...Assessment details and criteria Task-1 The manager’s job in context (Individual Report) Worth 20 Due in week 5. 1800 words Attention! Submit your assignment online via Moodle (Turnitin). Late submission without a valid reason will attract penalty @ 10% per day. The purpose of the task This task is designed to develop your awareness of: • the complexity of the managerial role; • the reliance of a manager on other people both inside and outside the organisation; • the necessary interaction of both informal/interpersonal factors and formal/ organisational factors in fulfilling organisational purposes. Further it is designed to develop and test your capacity to: • deconstruct the organisationally prescribed view of managerial work and its context; • conceptualise the systemic nature of managerial work; and • comprehend, interpret and execute a specific task description (or ‘project brief’). The manager’s job in context: task description Undertake an analysis of your own job and its context. If you do not have managerial (or similar) experience, or if for some other reason it is not appropriate to analyse your own job, you may choose instead the job of another individual who agrees to be the focus of this assignment (current job). Alternatively, you may discuss with your lecturer/ tutor the possibility of analysing a position you held in the past. Your lecturer must approve your choice. You may change (or withhold) the names of people or organizations...
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...Assessment task 1: The manager’s job in context (Individual Report), Worth 20% Due in Week-5; Length: 1800 words The purpose of the task This task is designed to develop your awareness of: * the complexity of the managerial role; * the reliance of a manager on other people both inside and outside the organisation; * the necessary interaction of both informal/interpersonal factors and formal/ organisational factors in fulfilling organisational purposes. Further it is designed to develop and test your capacity to: * deconstruct the organisationally prescribed view of managerial work and its context; * conceptualise the systemic nature of managerial work; and * comprehend, interpret and execute a specific task description (or ‘project brief’). The manager’s job in context: task description * Undertake an analysis of your own job and its context. If you do not have managerial (or similar) experience, or if for some other reason it is not appropriate to analyse your own job, you may choose instead the job of another individual who agrees to be the focus of this assignment (current job). Alternatively, you may discuss with your lecturer/ tutor the possibility of analysing a position you held in the past. Your lecturer must approve your choice. You may change (or withhold) the names of people or organisations if you believe anonymity is required. Complete the following requirements: 1. Briefly, describe the actual requirements of the job. Include...
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...Points/Progress Units: | 15 | ASCED Code: | 080307 | Adopted Reference Style APA 1 COURSE ORGANISATION: 1.1 Student Responsibility It is the responsibility of every student to be aware of the requirements for this course, and understand the specific details included in this document. For full details of programs and school procedures, please refer to the University of Ballarat handbook (http://www.ballarat.edu.au/future-students/handbook ) and The Business School Programs Handbooks available at http://www.ballarat.edu.au/business/handbooks Students should be aware of the content of the handbooks, particularly: * * Special Consideration process and forms * Assignment Coversheet * Submission of tasks and assignments * Grading codes * Appeal process * Unsatisfactory progress - Early Intervention * Appeal process * Unsatisfactory progress - Early Intervention * Grading codes 1.2 Staff The most appropriate contact is your teacher. If necessary they will contact the Course Coordinator at the University of Ballarat. | Coordinator | Lecturer | Tutor | Name: | Dr Syed Uddin | Ms. Genna Kaur | Ms. Genna Kaur | Phone: | 0405 735 248 | 03 8600 6700 | 03 8600 6700 | Email: | s.uddin@ballarat.edu.au/ | gkaur@academic.mit.edu.au | gkaur@academic.mit.edu.au | Office: | syed@iibit.edu.au | Level 8, Sessional Office | Level 8, Sessional Office | |...
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...managers’ job description? The store manager is responsible for directing all store activities, therefore the job description should include a short overview about the tasks, employees, standards and procedures. His particularly branch always refer to individually performance given by his job needs. Writing or pointing out job descriptions for trained employees are straightforward because its might dealing with lengths of previous performance by employees (manager). Nevertheless every company set her own goals and having own procedures and standards. A large job description that include all important aspects of the job requirement is only a part of information that could be given, even more is it important to train and lead the store managers in the begin auf conducting their service on customer. 2.Is it practical to specify standards and procedures in the body of the job description, or should these be kept separate? Yes, specify standards and procedures are helpful to complete their job requirements in the right direction. At the same time it is practical important to apply the new knowledge on the daily base. Only the combining of theory and practice will lead to a precise fulfillment of the job. Problems are most complex, hence it is better to being trained to do the job. However, most description contain sections that cover following: job identification, job summary, responsibilities and duties, authority and incumbent, standards of performance, working conditions and job specifications...
