...Assign PROJECT MANAGER REQUIREMENT FOR SUBCONTRACTOR SAFETY INTRODUCTION As a Construction Project Manager in any construction delivery method, there are many assessments and reviews for subcontractor’s submittals for safety, materials, equipment and performance. This paper will focus on the Project Management policy on cost-effective considerations for methods, safety and worker’s long term health hazards on the jobsite. For example, many mechanical contractors, depending on system design and specifications still must account for strict adherence to management policy for many jobsites. Factors considered, particularly for welding processes performed by a mechanical subcontractor alludes to several concerns. Such things as space, accessibility, ventilation, quantity and quality of welds, duration of toxic fumes and proximity of hazardous chemicals are a few. Also consideration for direct welder safety prevention equipment and long term effects are chief factors. Also in this paper I will attempt to present cost-effective innovations in on-jobsite methods and processes. But it is important to note from the article written by Alistair Mutch (1998) “The Impact of Information Technology on Traditional Occupations: The Case of Welding, welding is an example of a manual craft occupation that, whilst subject to some change, has not been as dramatically affected by information technology as some analyst suggest.” For this reason, changes in welding safety may be limited. ...
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...PROBLEM: • ABSENCE OF VIABLE ALTERNATIVE CANDIDATE to fill the position after the resignation of General Manager. Also lack of skilled labor/ Knowledge workers at Gourmet faulty hiring and no training. SOLUTION: Mr. Nawaz Chathha the CEO of Gourmet Foods is not delegating any of his authority to capable Personnel. ” seldom relies on anyone for making key decisions” He needs to delegate his authority to his capable children. He should take services from ‘ Head Hunters’ to solve the imidiate need for capable General manager .Also the CEO needs to take services from Staff managers . (He can take help from agencies for recruitment) • HIGH TURNOVER RATE AND WORK PLACE DEVIANCE among gourmet’s lower staff. “Sales people did not deal with the customers politely, took too long or often appeared to be aloof of any customer queries”….. • UNFAVORABLE PUBLICITY of Gourmet’s bakery: ‘ rat invasion’ incident at Karim Block outlet in Lahore • LOW QUALITY OF PRODUCTS AND WORK ENVIRONMENT at production facility and TRAINING OF EMPLOYEES OVERLOOKED to keep costs low. “The lower level staff in the production plants is also prone to injuries, most commonly burns,” Time is wasted as they have to take lot of time off from work in order to get healed. • FAULTY HIRING SYSTEM: ‘Experience’ and the number of recruitments by each manager were given preference instead of qualification and ‘suitability’ of employees for the required position. ...
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...groups of people within the organization, whereas notices are meant for a larger group of people. Example – If a manager wants to call a meeting of heads of departments, he will pass around a circular only to the heads, requesting them to attend that meeting. On the other hand, notices generally contain information or announcements that are meant for all the employees of an organization. Example – A list of declared holidays for a calendar year is a notice, since the information is relevant to all employees. A notice is therefore a legal document that has to be put up on an official notice or bulletin board. A sample circular and notice are given below – TO : All Departmental Heads CIRCULAR Safety Aspects in Science Laboratories The purpose of this circular is to emphasize the importance of safety in research laboratories. All laboratory supervisors are responsible for the safety of research scientists in their charge. It is their duty to draw their attention to any safety hazard that pertains to a particular activity. In this context, supervisors should be familiar with relevant guidelines on laboratory safety and they should be careful at all times to observe standard safety procedures, when practical activities are being conducted in the laboratory. Please bring this circular to the notice...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Case Manager Interview Case Manager: Merventine Scott Organization: Family and Youth Services Assessment and reassessment 1. When clients are referred to your organization, what process or procedure is followed to assess your client (such as psychological, social, medical, et cetera)? When clients are referred to Family and Youth Services an initial assessment is performed, which includes information on a clients demographics, residential status, income, insurance coverage, mental or medical history, and main reason for seeking service. The process also includes an overview of different areas of need such as shelter, food, safety, and health care. 2. What steps do you take to stay up to date on current services or changes in available services? Family and Youth Services management team sends program coordinators, qualified professionals, counselors, and other licensed staff out every month to meetings held for service providers. The staff comes back and we have conferences to review and discuss changes and make sure that everyone understands the new policies and procedures for these changes. We also make time for networking to research additional information on what services are available and share and use other information from neighboring agencies. 3. Can you describe the standards you use in writing up assessments, reports, and recommendations? All case managers should utilize the Standards of Practice for Case management. The case manager should complete all assessments...
