open, the fresh morning breeze smoothly bathed my face, giving it a refreshing feeling. The scent of the...
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...Running head: FIRST DAY ON THE JOB FIRST DAY ON THE JOB CASSNADRA ROSS STRAYER UNIVERSITY HUMAN RESOURCE MANAGEMENT HRM 530 KENNETH LEWIS 25 NOVERMBER 2011 Discuss the factors causing the employee‘s dissatisfaction “Burnout is a psychological phenomenon, which involves emotional exhaustion, cynicism, and a decline of feeling of competence about work” (Stewart, G. & Brown, K. P. 386). It is obvious that the employee is suffering from burnout. The employee’s were dissatisfaction by the lack of stimulation through education and training. The employee is not gaining the experience she desires to help her achieve her ultimate goal of having her own business. In addition, it seems as though the employee’s career path has not been encouraged or nurtured for progression within the company. The employee seems to be loaded up with busy work and work that is not challenging to her. She is looking for work that is thought provoking and to experience new tasks with which she can grow in knowledge about the job. The work now seems to be cyclical, boring, and she feels overworked with mundane tasks. There is no advancing forward toward her ultimate goal of owning her own business. She is at a point of quitting and seeking a job elsewhere, where she can absorb new knowledge and gain experience Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter Job enrichment would address...
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...Introduction Abstract Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Discuss the factors causing the employee’s dissatisfaction. Assignment 4: Read the “First Day on the Job” case found in Chapter 10. 1. Discuss the factors causing the employee’s dissatisfaction. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. 4. Identify long-term changes Malik should suggest for this organization, if it appears that his employee is not the only one with these complaints? 5. Discuss the human resource policies and programs that would support development programs within the organization. The specific course learning outcomes associated with this assignment are: • Design training and development systems to improve employee performance. • Use technology and information resources to research issues in...
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...First Day on the Job Cheryl L. Williams Dr. Ed Sherbert HRM 530: Strategic Human Resource Management November 27, 2011 Abstract Employees are the key elements of an organization. The success or failure of the organization depends on employee performance. Therefore, organizations must invest money on employee development (Hameed & Waheed, 2011, p. 224). This paper will discuss the issues a new manger faces with trying to attain and retain good employees. It is very important that organizations make an investment in their employees through career development, preventing burnout, and helping them achieve a work-life balance. The paper will discuss the importance of employee development (employee learning, skill growth, and career assessment). In these days of hard economic times people are looking for jobs that pay well and are tempted to move from job to job looking for more money. In order for employers to keep their best employees from leaving they must develop programs and policies to help them grow in their careers. Discuss the factors causing the employee’s dissatisfaction. First and foremost, the employee appears to be suffering from burnout. She tells Malik that she is exhausted and frustrated because the work either comes all at once or there is little work to do. Burnout is defined as a psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work (Stewart & Brown, 2009). Job...
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...First Day on the Job Strategic Human Resources * Discuss the factors causing the employee’s dissatisfaction. The employee felt that she was over worked without the rewards that can fulfill her inner ambitious in return. She obviously has earned her reputation for being an employee with high potential and one of the best. But the lack of excitement about her job in addition to the exhaustion and frustration is pushing her to quit her job. The lack of her being challenged to learn new skills that could help her reach her ultimate goal of owning her own business was a major concern to her. The work seems to be cyclical and boring to her without the provoking thoughts to experience new tasks with which she can grow in the knowledge about the job. * Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. The employee was describing burnout, and the manager, Malik, needs to realize and understand that. Some of the causes for burnout that she described to Malik were the load of work that was heavy at times. In addition, the routine that was boring and unexciting to her anymore. To fix this problem, Malik has an opportunity to make changes to her job that would minimize the burnout. This would suit her best if the organization made changes in her tasks that she does on a daily basis and make them more challenging to her...