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...JOB ANALYSIS Concept of Job Analysis : To understand Job Analysis , first we have to understand the meaning of job.Job is a discrete unit of activity and represents a composite mixture of methods , procedures and techniques.Job Analysis is the process of identification and determination of particular job duties , requirements and responsibilities.In other words , Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.ob analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.[3] The field of vocational rehabilitation...
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...decisions concerning salary * Internal job consistency: compensation must reflect the of a job compared to other jobs wthin the organization, in terms of required qualifications, responsabilities, effort and working conditions * External salary competitiveness: salaries a company offers must be comparable to those offered by its competitors * Employee motivation and mobilization: compensation must be motivating in order to encourage performance and loyalty Manager’s Role: * To understand compensation principles * To possess adequate knowledge of the positions managed * To ensure equity, an important factor in compensation decisions Objectives of compensation * As a major HR tool, compensation aims: * To attract * To motivate * To retain employees Building a compensation Program Legal Context Canadian Charter of Rights and Freedoms Canadian Charter of Rights and Freedoms Pay Equity Act to correct salary differences caused by systemic discrimination Pay Equity Act to correct salary differences caused by systemic discrimination Labour standards act Labour standards act Labour standards act Labour standards act * Canadian Charter of Rights and Freedom Employee A<-> Equal salary for equal or equivalent work <-> employee B * Pay equity Act (for organizations with more than 50 employees) Employee with job position predominantly held by women (at...
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...Manager’s Job in Context Contents Introduction……………………………………………………………………………………3 The organization……………………………………………………………………………… 3 Job Description of a manager in an organization......................................................................4 Organizational Structure...........................................................................................................6 Internal and external interactions of Managers.........................................................................8 Recommendation......................................................................................................................9 Conclusion...............................................................................................................................10 References...............................................................................................................................10 Introduction Organizations can be considered as a system which consists of a numerous number of people who coordinate and work together to achieve the common goal. Organizational behavior is the set of actions performed by the individuals or the attitudes of the individuals in a particular organization. For a manager it is very essential to study and understand the organizational behavior as it will assist him to identify and correct problems, establish necessary changes etc. Management or managers plays a vital role in organizational behavior and in achieving...
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...the general definitions of Management from various proponents as well as look at the meaning of principles; especially in the context of Management. Before going into the work proper, the analysis of Henry Fayols Principles of Management theory, I will render some criticism against the theory as well as some appraisals before drawing a conclusion of the significant of the theory in the modern day business environment. Definitions: the term Management is used to a large extent in the business. It describes to the fullest the “is” and “ought” of efficient and effective running business organization. Accordingly various schools have offered definitions to the concept of management such as George R. Teny; “Management is a distinct process consisting of planning, organising, actuating and controlling performed to determine and accomplish stated objectives by the use of Human beings and other resources” Peter Drucker; “Management is a multipurpose organ that manages business, manages managers, manages workers and work” Harold Koontz; “Management is the art of getting things done through and with people in formally organizes groups” The description of the varying definitions as quoted above presupposes a process from planning to the end result of the task which is done by humans. The process is social in nature. It takes place through people. A manager’s job is to get things done with the support and cooperation of subordinates. Management is an action-based; it is always for achieving...
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...some start-up companies, human resource manager’s duties may be performed by trained professionals. In large companies an entire functional group is dedicated to the discipline, with staff specializing in various HR tasks. There are half a million HR practioners in the U.S. and thousands are world- wide. Human Resource positions generally fall into two categories: generalist and specialist. Generalist support employee directly with questions, work range, and grievance. Specialist work in a specific HR function. Analyze three (3) elements of a job analysis, and discuss its significance to the hiring and employee development aspects of human resource management. Job analysis is the process of getting detailed information about jobs. Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, and performance appraisal. Job description is an essential part of job analysis. Job description is a list of tasks, duties, and responsibilities that a particular job entails. Whenever an organization creates a new job, it needs a new job description. Preparation of a job description starts with the gathering of information about the job. In the hiring process it is very important the candidate identifies with the job description, in order for them to first figure out if they are a perfect fit for the available position. Job specification is a list of knowledge, skills...
