...Location: Amsterdam Website: www.uxus.com Middleweight graphic designer UXUS is a global strategic design consultancy specializing in consumer experiences. We merge art x design, producing immersive experiences that enable companies to create brand desire. Working together with our clients to solve needs and those that seek reinvention. Working with leading global brands including Selfridges, Bloomingdale’s, H&M, P&G, Nike, Tate Modern, McDonald’s and many other valued brands. We are looking for a talented graphic designer to join our offices in Amsterdam. Job description: Candidates need to show robust knowledge of how to develop graphic brand identities into 3D environments and/or objects, and demonstrate knowledge of three-dimensional thinking in terms of interior applications and fabrication techniques. An understanding of location strategies for placing environmental graphics within a built environment is also expected. Other tasks might involve creation of logos, printed collateral, direct mail templates, webpage design, product packaging and POS displays. On a typical project you will be asked to develop visual concepts and designs that reflect the business and creative requirements from a strategy or brief. The job will also include assisting in the development of creative strategies for specific projects. Typical tasks: * creation of original graphic/multimedia concepts related to an existing or new brand identity * creation of environmental...
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...HIGH-INVOLVEMENT WORK DESIGN AND JOB SATISFACTION ROBERT D. MOHR and CINDY ZOGHI Job satisfaction has important economic effects. Low job satisfaction is associated with higher rates of quitting and higher rates of absenteeism; high job satisfaction correlates with improved job performance and organizational citizenship behaviour. Dissatisfaction therefore may result in higher labour costs and lower productivity. This article studies the relationship between job satisfaction and high-involvement. The huge no. of observation (25000) has allowed the authors to draw general insights about the relationship. Also authors could check additional variables which may be indicator of dissatisfaction and thus allowed the authors to test how broad a range of satisfaction measures can be linked to high-involvement work practises. Finally, because they used a data set that includes information from both employers and employees and follows both groups over time, they can control for a number of specific sources of bias, and look for evidence on the direction of causality. Background of research: A large body of literature on socio-technical systems, total quality management, and high-performance work systems argues that jobs with a high degree of employee involvement might increase satisfaction. The existing literature also recognizes, however, that even if a positive association between the characteristics of work and the evaluative judgment that individuals make about their jobs exists, the...
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...Job design (also referred to as work design or task design) is the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder.[1] Its principles are geared towards how the nature of a person's job affects their attitudes and behavior at work, particularly relating to characteristics such as skill variety and autonomy.[2] The aim of a job design is to improve job satisfaction, to improve through-put, to improve quality and to reduce employee problems (e.g., grievances, absenteeism). Job design follows job analysis i.e. it is the next step after job analysis. It aims at outlining and organising tasks, duties and responsibilities into a single unit of work for the achievement of certain objectives. It also outlines the methods and relationships that are essential for the success of a certain job. In simpler terms it refers to the what, how much, how many and the order of the tasks for a job/s. Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further it also makes the job look interesting and specialised. Benefits of Job Design The following are the benefits of a good job design: 1. Employee Input: A good job design enables a good job...
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...JOB DESIGN Job design is the process of deciding the content of the job in terms of duties and responsibilities, skills, attributes and knowledge. It is the process which integrates work content (task, functions and relationship), the reward (external and internal) and the qualification required (skill, knowledge and ability) for each job in a way that meet the needs of employees and the organization. Job design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualifications required for each job that meets the needs of employee and the organization. Job design makes the job highly specialized and well designed jobs are important in attracting and retaining a motivated work force. According to Michael Armstrong, "Job Design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superior subordinates and colleagues." OBJECTIVES OF JOB DESIGN A job is a long term assignment of tasks by means of which a person is able to contribute to the effectiveness of an organization. A firm depends on its employees for success. Anything that affects the employee’s job performance should therefore be of interest to management. The main objectives that...
