...The first thing many people would like is a good job. One good job is an anesthesiologist because they have a salary of $246,320. They put you to sleep before surgery and help sometimes with surgery. The second good job is an internist they receive over $ 90.00 and more , the final good paying job is a gynecologist the pay the same amount as an internist if your american dream is to have good money and a good job try doing one of the three. Many people in their american dream want a good house, For starters getting a good house would be to get a job (listed above) try to find job that has good salary and good payment. In many people’s dream they wish to have freedom and peace in the world, many americans wish for that everyday, It sometimes...
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...Therefore, it is important to carefully decide when choosing a major in order to have a good job after graduating. There are three main guidelines for students when considering their major in a college or university: their interests, their abilities or strong points, and social demand for the job field that their major qualifies them for. First of all, deciding a major should depend on students’ interests. Undoubtedly, finding subjects interesting to learn promotes students to spend time studying to know about them. Otherwise, all the obstacles such as boredom and tiredness that they may have when studying a major that they don’t like will discourage them. It can even make them change their mind to pursue one another major which leads to a waste of time and money. In addition, students should also understand their abilities, and strong points to make a better decision about their major. The fact is that, doing something that they are not good at may lead to some serious problems. For example, they may have to try much harder than the others to get the same good results, and they may get depressed when they can’t do well. On the contrary, when they study a major that is their strong point, it should not be too hard to perform well, which will put them at ease. Hence, they will be encouraged and have more motivation to study. As a final point, social demand for students’ skills in the job field is also a fundamental factor to be considered when deciding which major to pursue...
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...at the stores. She does the ordering for all stores, inventory, and financial records. She drives to and from each store daily to do this work. Even though she has management team she does all the work. I feel she should train managers to do their jobs function the way that she does them to ensure someone is always there to run the stores. It is not good for her to do all functions of the store and not let managers do their job. Kathy should think long term. If she was to get sick and have to b off for a week or more, who will know how to run the store with it’s many operations. If no one knows the operations of the store and she is sick the store will have some problems. There would be no one to order inventory, do the business statements, and help rotate out bad foods. Kathy needs to train others to do her job so that everyone knows the job if someone had to be off and next person had to do their job along with missing person duties. I think Kathy is so use to doing everything for the stores it is hard for her to entrust her store with anyone. It seems like she does not trust others to do good job like she has done. Kathy needs to let some upper level managers come in her store or and train teach everyone how to do their job as she expects them to be done. She...
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...Between Good and Bad Jobs in Australia. As we develop through the 21st century, employers are only beginning to realise just how important job quality is for the success of an organisation. Job Quality is broadly defined as the employee’s experience of work & non-work processes, pay and implicit abilities that determine the employee’s orientation towards achieving the business objectives. A significant issue within Australia is the desire for full-time work not being met by certain age groups due to factors of the economy such as the recession. Furthermore, a two-way interference between work and life is another cause to factor in for poor job quality within Australia. Moreover, certain industries in Australia are infamous for the issue of having poor pay—high workload. This paper aims to critically define what job quality is and targets the central causation of poor job quality by looking at recent trends within Australian organisations. The paper then explores several human resource practices to tackle the identified issues within Australia. The aspects of Job quality are multidimensional and thus there are multiple definitions to job quality. It centrally follows the idea that factors affecting employee morale and work performance have substantial effects on the organisation’s ability to meet objectives. Assessing the quality of work is a subjective process that is undertaken by managers and thus there are no set certified standards for assessing job quality...
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...socialization and attribution within an organization. The culture within an organization is studied with many good examples. Socialization, as defined at dictionary.com is: “A continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior, and social skills appropriate to his or her social position.” On the other hand, per the American Heritage Dictionary, attribution is: “Something, such as a quality or characteristic, which is related to a particular possessor; an attribute.” Therefore, this section introduces with examples of social behavioral problems in the work place. Everyone is shaped by his or her experiences because of company culture, unique situations, personal history, and other individuals they work with. We all learn and grow as we learn through these experiences…… Story 1 – But Some Animals Are More Equal Than Others Summary of Material Our first story talks about the fact that there is a hierarchy of executives, managers, and workers within an organization. If we are well socialized in an organizational culture, we can see why certain people hold the jobs they have within that company. Usually, it is because they have certain special attributes which make them a good “fit” for that job. Therefore, we can attribute the abilities and motives of managers as the reason they have been given (earned?) the jobs which they now have. This perception can be self-fulfilling. That is to say, “the company must know what...