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...Running Head: FIRST DAY ON THE JOB 1 FIRST DAY ON THE JOB EMPLOYMENT PRACTICES MABLE R. MCLENDON STRAYER UNIVERSITY PROFESSOR AFRAA AL BAHRANI STRATEGIC HUMAN RESOURCE MANAGEMENT NOVEMBER 26, 2011 Running Head: FIRST DAY ON THE JOB 2 Abstract Malik is a new manager and this is his first day on the job. A female employee has been identified as being one of his best performers within the division. Malik, later, had a discussion with her, only to discover he has a very dissatisfied employee. She shared with him her feeling of no longer being excited about the position which she is performing. Her reasons were due to being overworked at once and a lack of challenges. She expressed her intent of quitting the organization. Malik is at a loss and does not have the time to fully discuss the situation with feedback. He had to leave for the day. The employee was left without any suggestions from her new supervisor. Discuss the factors causing the employee’s dissatisfaction. The factors are being overwork, feeling of not be...
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...Jason McDonnell Quentin Overton English 111 x April 24, 2014 My First Job My first job was that of a cattle rancher on our family ranch. As a kid I loathed having to work with cattle, fix fence and windmills. I learned to appreciate it later in life as I thought about how the experience shaped my work habits. My Granddad grew up in the sand hills of Nebraska on his father’s ranch. Grandma wanted to move to town, so the big ranch was sold and the one I grew up on was bought. My brother, sister and I had always been expected to do chores around the house and take care of the yard. Most brothers and sisters dislike each other from time to time, but we were family, we didn’t stay mad long, or else it would end up in a hand holding session out on the front porch. I'd spend the next 18 years enslaved to there. I worked every weekend and summer often sun up to sundown. There are no days off when you have a ranch. This upbringing provided a wonderful relationship with my Granddad. As I grew older and was eventually paid $300 a summer, I started to appreciate the pride that came with having money in my pocket. More importantly, I realized we were not only feeding our family but supporting a way of life. At the end of a long hot summer day came a strong sense of accomplishment as we finished up branding 215 calves. There were many days when personal plans had to be cancelled due to an issue on the ranch. Usually it was broken down equipment, broken fence, or a windmill that wasn’t...
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...My First Job BEEEEP! I rolled over and pressed snooze for about the tenth time that morning because it was summer and sleeping in only seemed mandatory. I felt the warmth of the sun come in through my large bedroom window and make direct contact with my half open eyes. I immediately knew that today was going to be a good day. Just like any other summer morning I woke up around noon, slowly drudged out of bed and walked over to the sink where I would typically fall asleep brushing my teeth. But on this particular day I remember being wide-awake with a ready to go mentality. I quickly brushed my teeth and went downstairs to enjoy some breakfast. One bowl of milk with exactly 3 handfuls of Captain Crunch cereal was a tradition; so I got my bowl and sat down to enjoy the wonderful meal that awaited me. I was enjoying the bowl of cereal and watching House, my favorite television show when I saw a bright little screen light up. I slowly turned my head to look at my phone and saw a text from my friend. It said “Hey you can come by today and interview if you want.” At that moment my day went from being just another summer day to the most important summer day. This was the day that I would be applying for my first real job. I hurriedly unlocked my phone; 0-8-8-0 a password that was meant to take no time to enter did the trick and text awaited me. I replied saying, “Great I’ll come by later today.” At this point a multitude of emotions hit me. First, I felt happy...
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...“First Day on the Job” November 20, 2010 HRM530 Strategic Human Resource Management Dr. Charles Woods Discuss the factors causing the employee’s dissatisfaction. The main factors causing the employee’s dissatisfaction are burnout and the lack of career development. The employee expressed to Malik that she is exhausted, losing interest in her job, and does not feel like she learning or experiencing the skills that will help her reach her goal of owning her own business. These feelings are directly related to burnout and the lack of career development at her job. Stewart and Brown (2009) define burnout as a “psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work” (p.386). Symptoms include feelings of being overworked, having a distant attitude toward work, and reduced expectations of success at work. Burnout is related to workload, pressure, stress, and interoffice discord. Stewart and Brown (2009) describe the career development process as a series of steps that helps employees determine and develop in career paths and goals. She does not feel she is being challenged in areas that would help her reach her long term goals of business ownership. It is apparent this employee has formulated a career goal, but without gaining experience in her current position, she feels her time there is being wasted. Identify which of these factors could be addressed with improvements in the way the...