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...MOI UNIVERSTY MAIN CAMPUS SCHOOL OF HUMAN RESOURCE DEVELOPMENT COURSE: ORGANIZATION BEHAVIOUR COURSE CODE: CMM 212 NAME: MWANGI D. NDERITU REG: BJC/47/15 INSTRUCTOR: MR. CHEMAI DATE: 29th MARCH 2017 Job Design Discuss how job design affects employee motivation in an organization There has been an assumption that pay is the most motivator of work. However, as much as pay is a motivator, how a job is designed is has a significant impact on employee motivation, job satisfaction, employee citizenship, commitment to the organization productivity and turnover. For this reason, managers most organizations are putting in place strategies geared towards motivating their employees. Through job design, organizations are now focusing on raising production levels by offering non-monetary rewards. Job design envisages all the processes and strategies that an organization employs in deciding the contents of a job with regard to duties, the methods of carrying out the job and the relationship between the employees and their supervisors and fellow colleagues. Among the various techniques used in job design exercise are job simplification, job rotation, job enlargement and job enrichment. Job Specialization Job specialization entails breaking down jobs into simpler components and assigning them to employees so that each of them perform a certain number of repetitive tasks. From a motivational perspective, doing the same task(s) each now and then tends to be very boring due to their repetitive...
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...Taisei Fire and Marine Insurance Company Time Frame: 2001 to 2002 The case happened on between 2001 to 2002. Taisei Marine and Fire InsuranceIn November 2001, following the September, 11th 2001 (“9/11”) terrorist attack on the World Trade Center, Taisei Fire and Marine Insurance Co (TFMI) collapsed, due to catastrophic insurance claims of $2.5 billion. TFMI, together with two other Japanese companies, had a management agreement with Fortress Re, which pooled the funds of the companies to share the risks of reinsuring aviation portfolios. All four planes that crashed on the World Trade Center and other sites during the 9/11 attack were reinsured in the Fortress Re pool. During this period, Taisei ascribed its failure - only the second bankruptcy in Japanese non-life insurance since World War II - to the freak events of 11 September. The expected loss from reinsurance was caused purely by the terrorist attacks and we could not foresee that such a huge loss would be generated because the four airplanes simultaneously crashed. The participated companies’ lack of skills in management of Fortress Re and their limited understanding of liabilities in the pool were revealed after the event. Apparently, TFMI had completely relied on Fortress Re’s management decisions. Even though it was true that the unforeseen nature of terrorist attack was a trigger for TFMI’s bankruptcy, this event showed that delegating the entire authority of managing the pool to the Fortress Re management...
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...Department of the Army Civilian SUPERVISOR CHECKLIST - New Employee NEW EMPLOYEE INFORMATION Name: Start date: Position: Rater: Assigned Sponsor: Senior Rater: WITHIN 3 DAYS OF FIRM ACCEPTANCE OF JOB Obtain firm start date from CPAC _____________________________ Contact new employee to welcome him/her to the Army team; send a welcome letter and/or email; provide New Employee Checklist and brochure and confirm start date. ________________________ (If different, notify CPAC) Assign sponsor for new employee and explain sponsor responsibilities (e.g. checklist, welcome packet, timelines, etc.) AT LEAST 1 WEEK BEFORE START DATE Announce pending arrival of new employee to staff and senior leaders; send announcement email Identify needed training / administrative tasks for new employee’s first 1-2 weeks Review work area and confirm an assigned workstation, desk, work bench, chair, computer, network, telephone, office supplies or other required tools and equipment FIRST DAY Ensure sponsor meets and escorts new employee upon arrival. Pre-arrange alternate in case of sponsor’s absence Arrange to have senior leader administer the Oath of Office, if possible Meet with new employee to discuss first day activities Provide Army Acculturation Handbook and/or website location Ensure technical assistance is available to help new employee set up computer and access network resources FIRST DAY – INTRODUCTIONS, TOURS, AND ADMINISTRATIVE PROCEDURES Try...
