...Cornell University ILR School DigitalCommons@ILR CAHRS Working Paper Series Center for Advanced Human Resource Studies (CAHRS) 5-1-1997 Impact of Information Technology on Employee Attitudes: A Longitudinal Field Study Patrick M. Wright Cornell University K. Michele Kacmar Florida State University Gary C. McMahan University of Texas at Arlington Karen Jansen Texas A&M University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Technology and Innovation Commons Thank you for downloading an article from DigitalCommons@ILR. Support this valuable resource today! This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Impact of Information Technology on Employee Attitudes: A Longitudinal Field Study Abstract This longitudinal study examined the impact of an information technology system on the job and employee attitudes in a parts distribution center for a Fortune 500 company. Data were collected prior to, during, and following the implementation of an automated information technology system. Results of both the within subjects (N=24) and between subjects (N=58) analyses indicated that the automated technology reduced motivational and increased mechanistic aspects of the...
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...work by increasing the hours of the employees. Creating more hours to the employees is going to engage more customer service interactions and generate more business to the company. Full time employees value their job because they can make enough money to support their families part time employees sometimes they don’t value their job because they can easily find another job. If you increase the hours to the part time employees you encourage them to do a better job because they know you value them. I know that the company base their schedule based on projected sales from the previous years but if the company is not well staff they can lose potential business because they are not helping customers. I understand that corporate mandate the hours but what happens when we have a spike of business. Are we going to left unattended customers roam around the store without being help because we don’t have any hours to give to the employees? For example, if I go grocery shopping and I’m looking for specific item and I can’t find it I’ll not be able to purchase that item. If there is not employee available to help me find it, the store is going to lose business. By putting more employees helping customers you can generate more profit. I know that the company is trying to balance labor and profit to a point but overworking employees and not giving the enough time to complete their task is not the right way to do things. Soon or later the employees are going to get tired and feel unappreciated...
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...of individuals to achieve organizational objectives is known as ________. A. human resource leadership B. human resource management C. human resource staffing D. human resource planning 2) As an HR manager in charge of staffing for a restaurant chain, John is most likely NOT responsible for ________. A. training B. human resource planning C. recruitment D. selection 3) What is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization? A. Strategic planning B. Job enlargement C. Recruitment D. Job analysis 4) Compensation, as described in your text, refers to the ________. A. total of all rewards provided to employees in return for their services B. wages individuals receive each pay period C. wage schedules and wage rates listed in the union contract D. internal alignment of intrinsic awards 5) A document that provides information regarding the tasks, duties, and responsibilities of the job is referred to as a ________. A. job analysis B. job description C. job specification D. job document 6) In which of the following occupations, would observation be the least useful method of job analysis? A. Forklift operator B. Financial analyst C. Assembly line worker D. Baggage handler 7) Audrey is a recent college graduate who was hired by a computer manufacturing firm. Each week, Audrey will be assigned...
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...Case Incident 2: Healthy Employees are Happy Employees Teow is seen to be a visionary enthusiast who holds the vision that by having happy and healthy employees will contribute to the overall growth and productivity of the organization. Teow holds an enthusiastic personality and his ambition and energy to actively carry out his plans for his organization shows he is an extrovert. Also, he chooses to lead by example by participating in all the organized activities which shows he like socializing with his employees which shows his sociability. Teow is clearly an employee-oriented leader with high level of consideration because he puts health and satisfaction of his employees first and considered the employees to be the company’s biggest asset. He has linked the attainment of the company goals via employees thus keeping them at the center of attention. In my opinion, Teow’s personality and leadership style matches perfectly with his efforts to transform CCN into a healthy and productive organization. He wants the employees to be healthy and more satisfied with their work, because he knows that it will contribute directly to creating better and cheerful working conditions. This in return favors productivity. He being an extrovert and sociable person, can convince the employees to participate in the various programs and even works along with them to ensure trust. Since his style of leadership and his personality are well matched, they help Teow to pursue his goal of transforming...
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...“Does the Morale of the Employees Affect their Performance?” GM 591: Leadership and Organizational Behavior Professor Patricia Anderson June 16, 2012 Introduction: The organization that will be the topic of discussion in my final project paper is Devcon Security. Devcon Security was founded in 2004 by a Management Team having more than 100 years of security experience. We are one of the fastest growing security companies in the country by building a strong, satisfied, and safe customer base while earning a rock-solid reputation. With the most modern technology available, we provide specialized security based on the specific needs of each individual customer. While other security companies try to increase profits by reducing costs, at Devcon we are increasing our business and maintaining customer loyalty through state-of-the-art equipment, the worlds highest rated monitoring centers, and superior customer service. At Devcon Security, our philosophy is simple; provide each and every customer with a superior quality, easy-to-use security system solution that is backed by an exceptional level of customer services and support. Beginning with the first day you contact us, through your security system installation and beyond - we will be here to assist you in any way we can. Help is a quick phone call away. From residential home security systems and small business security solutions to large, comprehensive commercial alarms and video surveillance systems, our experienced...