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...situation before giving any advice. The first scenario involves an employer giving complicated directions for a task that the person must do. When I read the first complaint I could imagine the person complaining about their job being too hard. Before I could effectively assist this person, I would need to know more details and facts surrounding the asker relationship with the job as well as how he or she feels about being employed there. The second scenario involved emotions because my friend stormed in the room clearly furious over something that happened to her while she was at school that day. Since she’s already angry, I wouldn’t want to exacerbate the situation so I’d listen more and speak less by using the Prompting responses to get her to talk about her situation until she finds a solution. I’d use silences and brief encouragements to draw her out of that negative place into a positive one. The third scenario says my brother comes to me about a job offer he’s trying to decide about accepting. I would never tell him to take the job, but I will give him Supporting responses to make him weigh his decision carefully. I would tell my brother how I view him as a worker. I’d magnify his strengths and compare them to the qualifications for the job. I’d show care, concern and interest especially if making this decision seems to be a stressful one. Lastly, the person with whom I want to strengthen my relationship with is my cousin. Using the interpersonal attraction variables...
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...is a subject that for me is close to my heart. I think that myself personally have been pretty lucky especially with the job that I have now and with one other one that I had in the past. I would say that the management that I have had in the past has been really good, I have had a lot of extras that allowed me to do my own thing in my positions that would also allow me to find other ways of doing my job and of motivating others to do their job as well. The job that I have now is really big on using our ideas and telling us how well we are doing. I don't have any issues with a job or with supervisors that will only reprimand you and never tell you when you do good. I get both, not usually reprimanded but there are times that I make mistakes and there are way more times that I get praised. I think that when you have the chance to be who you are and to give help to your supervisors and other workers that you have a happier workplace overall. I feel in the instance with Ayame, she is really in a position that is needing some change and help. I think that when you are having someone do something that is not only against their culture, but is also against their beliefs you are going to have some very unhappy employees and ones that will not go above and beyond for your company. If Ayame is not happy with her job she is very likely to not do everything that can be done to make whatever business it is the best it can be. I think that...
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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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...Treadway Tire’s Lima Plant in Lima, Ohio is faced with having to confront strong job dissatisfaction of their employees, as well as high turnover among its line foremen. Aside from the turnover rate being 46% in 2007, the plant also was facing expensive costs for raw materials, and hardcore global competition. Problems having to do with the foremen are not only part of deeper concerns with workforce management, but also stem from being the role that those people play in the process of production. The foremen are caught in between the union and management, and must find a balance between the adversarial relationship, most likely by coping with the needs and interests of both at hand. This can be considered as an immediate problem. As for a long-term problem, the HR director at Lima Plant, Ashley Wall, believes the cause of turnover is from serious morale issues with line-foramen segment and their resulting job dissatisfaction. An objective of the case, and motivation to fix to industry comes from fixing its turnover rate. The plant could focus to reduce costs and increase productivity in this area, specifically. Aside from job dissatisfaction, Treadway Tire’s Lima Plant is faced with a serious problem of high turnover among its line foremen, in which about half of those leaving their positions were leaving voluntarily, and the rest were being asked to leave after “failing”. Therefore, these workers are being faced with limited opportunity for career advancement. To resolve the...
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...devoted and experience than their younger coworker. They both have some limitations in the workplace, but older employees have more limitations than the younger workers. Many studies have been conducted on age and work performance, and there were no difference in older workers and younger workers performance. They both have positive and negative effects in the workplace, but there no research that will make the claim that one age group performance is better than the other (Warr, 1993). However, most people think that older workers are more stability, experience, productivity, and this is commonly not originate in younger workers. They believe with all the good work ethic that older employees have they should do well in the workplace. There has been a study that shows that older workers are more faithful to their job, more realistic and more responsible about their standing in a business, as contrasted to younger employees. Both younger and older employees have their advantages and disadvantages in the workforce. Both groups have some decline in the workplace, and it will be difficult to say which...
