...organizations in the health care industry. As a midlevel sales manager, part of my jobs and responsibilities are to select new members for my sales team and create a development plan to help my team succeed with the company’s new strategy. In other to accomplish these objectives, certain things have to be in their right places. For example, a job analysis has to be conducted, an outline of a workforce planning system has to instituted, and new competent team members have to be selected. A job analysis is a description of work to be done, the skills needed, and the training and experience required for various jobs (Cascio, p. 157). A job description can be referred to as an overall written summary of task requirements, while overall written summary of worker requirements is called job specification. The result of the process of job analysis is a job description and a job specification (Cascio, p.158). In order to effectively conduct a job analysis, I need to identify the analysis method (s) that is appropriate, so as to achieve and attain the Interclean’s short and long term goals. These analysis methods are: Job Performance, Observation, Interviews, Critical Incidents, and Structured Questionnaires. Sound HR management practice dictates that thorough job analysis always is done, for they provide a deeper understanding of the behavioral requirements of jobs. This in turn, creates a solid basis on which to make job-related employment decisions (Cascio, p.159). Since InterClean provides...
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...Career Development Plan Part I Megan Butler February 22, 2010 David Spencer, InterClean’s CEO, believes that for the company to remain a major competitor in the sanitation industry, it must meet the new regulations and change their selling point from high quality cleaning products to customized solutions. The merger of Inter-Clean and Envirotech has given the company a new strategic direction in the industrial cleaning service industry. Inter-Clean will begin selling solutions and services, along withthe products. In order to support this new direction, we need create a new sales team through job analysis, create a workforce planning system and select the appropriate employees that best fit the criteria for the team. As a mid-level sales manager, I face the challenge of selecting the members of the new sales team and creating a development plan to help this team succeed with the company’s new strategy. It has been determined that there will be 5-7 new positions to fill by either Inter-Clean or Envirotech. To ensure that we select the right members for this team,we conducted structured questionnaires of current employees and managers. This was the quickest and most cost efficient method to obtain the information we needed. We used the questionnaire developed by the Department of Labor called O*Net. This is a “national occupational information system that provides comprehensive descriptions of the attributes of workers and jobs.” (Cascio, 2005). Based on the responses...
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...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 and unemployed. Respondents This study covered one hundred fifteen (15) graduates of PUP Mulanay from 2004-2007 as the sample. These graduates...
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...director. The participant group was asked to self-report on perceptions of role ambiguity, experienced levels of anger, anxiety and workplace threat appraisal. In this study, participants were asked questions as to whether they fully understood what was expected of them at work on a day-to-day basis regarding particular tasks, or a range of tasks. This data was then compared with responses to questions which probed whether they had felt anxious or angry at work. Threat appraisal was determined by whether the respondent felt it was more or less likely that their work day was going to be a negative experience for them. Dr Searle’s study found statistically significant correlations between a lack of clarity an individual has regarding their job requirements and reported feelings of anger, anxiety and their threat appraisal. These findings reinforce earlier research conducted by Robert Pearsall from the University of Maryland which demonstrated that these increases in anxiety, anger and threat appraisal can...
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...individuals in the pursuit of quality performance in a manufacturing/production environment. Qualified By Three year’s experience in research and development in melt spun precursor, one year experience in lab analysis. ● Operations Manager ● Operations Supervisor ● Lead Technician ●Extruder Operator ● Production Worker ●Carbon Fiber Analysis ACCOMPLISHMENTS DL HAULING & GRADING 2009-2010 Superintendent of Trucking and Grading ● Overseer of Trucking Company, Grading and Employees. ● Managed completion of all jobs per site specifications. ● Supervised contracts for concrete, asphalt, stone, dirt hauling and dispatching. ORICA USA 2007-2009 Certified Blaster ● Organized inventory at job sites including all safety analysis of jobs. ● Formulated job specifics per person at designated job sites. ● Developed plan of completion for work areas at site locations. ● Constructed blasting designs at specific job locations. DYNO/AMERICAN EAST EXPLOSIVES 1994-2005 Operations Manager ...