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...REFERENCES Abduljlil AlDamoe, F. M. The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance. International Journal of Human Resource Studies, Vol. 2, No. 1, ISSN 2162-3058. Abeysekera, R. The Impact of Human Resource Management Practices on Marketing Executive Turnover of Leasing Companies in Sri Lanka. Contemporary Management Research, No. 3, Pg. 233-252. Chew, J. The Influence of Human Resource Management Practices on the Retention of Core Employees of Australian Organizations. Guchait, P. Human Resource Practices and Organizational Commitment And Intention To Leave: The Mediating Role of Perceived Organizational Support and Psychological Contracts. Center for Advanced Human Resource Studies. Huselid, M. A. The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, Vol. 38, No. 3. Irshad, M. Factors Affecting Employee Retention: Evidence From Literature Review. Abasyn Journal of Social Sciences;, Vol. 4, No. 1. Narang, D. U. HRM Practices: Its Impact on Employee Retention. Irc’s International Journal Of Multidisciplinary Research In Social & Management Sciences, No. 1. Ryan, A. M., & Kossek, E. E. Work-Life Policy Implementation: Breaking Down Or Creating Barriers To Inclusiveness. Minor Revision at Human Resource Management Journal. Tiwari, P., & Saxena, K. Human Resource Management...
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...San Beda College GRADUATE SCHOOL OF BUSINESS 1 BUS 117-C1 HUMAN RESOURCE MANAGEMENT Job Analysis and Job Design Reported by: Josephine dela Cruz Garces Job Analysis and Job Design Clearly, the case above is a manifestation of poor human resource practice. There is an apparent lack of job analysis and job design that could have produced the document and the system that would minimize, if not totally eradicate, cases similar to that mentioned from occurring. Meaning and Nature of Job Analysis Job analysis, as a human resource practice, pertains to “the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.” (Mondy, 2012). In similar manner, Dr. Roque (2005) defined job analysis as “the process of determining and reporting pertinent information relating to the nature of a specific job” (Roque and Edralin, 2005). As such, job analysis is an activity that sets in detail the tasks necessary in performing one‟s duties in an organization. It so to speak acts as the employees‟ „bible‟ that would set the standards and needed qualifications in successfully performing one‟s functions in the organization. In any organization, this function is the starting point of human resources management. Clearly, other HR functions such as, but not limited to, hiring, performance appraisal, training needs analysis, compensation management, cast dependence on it. This can be manifested in the following paradigm: “That In All Things...
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...Assignment 1 1 Job Analysis and Job Design Introduction Human Resource Management (HRM) systems consist of two major components: job analysis and job design. They have widely-differing contributions on building HRM systems attributed to the change of organizational strategy. This regards to job descriptions, specifications, and different approaches to redesigning the organizational HR systems. The implications of a boundary-less organization are examined that all context of the boundary organization is interdependent in communications, recruitment, selection, compensation and training (Fombrun et al. 1984). It also examines how environment, strategy, and organization are correlated to each other regarding to the conceptual framework for both job analysis and design of work. It initially becomes the most significant element to organizational strategy as to maximize organizational performance. This essay discuss how job analysis and design of work contribute in terms of building a more sophisticated human resource management (HRM) systems, regarding to both positive and negative outcomes from different approaches. It also illustrates the contributions of changeable job analysis in a regular basis as to fulfill the rapid-changing demand of working environment, in addition to a well-developed job redesign approach to support organizational strategy. Job Analysis and Competencies Job analysis could be categorized into job descriptions and job specifications, which ...
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...Study of Job Analysis and Design in Mobile Network Operators of the Telecommunications Industry in Bangladesh Objectives of the Report Objectives of the Repot To determine the job analysis and design techniques used by the mobile phone operators in Bangladesh. To evaluate the effectiveness of each firm’s job analysis and design techniques and cross-examining them to make a comparison To provide possible recommendations on ways to improve each firm’s job analysis and design techniques Research Methodology Research Methodology Primary Sources Questionnaire Secondary Sources Journals Research Papers Internet Limitations Limitations Only one official from each company was interviewed Difficult to contact HR managers due to their work schedules Hesitant to provide information due to their confidential nature Difficult to assess reliability as based mainly on interviews Job Analysis and Design Job Analysis: Importance & Purpose Primary task for setting a baseline for each job Enables HR professionals to effectively manage job-related activities Systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. Legal validation of employment decisions Defines duties & tasks Identifies reporting relationships Basis for determining relative worth of jobs Identifies redundancy Job Design Refers to the way that a set of tasks, or an entire job, is organized...