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...this way? What could their managers do about it? What could they do themselves? Some people may feel this way because of the environment they grew up in or they may be comparing this current job to previous jobs. Managers could offer a pat on the back or a verbal good job, or even some constructive criticism. The employers could do their job to the best of their ability and not seek a stroke from his or her boss but from himself/herself. 2. Think of an organization you are familiar with. What types of power are used there? How do people react to those bases? What changes would you recommend? Honestly all types of power are used in softball. The coach generally has personal power; they have legitimate power as a coach. The coach also has expert power because the coach has played at various levels. The coach also has reward power; if the team does well then they are rewards in different ways. People can react differently, but they normally respect at least one of the powers mentioned above. There isn’t any change I would recommend. 3. Review the definition of organizational politics. Can an organization be totally free of political behavior? What would it be like? How could you make it happen? In my opinion it can’t. In every successful business there is some form of politics, good or bad. Its not what you know its who you know; that stands very true in the city of Thomasville, GA and many around the region, especially in our economic condition. If organizational politics...
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...can be not a good idea for some. In some situation separating the two help to prevent smaller issues from being a big problem. In my paper it you will read about my work places where my boss was unfair. Well I was working in a nursing home and we all have certain people to work with the resident. But just like any other place of work it doesn’t be the people that you are seeing about it be the people you work with. The situation is more of a problem then an issue, because it keeps repeating itself after I feel like it is resolved. The difference in the situation is that the situation should been handle, because it was a health risk but it wasn’t so that was the issue. But when the job still was not getting done it became a problem, I express the problem to our supervisor that was over us. To see with that help and try to show the person the proper way of doing their job. But the supervisor thought that the person wasn’t doing any harm, so it continues and they train someone wrong. And the supervisor was looking at the rest of the employee because of the person mess up, when he should have handled it when it was an issue. Well to solve the problem I ask could I be removing from that floor to another one, and I gave reason and it did solve the problem. Because now I know that my residents are getting taking care of the proper way, and on the new floor the supervisor hear you out. At the end of the day dealing with problem as such when someone, is not doing their job and the supervisor...
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...will place further stress upon ourselves. If we cannot | | |deal with our stress in a healthy manner, then we may become ill. Also we will not be able to function | | |productively if we continue to be stressed. | |Identify a situation in which you experienced stress in the workplace or provide a | | |fictional example. |I am a leader on the job. There are other people who resent that I am the leader. These people filed a | | |complaint about my director placing me in the lead position because they wanted the position. No | | |consideration was given to my years of experience versus their lack of experience. They just wanted the | |...
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...Personal Essay: Twenty and Serious I was 19, and it was my first week on the job as marketing director for a leading financial services organization in North America. Our awkward exchange was one of many I've experienced as a young woman in a big job. People expect a much older-looking person, not a girl who could pass for a college sorority sister, to be speaking to them about life insurance or finance. I guess I have always looked young for my age. When I was a freshman at a community college, people mistook me for 16. Now that I am almost 21, bouncers still eyed my ID suspiciously checking for validity even at an 18 or older event. Looking younger than your years is a bonus when you're over 40 (or so I hear) but a bummer when you're a 20 year old kid like me, especially a kid who landed a dream job and is trying to command some respect. Before I started my career, being mistaken for someone younger was no big deal. But during my first job as a Marketing Director, I quickly realized that looking "too young" could be a curse for me at work, one that would keep fueling my insecurities even when I landed a position of authority. In my first marketing director job, I had an encounter that scarred me for years. An older woman I was meeting with about our finance services looked me up and down and squealed with amusement: "Well, don't you look all of 12?" Her voice dripped with snobbery. It was hard enough being the lowest person on the totem pole in the office, but having my...
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...Problem: In the case of “Thomas Green: power, office politics, and a career in Crisis”, it describes the dilemma of Thomas Green who works in a company called Dynamic Display. Thomas was recruited as an account executive, and then five months later, he was promoted as a Senior Market Specialist directly by the President Shannon McDonald. Thomas’s boss Frank Davis hadn’t expected to choose Green as the new senior market specialist, and he was very dissatisfied with Green’s work style and performance three months after the promotion. After being informed that Frank Davis had emailed McDonald about his concerns about Green’s performance, Green was getting really worried about his situation and not sure how to explain his perspective to McDonald. I’m going to analyze the issue for Green and suggest solutions to solve the problem. Conclusion and Recommendation: Green had strong ambition and willingness to achieve a high selling growth for the company. However, Green was so concentrated on goals without observing the surrounding situation; it caused a failure for him to adapt his work style. Plus lacking a managerial experience, Green wasn’t able to look at issues based on a structural and long term view. Thus he would decide to avoid interactions with Davis after the first criticism, rather than improving his performance and rebuilding the relationship with Davis. In addition, both roles that Green and Davis had were dependent upon collecting information; however, it seemed that...
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