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...and control and how I incorporated them into my prior position at Cafe’s Incorporated. Examples of these five management functions will be explained in detail. This will show my experiences and knowledge used in this position, and how this company distributed their authority and utilized these functions. I use to work for Cafe’s Incorporated, a profit seeking organization, in Washington State, as a Store and restaurant manager. It is a simple structure business, but using a middle manager for each store, as well as the owners, or executives also and is also a fast paced restaurant that involves few managerial staff members. There was the owner’s, or the executive manager’s, the store manager or the middle manager then the assistant manager and kitchen manager, or front line manager’s. I reported directly to the owners, executive manager’s for all aspects of the business, and was responsible twentyfour hours a day for the store. As the Store Manager I was involved with all executive management, as well as front line management and all employee’s. I was responsible for assisting in planning aspects, such as strategic, tactical and operational goals, as well as tracking functions, structuring the environment and setting all expectations and development of all employee’s. [“Planning is a systematic process in which managers make decisions about future activities and the key goals that the organization intends to pursue. One primary...
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...reason is because HRM is a vital piece of every manager’s job as it concerned on every type of how individuals are employed and managed in the organizations. In addition, HRM consists of the process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
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...statement. In the business world this is measured in terms of profits. If the business has made a profit with minimal losses, then it can be said that the business is organizationally effective. On the other hand when compared to criminal justice agencies it is compared to whether the agency is able to effectively meet their objectives or mission statement effectively. In a law enforcement agency organizational effectiveness can be defined by how the employees respond to upper management. In actuality it is formulated like a pyramid or top-down control. A perfect example of a criminal justice organization is depicted in the following statement. According to Whisenand and McCain, (2012) "It consists of many layers of managers and prestigious job titles; it thrives on written policies and rules; it emphasizes complexity" (Whisenand and McCain, 2012). A law enforcement agency’s effectiveness is usually measured by the general public and stakeholders. If both are happy at how the agency is performing, then it can be said that the agency is running effectively. If the crime rate is high in a given area, then the public will not be satisfied that their department is being ran effectively. This usually results in the local citizens complaining to local political leaders as well to the police chief. Criminal justice...
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...------------------------------------------------- What is a Project? Learning Objectives After completing this topic, you should be able to * recognize examples of a project * identify the characteristics of a project 1. Project characteristics Projects make up almost half of the work that most organizations do. Organizations use projects to help meet their strategic goals. In terms of strategic goals, projects may help an organization meet changes in market demands, customer requests, or organizational requirements. They may also help an organization make the most of technological advances or meet legal requirements. Select each strategic goal for examples. ------------------------------------------------- Market demands ------------------------------------------------- The goal of a project may be to respond to increases or decreases in market demands. For example, car manufacturers research and design fuel-efficient cars to meet market demands for greener products. ------------------------------------------------- Customer requests ------------------------------------------------- Projects may help organizations satisfy customer requests. A call center may use a project to upgrade its computer systems based on requests for faster response times. ------------------------------------------------- Organizational requirements ------------------------------------------------- Projects can help meet changes in organizational requirements. So a company...
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...Organizational Structure and Roles | “All the world's a stage And all the men and women are merely players They have their exits and their entrances And one man in his time plays many parts” – by William Shakespeare | | | | | 06-May-12 | Contents Title 3 Executive Summary 3 Introduction 3 Roles 3 Attitudes and relationship of Attitudes with Roles 3 Organizational Structures 3 Organizational Structures Effect on Roles and Attitudes 3 Mechanistic Structure 3 Organic Structure 3 Moderate Mechanistic and Organic Structure 3 Phases of innovation, Mechanic versus Organics 3 Case study, Sunshine Real Estate 3 Sunshine Real Estate organizational design 3 Sunshine Real Estate organizational culture 3 Implications of Sunshine Real Estate’s three structural properties on employee role perception and attitudes 3 Work Specialization 3 Centralization 3 Formalization 3 Conclusion 3 References 3 APPENDIX 3 A: Organizational Structure Elements and Types of Structures 3 B:Elements Associated with Roles and Attitudes 3 C: Survey Analysis 3 Title The project attempts to explore the relationship between organizational structure, roles and attitudes under distinct corporate structural conditions. Executive Summary Organizational design in a sense is similar to the structure of bones in human body. It is a skeleton or framework upon which organizations are built and maintained. Organizations in creating organizational designs...
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...managers, shift leaders or any. 3. Moreover, HRM is Important to all Managers. Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Human Resource Management Process Line and Staff Aspects of HRM Authority Making decisions Directing work Giving orders Line Managers Accomplishing and goals Staff Managers Assisting and advising line managers Line Manager’s HRM Jobs The right person Orientation Training Performance Creativity Working relationships Policies and procedures Labor costs Development Morale Protecting Management Functions: Human Resource Management HRM Function Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. HRM People Functions Include: Job analysis Labor needs Recruit Select...
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