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...Motivating Employees Durrell L. Burkes MGT/312 November 24, 2014 When it comes to motivation, there are many things that set people apart as far as what motivates them. For some, it’s the feeling they take in after they have accomplished a daunting task. For others, it’s simply what rewards or accolades they will receive after they have accomplished their feat. Whatever the motivation, top companies are finding that having the right mindset and figuring out what keeps employees motivated to perform at their highest abilities is proving to keep them successful as well. A company that has picked up on finding ways to keep their employees motivated to perform efficiently is the SAS Institute. Their growing numbers accompanied with a low turnover rate shows the company is doing something right in getting and retaining the best people. Since its inception in 1976, the SAS Institute has grown into the largest privately owned software company with over two billion dollars in total revenue. While many software companies experience high turnover rates in the 20% range, SAS has been able to keep their turnover rates at less than five percent. The way they have done this is how they are able to keep their employees motivated to perform at a high level while still enjoying their work. SAS allows for much autonomy on the job, encouraging employees to enjoy what they do. They do much development of new products in house, which encourages the employees to be creative and open-minded...
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...Be an expediter for your employees: Commanding and controlling the employees is a sure-fire path to demotivation. Instead, managers should redefine their primary role as serving as your employees’ expediter: it is your job to make their jobs done easily. Your role as an expediter involves a range of activities like: 1- Serving as a linchpin to other business units and managerial levels to represent their best interests and ensure the people to get what they need to succeed. To know what is most important to the employees for getting their jobs done, managers need to ask them! Lunch with employees can be particularly helpful for doing this. And if, for whatever reason, the manager can’t immediately address a particular need or request, be open about it and then let the workers know how their manager progressing at resolving their problems. This is a great way to build trust. 4. Coach your employees for improvement. Many managers do not assist subordinates in improving their performance; the major reason is simply that they don’t know how to do this without irritating or discouraging them. A few basic principles will improve this substantially. First, employees with satisfying performance should be made aware of that. It is easier for employees to accept, and welcome, feedback for improvement if they know that the manager is basically pleased with what they do and is helping them do it even better. Here are key points of a basic feedback plan: • Performance feedback...
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...Appraising Employees Reaction- I am a little surprised by this case study. I would think that if a manager did not do an appraisal that the employee would of said something . I know that if I did not get an appraisal for a year I would say something. I work in a school district and if someone does not get an appraisal everyone knows. Human Resource sends dozens of emails about the evaluation being due, and Payroll calls the managers. A employees pay depends on the appraisal and everyone from the top manager to the employee watch to make sure it is done. Learning- The one item that I learned form this case was that there was no consequences if a supervisor fails to do his job and fulfill the review requirements.. Working in law enforcement I have never seen this happened, and in fact they are very tough on the requirements. I have seen a supervisor get written up for not doing his reviews. My department use to do a paper and pen system, and the director was on top of it. If the employee or supervisor did not full out the review they were called and disciplined for it. The review process was even in the Human Resource job description. Result- What I have taken away from this case study is the employee needs to follow up just as much as the employer. Even though one year your supervisor might of done the review one year, he may not of done it the following year. You need to be responsible and follow up an ensure the review is done. In the end its your job...
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...Sources of Employees Cameron Hillerich Professor Everett Colvin BA 313-01: Small Business Management March 28, 2010 Abstract This concept application paper explores the wide variety of sources small business managers have when searching for new employees. This paper will closely examine the advantages and disadvantages of each source which include help-wanted advertising, walk-ins, schools, public employment offices, private employment agencies, executive search firms, employee referrals, internet recruiting, and temporary help agencies. Sources of Employees According to Longenecker, Moore, Petty, and Palich (2008): To recruit effectively, the small business manager must know where and how to find qualified applicants. Sources are numerous, and it is impossible to generalize about the best source in view of the differences in companies’ personnel needs and the quality of the sources from one locality to another. (p.503). I will begin by first informing you about internal recruiting. Management Study Guide (2009) defines internal recruitment as “a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization.” In other words, internal recruitment involves filling up a vacant position by using a person already in the company’s payroll. Announcements regarding the open position will be advertised within the company and management will make a decision based on the applications...
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...Recruiting Employees Georgette Hodson Small Business Management – 3 Entrepreneurial businesses are attractive employers for workers for many reasons. With this in mind, consider how you could recruit and choose employees. First, imagine that you are a small business owner. Next, describe three sources you could use for recruiting employees. The reason I enrolled in school is because I plan to open my own business. The business I plan on is a hotel with a possible entertainment venue attached. Some of the resources I would use to recruit reliable employees are Current employees Advancing somebody from inside the organization keeps representative resolve high, yet little entrepreneurs ought to take this methodology just if the individual meets the occupation particulars. Keeping in mind the end goal to encourage procuring from inside, numerous organizations keep up an abilities bank on current representatives, post sees about employment opportunities and urge workers to apply, and join apprenticeship programs into worker preparing. Employing from inside might be troublesome when there is a squeezing need to fill a position and the required ability does not exist in-house. Besides, it is a smart thought for organizations to fill no less than 20 percent of employment opportunities from outside, on the grounds that untouchables have a tendency to bring new thoughts. (RECRUITING , 2016) Public Employment Agencies The U.S. Division of Labor offers work position...