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...these services and systems work and fit together. It will also tell you how you can make contact with the right people to deal with enquiries so that you get the most out of your time at St Catherine’s James Bennett The Home Bursar, Mr James Bennett, is responsible for the College grounds and buildings, health and safety matters, the general management of the College’s services and the staff who provide those services. Email: james.bennett@stcatz.ox.ac.uk The Home Bursar also acts as a point of contact for representatives of the student Common Rooms, the JCR and MCR, on what are called ‘domestic’ matters – the areas covered by this section of the website. The way St Catherine’s works means that good ideas and comments on how things are done can usually be very quickly acted on if they are raised directly with the appropriate member of staff. However, there are situations when a more formal approach might be required. In these cases, matters can be raised with one of the Home Bursar’s departmental Managers (Accommodation, Maintenance and Accounts), either directly or through JCR or MCR representatives. Separate pages are provided in this section for these managers. If an issue needs to be looked at more deeply or from a college-wide perspective, and it needs immediate attention, then it can be referred to the Home Bursar, usually through JCR or MCR representatives. Generally though, college-wide policy issues are considered by the Domestic Committee which meets twice...
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...Cabin Crew and Event Managers Duties and responsibility Similarities. The similarities of duties and responsibility that cabin crew and event mangers have is they both have to deals with customers face to face. For example cabin crew members would work to ensure safety with passengers on the plane. As for Event mangers they would have to personally speak to their customer and discuss what they would want, going over the risk assessment that may happen during their event. Cabin crews that work in British Airways needs for example would need to create relationships with their members and services partnership. This is so they can continue to use their services and results when working together will be better. This is the same for event mangers as they would need to keep a good relationship with its partnerships as they would later on need its services for another client. This is because many clients an event manger works with require the same services and products. Both jobs needs to keep providing excellent services and behaviour to all customers they deal with. What is also the same is that both jobs needs to be on time. For a cabin crew member they would need to be on time as they work with the time of the airlines departures. They would need to come earlier as they would need to check if all the equipment is working and bring on board their own bag before the flight starts. As for an event manger they would need to be earlier to event that they have created with the customer...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Working with Employees Portfolio PSY/435 Working with Employees Portfolio “A manager, who is generally the head of a department or functional area within an organization, has specific responsibilities depending on the needs of his or her organization” (Heathfield, 2013). Managers are responsible for certain departments within the organization and have employees reporting directly to him or her, where the employees look for the managers to provide leadership. “The role of the manager bears significant responsibility, accountability, and authority within an organization” (Heathfield, 2013), such responsibilities includes; planning, evaluating, monitoring, training, managing conflict, recruitment, and employee selection. The following is a 30-minute, semi-structured interview with manager John Roberts, who works for the United States Postal Service (USPS). Mr. Roberts has been a manger for USPS for over 20 years, and currently manages 25 employees now on the third shift. He has encountered many problems that manager’s face in the workplace, and during the interview offer his solutions into how he attempt to solve each problems. Interview with Mr. John Roberts The question presented to Mr. Roberts was what are some of the common problems that you have experienced with employees? Mr. Roberts states that there are several common problems that he has experienced with employees, with the first being getting employees to come to work. Employees are lethargy, apathy...
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... Page Introduction 3 How Gossip usually starts within an Organization 4 Who is usually involved in the gossip 5 Why Mangers are usually in the dark about the gossip within the Organization 6 How managers resolve gossip and keep it Under control within an Organization 7 Conclusion 8 Literature Review 9-10 References 11 Introduction This is an introduction about gossip that happens within the workplace, how it starts, how the rumors that cause the interruption of the production in the workplace. Managers are not trained to handle these types of conflicts; managers have a hard time dealing with issues that are interpersonal. Organizations should have third party counseling and mediators to handle conflict issues. This keeps managers from getting involved, being accused of playing favorites and keeps the manager on the tasks at hand which is production, quality and the safety of the employees. When there is gossip in the workplace should there be some kind of consequences set into place for the employees that want to be involved in the water cooler talk of the day? I believe there...
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...evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. After comparing the model for goal setting with the steps that Allstate had put into effect, I believe that they do have a successful goal-setting program already established. Nevertheless, when you are trying to make sure that a business is operating as smoothly and efficiently that it can, there will always be room for improvement. One way they could improve is instead of giving, each manage a twenty-five percent of each manager merit pay, and why not break that down to at least five percent for every employee (Hellriegel. 2010). That way even thought the percentage is lower but all the employees would be getting a reward based on the Diversity Index and QLMS. Everyone in the company, no matter what background that that individual may have, needs to feel like what they do for the company is not taken for granted. Managers at this time are receiving a twenty-five...