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...Different people have different opinions in the workplace values for their work position. Finding a job which emphasizes on the same values as the potential employee is an ideal situation. But first everyone should have a list of workplace values with rankings before comparing them to what a work position can offer. Next I am going to talk about the top four workplace values of mine and why they are important to me. When I look for a job, the first thing I look for in the job description is whether I am competent to the tasks and what qualifications I might need further development on. If I could only find myself qualified for half of the tasks, very likely I would not look any further on the opportunity. I consider competence the very top value in my list for a work position, because I am a person who is easy to become stressed if I feel I do not have the knowledge or skill to solve the problem on my plate. Many may find ways to handle this type of situation very well, for example, they will do research on their own, ask their co-workers or supervisors, or undertake extra training. These are the same approach I usually take at the end, but being in the initial situation is the part that makes me uncomfortable. My desired environment is to be able to know exactly what need to be complete in detailed steps so that I could make good planning in the beginning. During the progress I can have a sense of where I am and whether I am in control of all bits of details. At the end of...
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...study was conducted to see if age makes any change in “day-to-day” inconsistency in steadiness performance. “Schmiedek, from Berlin’s Max Planck Institute for human Development, said that in all age groups day-to-day performance variability was low, with fluctuations tending to occur within shorter time frames.” The research also showed that the changes in performance were mostly with the younger employees, and not the older employees (Edwards, 2013, p. 1). Unfortunately, older workers are much more 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...
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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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...some conservative section of the society do not consider it good for an unmarried girl to be in a job. Many employed unmarried women give their salary to their parents or use it in meeting the daily needs of their family. They also use this money on their cosmetics, dress, education, etc. Some of them deposit this money in bank or keep up to themselves for their marriage. The parents of a girl child do recognize the need of preparing her for a vocational or professional role. Some people do not recognize the occupational role of woman as necessary in normal course but almost all of them recognize the need of preparing her for such a role to cope with calamities. This has also brought in a change in the basic orientation of the female. Employment and career has become an important part of her life. She is gradually becoming achievement oriented, and is thus having her independent aspirations and is trying to achieve those. Lack of occupational mobility: Most of the working women prefer to get employed at a place near to their place of residence. Many women accept a low salaried job, but do not prefer to go over to a place away from their home. Conclusion: On the one hand, women have very few job opportunities. On the other, they are restrained to join a job because of its social propriety. There are many barriers of female employment in the course of the country’s economic development and modernization Illiteracy: Women’s illiteracy stands in the way of women’s employment in business...
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...very responsible with their time and manage to fit it all in. As one consequence of this, people often tend to neglect spending time with family and friends because they’re strongly focused on their success in business later on. When the pressure leading from exams, presentations or studying itself gets too high it might be dangerous not to recognize some warning signals of the own mind and body. To avoid this but to be successful either way there are some strategies which we were introduced to during the different presentations of the Work-Life-Balance workshop. The presentation I liked most was the one of Jasmin Nordiek with the topic „Cope with stress“ because it was great to get an insight into somebody’s personal experience and the development of her way of thinking. She started her career with the same goal as many others: gaining a leading position in a big enterprise. She climbed up the career ladder successfully and finally her mission was accomplished. She was where most of the students at this university hope to be someday - in a leading position and enjoying all of the comforts it was bringing with it. After a while this wasn’t enough anymore, she recognized that something was missing in her life. She didn’t really love her work anymore. I think this is an important point and something to really think about when choosing my future workplace. In my opinion there are too many people suffering from psychological stress with the result of a burn-out or similar diseases. I...
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...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 they’re doing or that person wouldn’t be doing it.” There are also symbols, rituals, and myths which help to explain attributions of...