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...Discuss the factors causing the employee’s dissatisfaction As a manager, the toughest on the job tribulation I encountered was malcontent employees. My second challenge was formulating a strategy to rehabilitate these disgruntled employees and preventing the toxicity from permeating the entire team. I began thinking and concluded that a work relationship is very similar to a marriage. When a woman says "I do", she takes a declaration to love, honor and obey her husband. Likewise, when we accept a job offer, as an employee we take a metaphorical oath to respect, honor, and be loyal to the employer. Consequently, like a marriage, employees envision a promise of “happily ever after” from their employers. Employers and employees in comparison to husbands and wives undergo episodes of disagreement and experience consternation within their relationship. These conflicts can cultivate insecurities and the honeymoon can end abruptly. Perceptibly, it is obvious from the case study that the employee is discontented with either her current profession or her employer and has planned to quit her job. Although the case did not divulge any information is essence to her despondency, most frustrated employees share the comparable reasoning for dissatisfaction on their jobs. Stewart and Brown (2009) discuss many factors for employees’ dissatisfaction throughout the textbook, Human Resource Management. Nevertheless, the employee is regurgitating her frustrations to Malik because of the quantity...
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... She expressed her dissatisfaction with the job, relating it to a feeling of being overworked, undervalued, with no challenge to learn new skills and no vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not recognized, unfairly treated, not challenged can build lack of motivation, dissatisfaction with the job and desire to quit. Factors that could be improved...
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...Everyone is always ready to celebrate “firsts”. First step, first word, some parents even rent out a whole Chuck E. Cheese for a first birthday. One of my proudest achievements was when I got my first job. I had started applying to jobs as soon as I turned 16. Initially I was not trying very hard to get a job because I really wanted to focus on school and cheerleading. Then I realized a job would be a good way to help out around the house and gain experience, and I guess make some cash. So during the summer, between my junior and senior year I applied everywhere I could. The list included but was not limited to: Firehouse Subs, Jumpstreet, Rue 21, Chipotle, and Peter Piper Pizza. I got one interview in early June at Firehouse Subs, but the manager was...
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...First Job Getting a first job can be a difficult process, but being told you got the job is a moment you'll never forget. In most cases, a first job causes you to grow up more. You have to learn to communicate and not rely on your parents or siblings, you make new friends, and many other wonderful things. However, the time put into getting your first job can be a nerve wracking experience. In my case, the process I used to get my first job was everything that happened to prepare me for the interview, waiting in the lobby for the manager, the actual interview, and finally, being notified that I acquired the job. The part that worried me the most was the first step, getting prepared for the interview. When I got the call for an interview at...
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...Rygg Perales My first job The day I knew that I became a man was the day I woke up and dressed myself properly for my first job interview. That was the day that I could say that my silly childhood would be put behind me. From the collared shirt to my shining shoes, I was ready for the next chapter of my life. More nervous than anything I sat down and took my very first interview. My first interview turned out to be such a success. The manager liked the eager and energetic man that I was. I was hired and was pumped to be able to be employed in the working world as a cashier. But I knew that it was not going to be easy. Learning all the tricks and traits to being a good and hardworking employee was a challenge that I was ready to take full flight in. After my first two weeks in training my manger told me that I had all the information I needed to know to close by myself. From that day on, I was an independent employee. To work...
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...have gone through after obtaining their respective degrees. The main objective of this paper is to determine the relevance and responsiveness of PUP curricular offerings to the labor market. This study further investigated the appropriateness of the know-how and training PUP students have gained in their years of stay in the university. This study answered the following questions: 1. What is the demographic profile of PUP graduates in terms of: 1.1 Age 1.2 Sex 1.3 Course 1.4 Civil Status 1.5 Degree earned from PUP 1.6 Employment Status 2. What is the usual length of time the respondents spend for looking a job? 3. What are the reasons behind taking a job of PUP Mulanay graduates not related to their field of specialization? 4. Being employed, what is the status of their employment in terms of the nature of company/firm where the graduates work, present position and approximate gross monthly salary? 4. What changes are needed to make the graduates competitive enough in the labor market? 5. What can be the measures to solve the problem of mismatch/unemployment confronting the graduates of PUP Mulanay? Research Design This study used the descriptive method of research using a questionnaire prepared by the Office of the Vice-President for Research and Development. The data were gathered by administering the data gathering tool to PUP Mulanay graduates, both employed...
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