...* Ways To Overcome The High House-Loans Rejection Rate We all know it's tougher to get a home loan these days compared with just a few years ago. Banks tightened their credit standards dramatically during the credit crunch, and lenders now accept only 55% of all mortgage applications. according to the latest annual statistics from the Mortgage Bankers Association: Overall lending by U.S. banks plunged by 7.4% in 2009, the sharpest decline since 1942, based on FDIC data. And so far in 2010, banks have yet to ease lending standards. Here are ten reasons people get turned down for a housing loan and some advice on how to overcome these obstacles. 1. BAD OR LOW CREDIT SCORE * You cannot build a house if the foundations are flimsy, When it comes to loan approvals, banks use a similar analogy. If you have a low credit score, you will be denied a home loan rejection even if you fulfill all other conditions. Credit score is considered to be the most important factor by the banks while disbursing a loan." * Credit score reflects a consumer's behavior towards the financial transactions. In some ways, it is a mirror to his financial habits and underwriters base their decision and develop risk-based pricing based on the credit score," says Anil Sachidanand, MD & CEO, Aspire Home Finance Corporation. So, if a person has defaulted or delayed the payment on any kind of loan or credit cards, it will have a negative impact on the credit score. Other factors like being guarantor...
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... 1. Has this presentation challenged any assumptions I have had about China and the Chinese people? Explain. I have never really given any thought to different cultures being different in the way they do business. I suppose I will have to learn these nuances as time goes on. Because I never really had a clear predetermined idea of what other cultures did compared to mine, it wasn’t very surprising to me about China’s individualistic approach to business. I am surprised that the government accepts Chinas residents strive for individualism. I always thought that Chinese people were told what to do and how to act weather they were doing business or just living their lives. Because of Chinese residents of suppression for many generations I can see how they would be very aggressive with what they want in their personal lives as well as business. The incentive of being wealthy and going after what they need to do to make this happen does in fact surprise me. I assumed that Americans were the most aggressive. I believe this chapter has opened my eyes to other cultures and the way they do business. I liked the notion of Chinese business people don’t deliberate very long before they move ahead on a project. Here in the west we seem to analyze things too much. We study and research ideas and proposals so long that if we just moved ahead with an idea we would get much more accomplished. Another myth that has been shattered is Chinas ability to get things done. This is obvious with...
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...Ehiobu CAS 4703-993 April 27, 2011 Disharmony and Mismatch: The Truth about Online Dating Five years ago American journalist, Thomas Friedman, wrote a book entitled The World Is Flat: A Brief History of the Twenty-first Century. His main reason for writing this book was to point out that the world in which we live in was being flattened by technology. What he meant by the term “flatten” was that the things that couldn’t be done decades ago due to the lack of technology are now being conducted today at a fast rate because of how advanced the technology is today. Take for instance, the Internet, decades ago not that much could be done on it but now it allows people to communicate with one another across the globe. He goes into detail as he talks about the workflow software, which was one of the ten forces that flatten the world as it contributed to the improvement of the Internet (Friedman, 2006, p. 78). Now it allows people to interact with one another through various means like social network, emails, and now with the upcoming of Internet dating. Internet dating, once considered taboo, is now an effective way to meet others like ourselves that we may have otherwise not met in a public setting. Today, this type of dating appears to be replacing our traditional ways when looking for a soulmate, especially for those who have had an unsuccessful face-to-face relationship. Internet dating is now one of many ways to find that potential someone that might lead to marriage...
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...1.0. Job Analysis As like any other organization, Citycell also exist to accomplish its organizational goal and objective. Achievement of organizational goal requires collective efforts (work) of a number of employees rather than individual effort. The point at which work and worker come together is called job-it is the role played by worker. To staff the worker for accomplishing the goal, an organization needs to know a lot of information about the job. These are: * Information about duties and responsibilities of that job * The characteristics of people required to perform that job Information about jobs is obtained through a process called job analysis. Job analysis as a management technique and it was developed around 1900. It became one of the tools by which managers understood and directed organizations. Job analysis is the procedure for determining the duties and skills requirements of the job and the kind of person should be hired for it. This is the process of collecting and analyzing information. An important concept of Job Analysis is that the analysis is conducted of the Job, not on the person. Telecommunication industry is a dynamic industry. To stay in this industry and become competitive, Citycell also conduct job analysis on daily, quarterly and even yearly basis. As they are the only CDMA (Code Division Multiple Access) operator in Bangladesh, based on their sales growth, future focus etc. they frequently do job analysis. 1.1. Sample of a standard...
