...write about job rotation. According to the manager’s notebook, there are six different types of ways to rotate job duties between employees: project rotation, partial rotation, cross functional rotation, cross region rotation, temporary rotations, and interdepartmental mentoring (Balkin, Cardy, & Gómez-Mejía, 2012). Many managers and human resources departments decide to use job rotation to give the employees a larger array of work related skills. The most simple way to rotate without changing the entirety of the job is to use project rotation; “ rotating workers across special projects can allow workers to keep their normal day job while stretching their work experience on projects” (Balkin, Cardy, & Gómez-Mejía, 2012). The best way for an employer to give their employees some more flexible experience, is to offer cross functional training; moving employees between business units or functions within the company or organization (Balkin, Cardy, & Gómez-Mejía, 2012). Cross functional training is designed for employees to appreciate everyone’s vital role in the company. Cross region rotation is very similar to cross functional rotation, but it is on a larger scale. Cross region rotation is done between regions or countries, which gives employees an appreciative outlook on different strategies and cultures (Balkin, Cardy, & Gómez-Mejía, 2012). The remaining types of job rotation are a little different than the others previously discussed. Temporary rotation and partial...
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...recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s objectives, and is easier to measure its effectiveness because...
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...Arches Restaurants Sdn Bhd is a company incorporated in Malaysia in December 1980 which has the license to operate McDonald’s restaurants in Malaysia from McDonald’s Corporation. At McDonald's, cross-functional job rotations are encouraged, globally and in Malaysia. About 80 per cent of McDonald's employees are from Generation Y - those born in the late 80s and early 90s because young staffs want flexible working hours and are easily bored. However, McDonald's job rotation policy makes them feel like they can learn something new every day. Job rotation avoids monopoly and provides an opportunity to broaden one’s knowledge. Besides, it can avoid the fraudulent practice and prevent employees from doing any kind of fraud. Job rotation attempts to overcome the disadvantages of job specialization by periodically moving workers from one specialized job to another to give them more variety and opportunity to use different skills. There are also cons of job rotation. For who is doing a particular job and get it comfortable suddenly finds himself shifted to another job or department, this was interrupts the work in both the departments. Job rotation also leads to misunderstanding with members of the union. Moreover, one of the ways to overcome the problems caused by job rotation in McDonalds is by informing the workers about how the company works when they come for interviews. Other than that,the employees should also...
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...Expert Power D- Referent Power Chapter 12 Which is NOT a form of inspirational leadership? A- Charismatic Leadership B- Autocratic Leadership C- Transformational Leadership D- Authentic Leadership Chapter 13 Which type of defense mechanism involves directing one’s anger towards someone who is not the source of the conflict? A- Fixation B- Identification C- Negativism D- Displacement Chapter 14 What is the difference between Job enlargement and Job rotation? A- Job enlargement is the working in multiple different firms, while job rotation refers to being exposed to a variety of specialized jobs. B- Job enlargement refers to the increasing number of tasks in a specialized field while job rotation refers to being an expert in a specific task. C- Job enlargement refers to the increasing number of employees working on a similar task. Job rotation refers to multiple employees who preform a similar task aboard. D- Job rotation is exposing an employee to different tasks. Job enlargement refers to the increasing number of specific tasks. Chapter 16 Repetitive organizational practices are referred to as: A- Symbols B- Personal Enactment C- Values D- Rituals Chapter 17 External change agents… A- Bring technological innovation B- Focus on organizational change and development C- Bring an outsiders objective view to the organizations D- Evaluate organization performance. Chapter 18 Work- family conflict...
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...Location: Newark, NJ Position: Fixed Income Operations Rotation Associate In order to be considered, you must apply directly to Prudential’s Campus Recruitment site within 24 hours of submitting your resume through Career Services. You will not move forward in the recruitment process, if we do not receive your application. Please copy and paste the URL link below into your internet browser: https://pru.taleo.net/careersection/pru_campus_core/jobdetail.ftl?job=ALT0002J&lang=en& Business Overview: Prudential Fixed Income (PFI) offers institutional investors needs-based solutions across the fixed income markets, with a focus on credit strategies and liability-driven investing. PFI manages $418 billion** in assets (**as of March 31, 2014). Within this division, the following Operational units provide support to Prudential Fixed Income: Alternative Investment Operations, Derivative Operations, Securities Lending, Trade Operations, Portfolio Administration, Product Support, Corporate Actions, Account Management, Operating Risk, and Performance Reporting. The Fixed Income Investment Operations Rotation Program is designed to provide associates with a diverse skill set, experience in many functional areas within Fixed Income (listed above), and create tomorrow’s leaders. Associates selected for this program will rotate through 3 to 4 different areas over a 28 month period. The program combines on-the-job training with formal training classes and special project...