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...Case 1: Heart Attack Managing People and Ethics 3/25/2011 Management 301- Business Organization and Management Eboni Thrower, Jennifer Jackson, Gerald Grant III, Taneisha Pryor Dr. Makamson 1.___________________________ 2.___________________________ 3.____________________________ 4.____________________________ I. Problem Statement Was Mr. Hamid wrong for firing Shauna? Mr. Hamid placed an ad for a part-time bookkeeper at a local college and Shauna came across it. The work Mr. Hamid needed finished for his company would only require the bookkeeper to stay in work with him for about two months. She applied for the job and received the job the same day. During the interview Mr. Hamid stated that he would pay her $150 per week. Realizing that if she accepted $150 per week she would not be making as much money as she would if she worked on an hourly rate; she had to come up with a plan. Shauna negotiated with Mr. Hamid and agreed to work Monday, Wednesday and Friday for seven hours a day for 21 hours a week at $10 per hour. In this agreement Shauna would be put on a three month probationary period, which consisted of no time off, vacation, sick days or holidays off. Shauna was a hard worker and an excellent bookkeeper for Mr. Hamid. She always completed every project and obligation that was ever asked of her beforehand. Shauna constantly asked Mr. Hamid for extra work to do in the office to keep her busy. She never took any time off from work, nor did she ever...
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...occurred? | My co-worker thought that I was trying to take over as the representative of his student. | How could the misunderstanding have been avoided? | The misunderstanding could have been avoided if the co-worker would have called me back before going to his supervisor. | In this situation, I was the one who made the first mistake; that being that I didn’t put my notes into our database when my student referred her husband as a possible student. My student’s husband then called the next day and spoke with my co-worker, Michael, who took all of his information and enrolled him. I received a phone call from my student the next asking why I had told her one thing and Michael had told her husband another. With Michael being new to the job, I thought he made a simple mistake, so I called and left him a voicemail suggesting that we talk about the students to make sure that we were on the same page in what we were telling our students. I then wrote my supervisor an email telling him what I did and said. Michael, upon hearing the message, went to his supervisor because he had the impression that I was trying to take his student from him. His supervisor went to mine asking what was going on. My supervisor explained everything and the matter was resolved. As a result, both the students did not complete the enrollment process or start school. The main thing I learned from this whole ordeal was to make sure that all of my notes are complete and to make sure...
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...benefits of tuition reimbursement to student-employees. She states that these companies help a student with their school costs as well as money in pocket. As well as filling your pockets the author explains how building a solid resume while in college is also important. Ramachandran sums up her article with explaining how important your schoolwork can be. She states some helpful tips; do not expect to pay off college while still in college. The author brings everything into perspective by explaining that students that work 10 hours a week on average have a much better GPA than those students that work 25 or more hours. With dealing with the financial stress of college jobs are not always the answer. Financial aid advisors can help you get money that you won’t have to pay off until later. “After all, the primary job for those in college is to be a...
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...many organizations implementing the same. It provides flexibility to work part-time and work from home, which is a critical issue for many working females particularly and also among the male members where they can manage their family and work life very well. It provides a heightened sense of loyalty to the employees because they know that their boss trusts them to do their job sincerely, which in turn increases their pride and responsibility towards their work. It has been witnessed that productivity improves when the focus on work improves. It allows people to develop a better understanding of their job and eliminate office space time-wasters like "fake meetings" etc. ROWE also eliminates the illusion of productivity created by the "come early, leave late" mentality many firms require for promotion. Thus the focus is primarily towards results instead of punching the time clock or logging desk time. 2. Identify factors in the ROWE program that might make using it for retail employees more difficult than using it for managers and employees in corporate offices, technical centers, and nonretail jobs and locations. The ROWE-type program has been implemented by various organizations across a broad spectrum in different departments such as IT, back office, etc. But at places like retail stores or bank branches, where one to one customer interaction and service...
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