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...Job Search Behavior as a Multidimensional Construct: A Review of Different Job Search Behaviors and Sources Greet Van Hoye Ghent University, Belgium In U. C. Klehe & E. A. J. van Hooft (Eds.), Oxford Handbook of Job Loss and Job Search (in press). New York: Oxford University Press. This work was supported by a Postdoctoral Fellow grant from the Research Foundation Flanders (FWO). Correspondence concerning this paper should be addressed to Greet Van Hoye, Department of Personnel Management, Work and Organizational Psychology, Ghent University, Henri Dunantlaan 2, 9000 Ghent, Belgium. Phone: +32 9 264 64 54, Fax: +32 9 264 64 94, Email: greet.vanhoye@ugent.be Different Job Search Behaviors and Sources 2 Abstract Both theoretical models of job search and empirical research findings suggest that job search behavior is not a unidimensional construct. This chapter addresses the multidimensionality of job search behavior and provides a systematic review of the different job search behaviors and sources studied in the job search literature and their relationships with antecedent variables and employment outcomes. Organized within three major dimensions (effort-intensity, contentdirection, temporal-persistence), job search effort and intensity, job search strategies, preparatory and active job search behaviors, formal and informal job sources, specific job search behaviors, job search quality, job search dynamics, and job search persistence are discussed. This review...
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...JOB AND HIS FRIENDS A PAPER PRESENTED to DR.WAYNE POPLIN LIBERTY UNIVERSITY In Partial Fulfillment Of the Requirements for OBST 592 By Maurice Allan Smith Sr. 22943721 March 3, 2013 Introduction The book of Job is written as a dramatic poem, that deals with several age old questions, among them are the question of why the righteous suffer. The book of Job takes its name from the main character in the poem, the patriarch Job. Because Job deals with a number of universal questions, it is classified as one of the Wisdom Books of the Old Testament. Other books of this type are Proverbs, Ecclesiastes, and the Song of Solomon.1 The book of Job is a very complex book in that is seems to contradict the wisdom theology found in other books like Psalms, Proverbs, and James, in that scripture seems to show that righteousness is rewarded with blessings, while a life of foolishness can result in death. Then comes the confusing book of Job that contradicts God’s previous messages of wisdom theology and shows the righteous being punished while those who do evil prosper. In this paper I will seek to show, through Job and his friends, that there are expectations to the rules established in wisdom theology and that through job and his friends we find the process to these exceptions, and that is God’s Sovereign Freedom. ------------------------------------------------- In this paper I will attempt to specifically identify, and address and evaluate each of Job’s friends...
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...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 God May Be...
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...Job Analysis Christine Simmons PSY/435 10/05/2015 Suzanne Wise-Jones Job Analysis A job analysis is where a person has an interest in pursuing a job, they do this so that they can see if the job is the correct one to pursue. When performing a job analysis you will find out every detail of that job and what is needed to do the job correctly. There are two categories to a job analysis and they are, job-oriented or person-oriented analysis (Spector, 2012). Now job-oriented job analysis is where the focus is on the tasks that a person will do at the job, and person-oriented job analysis is the characteristics needed for the job, both which are a very important part of job analysis. Psychiatric Technician Psychiatric technician also known as mental health technicians is a job interest, and to perform a job analysis on this job the best tool to use is job-oriented analysis. This is because job-oriented analysis gives detailed information about all requirements that are necessary for a psychiatric technician has to perform. What a psychiatric technician does is follow directions from physicians and professionals by working as a member of their team (U.S. Department of Labor, Bureau of Labor Statistics, 2014). Also they help those who have a mental illness and developmental disability. The task that they have to do are is mainly to see that the well-being of the patients are met they do this by: providing therapeutic care. To...
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...JOB SATISFACTION AND ITS CONSEQUENCES JOB SATISFACTION AND ABSENTEEISM WHY DOESN’T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH ABSENTEEISM? A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. A person may be absent from his job when satisfied with his job because of a number of reasons such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such circumstances, he may want to attend (have the behavioral intention of attending) but is unable to attend. MODERATORS OF JOB SATISFACTION-ABSENTEEISM RELATIONSHIP Here are some factors that change the relationship between job dissatisfaction and absenteeism and job satisfaction and attendance. 1) Organizational Absenteeism Control Policy. For example, if the organization has a 2% absenteeism policy and enforces this policy through a progressive discipline system, even when a person is dissatisfied with his job they will attend work. Thus, job dissatisfaction as an attitude has less of an effect on absenteeism behavior. The person may have the behavioral intention of being absent but they still attend work. 2) Positive Valence of Non-Work Activities. When an individual has the opportunity to participate in non-work activities that are highly valued by the individual, even when that individual is job satisfied they may choose to participate in the non-work activities rather than coming to...