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...Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. More About Human Resources Management An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organisation's HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies, however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas. An HRM strategy typically consists of the following factors: * "Best fit" and "best practice" - meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organisational goals, an organisation's HRM strategy seeks to accomplish such management by applying a firm's personnel needs with the goals/objectives...
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...employee can accomplish more by providing more experience and knowledge (University of Minnesota, 2010). Employee development has a direct impact on employee retention. Companies that train their employees and develop their skills show more faith in their process, and the people working for them. Another advantage to employee development is succession. Training employees and developing their skills can increase their effectiveness and promotable ability. Succession planning can prove easier with qualified employees to plug into the position. Employee development is an important part of succession planning within an organization. Employee development can take place through different methods. On the job training and off the job training can be used to increase an employee's job knowledge and career development (DeCenzo, Robbins, 2005). Three methods that will be covered are...
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...solutions to fulfill the new CEO’s aim that is to make Clayton’s Paints’ more responsive to the needs of its customers and to gain competitive edge over its rival in terms of both price and quality. By understanding the concept of theories, we manage to provide reasons to endorse the proposed solutions by looking at the problems with different perspective. Some of the recommendations made to the problems are: CFT’s objectives and organization goal; standardization and relevance of new instruction manuals; importance of feedback gathering; job enlargement and job rotation; production targets setting; and using skilled worker to train another worker. Table of Content 1. Introduction 2. The Agenda 3. Scientific Management 3.1 Taylor’s Functional Foreman and The Gantt Chart 3.2 Irrelevant Manuals? The Need to Progress 4. Human Relations 4.1 Importance of Feedback Gathering 4.2 Job Enlargement and Job Rotation 4.3 Production Targets Setting 4.4 The Need For Change 5. Conclusion 6. References 1. Introduction “Productivity isn’t everything, but in the long run it is almost everything” — Paul Krugman Productivity is probably the biggest factor for organization growth and survival over time and can be rated by how much an organization’s employees produce at a period or timeframe. High productivity translates into higher profits and the potential to raise wages. Although much emphasis is placed on productivity, efficiency...
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...empowerment and innovative job redesign programmes (40%). Recalling your workshop investigations, and with reference to relevant case studies in the literature, identify the main problems that can be expected to influence empowerment and redesign initiatives in practice (60%). INTRODUCTION The book named The Principles of Scientific Management (Taylor, 1911) is regarded as the most influential book on management because it contributed most the American business in the latest 100 years (Linzi J. Kemp 2013). However, Since World War II, especially in the western countries, every employee is aware as a unique human being meaning that each of them is different in the way of thinking and behaving especially in a multinational company and cannot be treated as a cog in a machine any more. That means the company may consider some other effective managing methods to encourage employees to have more energy and be more willing to do their jobs and have the sense of belonging within the organisation. As a result, the main purpose of this essay is to discuss the benefits and problems of introducing and exercising these two technologies of management which are empowerment and job redesign. The beginning part of the essay is to introduce these two methods including the relationship between them and why they are helpful to improve the situations triggered by scientific management to some extent. And then the existing problems during the implementing of empowerment and job redesign will be discussed...
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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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...the human resource management’s involvement in the process is to develop and make sure that programs are available to meet the needs of the organization. Role of Training in an Organization’s Development The role of training in an organizations development is to develop employee’s skills, and knowledge to help the employees to perform his or her job more effectively. DeCenzo and Robbins (2007) defines employee training as “present-oriented training that focuses on individual’s current jobs” (p. 209). An organizations development depends on how well an employee can do his or her current job. Training provides employee’s an opportunity to develop his or her skills, knowledge, attitude, and behavior. An organization profits from training employee’s because the organization needs to have workers who are well-adjusted, have training, and experience to perform the job requirements. Organizations invest in employee training to help employee production throughout the organization. The cost of employee training can be high, but the long-term effects are worth it. When organizations know that the employees are capable of performing the job requirements the organization can focus on other issues to further develop the organization. Employee Development Methods and Benefits Employee development is future-...