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...Every employee is valued and appreciated and encouraged to give feedback and ideas for ways that the company can be better. Through this different approach, Coca Cola is growing more every year, thanks to the people who work there. Assignment 2: Job and The Design of Work 1. What do you think is the most important emerging issue in the design of work? Diversity and limitlessness are the factors that stand out in the case study about the Coca-Cola Company. With Coca-Cola being a worldwide company that offers such an array of products, they must hire flexible and diverse employees to support the needs of the still-growing company. The employees’ reviews reaffirmed that by hiring a diverse group of employees and task them with different challenges in different countries, their choice to staff the company in this way has been successful. By working with other unique individuals, they are enlightened by new methods of thinking and working. As the company continues to grow and adapt in the markets they serve, they are forced to be fluid with their products and marketing and react to the current demands. By allowing all employees to have input and offer their ideas and perspectives in all areas, even those outside of their job scope, they then have access to different ways of facing new challenges. This also creates value to the employees that have these suggestions and input because they have contributed to the success of the company and take pride in that...
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...Workplace Job Design Workplace job design plays an important role on the employee performance in the organization. Impact of job design on the employee performance, can mediate the role of job satisfaction. A job well designed will encompass five characteristic models: task identity, task significance, skill variety, task autonomy, and feedback, (Hackman & Oldham, 1975) by Ali & Rehman (2014). According to Invacevich, Konopaske, & Matterson (2011), “Job design is the process by which managers decide individual tasks and authority”. One of the significance of the roles job design plays is that it provides operational excellence. According to Ali & Rehman (2014), Huselid and Becker (1997) maintained that operational excellence emanates from human resource management systems that also generate financial gains in the organization with the help of job design and its imminent flexibility goals ahead. It depends on the nature of the job, some required role performance, which is found highly recurring on the other and some other jobs display dominant flexibility in the task to be executed (Mueller, Boyer, Price, & Iverson, 1994). “As many human resources professionals have discovered that there is strong impact on the productivity and the motivation and the job satisfaction of employees in the organization” (Ali & Rehman,2014). Additionally, job design helps managers perform better and feel more pleased in response to transitional levels of job demands wherever they recognize effort-reward...
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...Company profile McDonalds McDonald's is the world's largest chain of hamburger fast food restaurants, serving around 68 million customers daily in 119 countries across 35,000 outlets. Founded in the United States in 1940, the company began as a barbecue restaurant operated by Richard and Maurice McDonald. In 1948, they reorganized their business as a hamburger stand using production line principles. Businessman Ray Kroc joined the company as a franchise agent in 1955. He subsequently purchased the chain from the McDonald brothers and oversaw its worldwide growth. A McDonald's restaurant is operated by either a franchisee, an affiliate, or the corporation itself. The McDonald's Corporation revenues come from the rent, royalties, and fees paid by the franchisees, as well as sales in company-operated restaurants. In 2012, the company had annual revenues of $27.5 billion and profits of $5.5 billion. According to a 2012 BBC report, McDonald's is the world's d1.5 million of whom work for franchises. McDonald's primarily sells hamburgers, cheeseburgers, chicken, French fries, breakfast items, soft drinks, milkshakes, and desserts. In response to changing consumer tastes, the company has expanded its menu to include salads, fish, wraps, smoothies, fruit, and seasoned fries. Marlboro Marlboro is the best selling brand of cigarettes in the world. It is made by Philip Morris USA (a branch of Altria) within the United States, and by Philip Morris International...
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...Commentary job design in the context of the job market This paper examines issues in job design from the perspective of developments in the labor market. Among the issues considered are the impact of technological change, shifts in how work is organized, the changing balance of power between employers and employees, the growing diversity in employment practices among similarly situated firms, and the persistence of a large low wage sector in the labor market. The target audiences of this article are from professionals, academicians, and students that studies in related field. Besides, of that particular group, people from any organization also can refer to this article including individual that interested to make a reference or sources. They also can explore and gain information of this article because it is suitable for public who want to retrieve the knowledge and is very useful. In this article also, the author emphasize the changing nature of skill, market pressures, political shifts, and new ideas about organizational design for job analysis in context of job market. Based on this article, the author emphasizes more on skills and technology for the job design. The impact of computer and distinguish between routine jobs (in the sense that the work can be accomplished via fixed decision rules that can be written into a computer program) and non-routine work that requires human discretion and creativity (including non-routine work due to potential failures in the underlying...
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