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...2010 Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction; Job retention; Recruitment Process; Knowledge...
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...Table of Content Page No. Introduction 2 Job Analysis 2 Nature of Job Analysis 2 Components of Job Analysis 4 Uses of Job Analysis 4-5 Steps in Job Analysis 6-7 Methods of collecting information 7-11 o Interview o Questionnaire o Observation o Participant diary/logs o Quantitative Job Analysis Technique Conclusion 11 Introduction A method of performing job analyses and delivering or providing access to the results of the job analyses by creating a list of job requirements and working conditions for each discrete task of a job, creating a physical demands analysis comprising a list of physical requirements of each discrete task of a job, and combining the lists into a job analysis database for determining whether a worker can perform a job. Job Analysis Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position. Nature of Job Analysis: Organisations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities...
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...relationships among jobs and groups of jobs. The primary purpose of organization structure is to influence the behaviour of individuals and groups to achieve effective performance.” Gibson, Ivancevich, Donnelly and Konopaske (2009:418). Organisational structure and job design are key determinants of employee job performance and satisfaction. The degree to which the employee fits into the designed job and structure will determine the quality of performance and job satisfaction of that employee. The small life insurance company has a functional organisation structure that is associated with high human cost, boring, insignificant and monotonous jobs. This type of structure has resulted in job dissatisfaction, high turnover and absenteeism. The researchers start the analysis of the case by studying the critical relationship between job performance, job design and organisational design, and contrast the views of Gibson et al. (2009), Colquitt et al. (2008), van Dyk (2005) and Autry (1996) amongst other authors. The analysis reveals that congruency between job design and organisational design ensures desirable job performance by matching the right employees with the right jobs. Quality of work life and job enrichment play a major role in employees’ job satisfaction and this makes them perform at their optimum best. The researchers go on to identify problems that the insurance company and employees face and observe the following: high turnover, absenteeism, repetitive job functions, high...
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...“A job analysis is the process of getting detailed information about jobs” (Noe, Hollenbeck, Gerhart, & Wright, 2014). The job analysis breaks down the skills, knowledge and abilities necessary to perform a position. All positions begin with a job analysis, it is the drawing board for what the position requires. When it comes to a Customer Service Representative position a human resources manager must make sure to perform a detail assessment of what are the job duties, what skills are needed, what is the work flow, and how many employees are need for the position. There are many approaches that a human resources manager can take to conduct a job analysis of the customer service representative position. Three approaches that are important in conducting a job analysis are job-oriented, worker-oriented, and skill-oriented. “Job-oriented focuses on the work activities” (University of Oklahoma, 2014). This list the activities that are required for the job which will be listed within the job description. “The job description is a list of the task, duties and responsibilities that a job entails” (Noe, Hollenbeck, Gerhart, & Wright, 2014). The major pro of this approach is that it gives a clear understanding of what the job entails. It tells exactly what the duties of the job are and helps to outline other components of the job including compensation, training, benefits, etc. The major con of this that it only gives what the duties are for a position but it does not tell whether...
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...Strategy Job motivation and stress factors What is the relationship between job motivation and stress factors and how do they contribute to overall job satisfaction? 6751 words Stefan Geurts ANR: 476831 Bachelor Thesis Organization & Strategy Preface After finishing my bachelor degree in the summer of 2008, I started a pre-master program at Tilburg University. Writing this thesis is the final assignment that has to be completed, in order to proceed to the master Strategic Management in the next academic year. I would like to thank Mr. D.P. Kroon and my group members for giving feedback and guiding me during this assignment. 2 Bachelor Thesis Organization & Strategy Executive summary This paper examines the relationships between job motivation, stress and satisfaction based on former literature. In general motivation is positively related to satisfaction and stress is negatively related to satisfaction. According to Herzberg (1987) job motivation is determined by motivators and hygiene factors. Motivators lead to satisfaction, absence of hygiene factors leads to dissatisfaction. Important motivators are achievement, recognition, work itself, responsibility and growth or advancement. The main hygiene factors are company policy and administration, supervision, interpersonal relationships, working conditions, salary, status and security. When trying to increase motivational potential of jobs, managers have to increase the motivators on the job, this is called job enrichment...
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...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...
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