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...Corporate managers and shareholders can sometimes find themselves in a conflict of interest. The goal of being a good manager is being able to spot these potential conflicts and to remedy the situation before a serious problem arises. The biggest conflict between managers and shareholders is going to be money. Here is the most common scenario. A corporation is profitable. In fact, the corporation is more profitable than expected. Therefore, the corporation has a cash surplus, if you will. Managers would want this money as a financial bonus and the shareholders would want this money as a stock dividend. What to do? What to do? Mangers will argue that without their leadership and managerial ability, the corporation would not have been as profitable. The shareholders will argue that without their money, the corporation would not have been able to invest in its growth, and therefore, would not have reached that level of prosperity. Who should get the money? Another situation arises when the managers are also shareholders. This may lead a particular manager to push the opposite way of his/her position. For example, if a shareholder manager would get more money from a stock dividend than from a bonus, this shareholder manager might vote in favor of a stock dividend, not because he/she believes that stockholders should be rewarded for their investment, but because it will mean more money for that particular manager. What if only that one manger is a stock holder? Before...
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...3500 2200-75-2800100-3500 2200-75-2800100-3500 1640-60-260075-2900 do 1 Production Manager 1 In charge of Production Plant 21900 2 Asst Manager Production Asst Manager Maintenance Asst Manager Quality Control Jr. Manger (Q.A)- A 4 3 1 4 1 5 1 Supervision of Production Activities 14500 do 14500 do 14500 do 10840 6 Jr. Manger (Q.A)- B 1 MSc (Pharmaceutical 1640-60-2600In charge of Quality Chemistry)/ MSc (Micro Biology) with 2 years 75-2900 Assurance experience in the relevant field. do 10840 7 Jr. Manger (Q.C) 2 B.Pharm with 2 years experience OR Msc. In charge of Quality (Chemistry)with 2 years 1640-60-2600Control 75-2900 experience/ BSc (Chemistry) with 5 to 7 years experience in relevent Field do 10840 STAFF/WORKERS:TECHNICAL 750-40-950-50B.Sc. (Chemistry) with D.Pharm 1200-60-1500Industrial DA Production of Drug and minimum 3 years 70-1990-80based on cost experience in Pharmaceutical Formulations 2390-95-2865- of living Index production 110-3415 630-25-755-30Minimum 10th Standard + ITI in 905-35-1080Production of Drug Fitter/ Machinist Trade with 2 40-1360-45years experience in a Formulations 1585-55-1860Pharmaceutical Company 65-2185 Minimum 10th Standard + ITI in 605-20-705-25Production of Drug Fitter/ Machinist Trade with 1 830-30-950-35Formulations year experience in a 1230-40-1430 Pharmaceutical Company 630-25-755-30Minimum 10th Standard + ITI in 905-35-1080Maintenance...
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...Aim for 1 page – this example cover letter is longer because it includes instructions Ms Karen Medica [Address] [Suburb, State, Post Code] [Mobile] [e-mail] [date] 1 November 2010 [Salutation] [first name] [surname] [Position in Company] [Company name] [Address] [Suburb, State, Post Code] Dear [Mr. or Ms.][Last Name], Re: [job name, reference] Customer Service Officer, Position C542 [Write a brief explanation of your experience in the particular field and interest in the role advertised. This section should be limited to one paragraph only.] [Example only] I am writing to express my interest in your advertisement/ current opening for a [……],and submit my résumé for your review. Having served in sales and operational leadership roles for the past 8 years with continued success in meeting business/operational goals, I can make a valuable contribution to your organisation’s future projects and initiatives. I am aware of your products and familiar with your new line of [show you know something about what the organisation does] and believe that I can assist with increasing sales in the area of [again, show you know what they do]. [Sell yourself. Point out why you would be best for the role. Use examples/or use as a guide your current or most recent position. Provide detailed summary of the role’s key responsibilities and accountabilities]. [Example only]What I bring to this position is a combination of team leadership, strategic planning, and business development skills that...
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...workplace by serving as a good manager of people and their unique skillsets. The psychology of human beings cannot be ignored since people are almost certain to act as their nature dictates. In the article reviewed, “The Psychology of Crowds” by Chuck Csizmar, the author explores how herding mentality can act as a hindrance to a manager looking to set them self apart as a leader. Csizmar’s major point was that if you do not want to simply be part of the herd, as a manger you have to learn how not to be a “yes” man. You should get comfortable breaking the mold, because managers who change this mentality are able to make a real difference. The author starts off the article by discussing how when he was a child during recess the children were herded. Then as an adult in the military, during basic army training, drill sergeants crammed them into “cattle cars” to drive them to the different locations for their training. They would often yell “Moo!” to indicate that they felt like a herd. All of these experiences in the author’s life were part of building camaraderie and a spirit of teamwork with others. You feel as though you belong to something and becomes your comfort zone because of that human need to belong. But on the flip side it also caused groupthink and took away feelings of individuality. As the author stated, “the group focus suppresses the individual personality”. The author then goes on to say that when you transition into that role of a manager, you are now responsible...
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