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...Mandatory Audit Rotation Introduction In 2002, Enron became the largest case of fraud in history. It caused it investors to lose sixty billion dollars, two million two hundred thousand in pension plans, and five thousand six hundred jobs (Enron Sentences Will Be Tied to Investor Losses). This all could have been avoided if public companies were forced to changed independent auditors every five years. Throughout this paper, I will be talking about mandatory audit rotation and why I think it is a great idea. First I will talk about the Sarbanes Oxley act and what it requires when it comes to partner rotation. It is important to know what the current rules and requirements are before we discuss how they should be changed. The next item I will discuss is auditor independence and how it is affected by audit rotation. After I talk about the current rules and independence, I will discuss the advantages and disadvantages of mandatory audit rotation. Sarbanes-Oxley Act In 2002, President George W. Bush signed the Sarbanes-Oxley Act of 2002 to protect investors from the possibility of fraudulent activities by corporations. This act was aimed to improve financial statements of corporations and prevent fraud. In section 203 of the Sarbanes-Oxley Act, it gives the requirements of partner rotation. “The new rules provide that an accounting firm will not be independent if either the lead audit partner or the concurring partner performs audit services for more than five consecutive...
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...(SAE) and needs to be resolved immediately would be the job design. Without proper job design, organisations are not able to fill up vacancies for specific jobs, which will eventually affect the company’ operations either directly or indirectly. In this article, Judy is having difficulty in filling 37 meter readers’ positions regardless the company is paying $30 per hour for the job. Granting it is a high salary for unskilled work, not all employees are willing to work in this position1. Based on a research done by Campbell, McAllister and Eley, employees’ job satisfaction is influenced by intrinsic motivation, such as pleasure, interest, challenge at work and etc. Although some may argue that extrinsic rewards are more important, it does not apply when employees’ salary rises above subsistence level; instead, the intrinsic rewards of work would be perceived to be more important than their income. According to the article and ONET OnLine, the tasks for meter readers are mainly to read and record the consumption of steam, gas, electricity or water from the meter, which the nature of the job itself is simple and repetitive. Hence, it is concluded that this job would lead to employee boredom due to the routine job task and eventually, leads to job dissatisfaction. As meter reader will be demotivated over time, the organisation will have to decrease turnover and increase job retention by recruiting the right employee for the job. Personally, I agree more with Judy’s decision in hiring...
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...Companies are bound to be promptly responsive to the rapidly changing environment by setting forward-thinking long-term strategy and executable short-term goals, which is of vital importance to survive and thrive in this era. Evidently, appropriate HR strategy and practice is an integral part of the package. This essay concentrates on the utility of human resources management to counter both external and internal environment changes. To begin with, flexibility is the prime issue for the company to deal with, skirting the risks from the changing nature of the external environment. Thus, a flexible workforce is fundamental. Besides, specific shift in technology and culture would also have a considerable influence on recruitment channels and selection criteria. While the external environment is more likely to deal with the issue in macro level, the implication of micro-level changes inside the company is of same importance given its significant implication. For instance, increasing possibility of labour disputes could bring serious consequence. This phenomenon probably rises out of the increasing awareness of basic right as an employee; and it could be cured by well-designed HR policies. Moreover, turnover of the incumbent could also add huge cost to the company operation, especially that of managerial level. The contribution of HR planning is more than minimizing the turnover rate, given certain mobility is necessary. In addition, HR planning should continuously take timely replacement...
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...as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. IFE MATRIX for Goizueta as CEO of Coca-Cola IFE MATRIX (INTERNAL FACTOR EVALUATION) | Sir # | Strengths | Weight 0 - 1 | Response 1 - 4 | Weighted score | | | | | | 1 | Speedier decision making | 0.20 | 4.00 | 0.80 | 2 | Risk taker | 0.15 | 4.00 | 0.60 | 3 | Visionary | 0.12 | 4.00 | 0.48 | 4 | Reward based incentive programs | 0.05 | 3.00 | 0.15 | | | | | - | | Weaknesses | | | | 1 | Less job rotation | 0.10 | 2.50 | 0.25 | 2 | Undiversified portfolio | 0.12 | 2.50 | 0.30 | 3 | Less focus on customers | 0.15 | 2.00 | 0.30 | 4 | High debt level | 0.11 | 2.00 | 0.22 | | | | | | | | 1.00 | | 3.10 | According to...
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