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...Managing Employees As I am appointed as an assistant manager of a marketing department in a fast growing company which provides marketing support via internet to other companies, my job is to help my supervisor lead the unit to develop long term strategies for the department, maintain excellent relations with client and strive to build future business opportunities. The marketing associates in my department work in very flexible schedule and are often offsite, working with the clients to help develop marketing campaigns to improve the business performance via internet. After being in the job I realized that I need to create another position to make sure all the necessary works gets completed on time. But currently there is no one handling accounts payable to the service providers, many administrative works are falling aside, and beside my duties I have been busy making travel arrangement for the staff. Review/Analysis of the Case Analysis of Findings After getting appointed as an assistant manager of a marketing department in a fast growing company which provides marketing support via internet to other companies I realized that there need to be another position so that work gets completed on time. There is no one handling accounts payable to the service providers, many administrative works are falling aside, and beside my duties I have been busy making travel arrangement for the staff. I have been tied up between administrative jobs and could not focus on the strategic...
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...to different resources to improve myself as a manager and a leader. Its very important for me to be able to lead my team effectively and be able to teach them as well. Three concepts that resonated with me this semester was ways to improve my communication, how to motivate my employees, and how to effectively manage conflict. Communication According to the interview on Difficult Conversations “All humans have the same built in limitation with regard to communication we can’t see ourselves.” Realizing this and placing myself in the other person’s situation will help me to connect with and relate to my employees better. From taking this class I learned that its important as a leader to establish an environment of trust. Some ways I can do this is by not showing favoritism towards employees, become more open about all of my concerns pertaining to their work ethic. Also other ways to develop better communications skills would be to take things into consideration when dealing with employees like honoring and respect their time and contributions , making them feel valuable and by showing praise and positive reinforcement when they do something good. Motivation Finding ways of motivating employees so that they can do their best can help maximize efforts and productivity. The 4R’s of Motivation Responsibilities, Relationships, Rewards, and Reasons explains in detail how these are motivators. “People are motivated when the responsibilities are meaningful and engage their...
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...1] Contract labor system * A workman is deemed to be employed as Contract Labor when he is hired in connection with the work of an establishment by or through a contractor. Contract workmen are indirect employees; persons who are hired, supervised and remunerated by a contractor who, in turn, is compensated by the establishment. * 3. Contract labor should not be employed where (a) The work is perennial and must go on from day to day;(b) The work is incidental to and necessary for the work of the factory;(c) The work is sufficient to employ considerable number of whole time workmen; and (d) The work is being done in most concerns through regular workmen. * 4. The Contract Labor (Regulation and Abolition) Act, 1970 Act and the Contract Labour (Regulation and Abolition) Central Rules, 1971 came into force on 10.2.71 * 5. Main objective of the Contract Labour (Regulation & Abolition) Act, 1970 is two fold:-i) To regulate the employment of Contract Labour in certain establishments; andii) To provide for its abolition in certain circumstances. In order to achieve above objectives, the Act lays down various requirements with regard to hiring of Contract Labour, its wages & earnings, working conditions etc. * Every Every industry engaging 20 or more workers on contract basis.6. contractor engaging 20 or more workers. * Contract is awarded by the concerned department /commercial7. Concerned deptt. send a job request to the purchase deptt.department...
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...Finding Structure problem of the employees Prudential as a large company but its rule and regulation is fully freedom for the agent and subordinates. They no need to come on time to work and let them achieved target by their own manner. In this situation, their discipline will become low and no standard. Some agent may just sit at home or because Prudential did not have a structure to manage them. Besides this, the agents of Prudential are many but did not have structure to manage them properly. By this problem will make a big problem that are the agent may run away after the client transferred payment to them. Many clients complained about could not find the agent to claim back their insurance because prudential did not have a department to manage this problem. This will influence the image and effectiveness of Prudential because this problem makes clients felt no confident with this company. The no rule of company also let the agent no responsibility to help or direct the new agent. The new agents do not have experience and knowledge about insurance but the agent did not pay much more attention to them. In this issue may harm the image of Prudential. Benefit of Employees (EPF) Nowadays, Employees Provident Fund (EPF) is very important in labor benefits. A worker needs EPF to recover his or her living expenses after the retirement but Prudential did not have EPF. In 2012, agent-agent creates a clump to remonstrance this issue. They protest that Prudential did not...
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...How of the ways to market your product / service The marketing budget deserves careful consideration, because it not only serves to create market impressions, it is expected to generate revenues. However, it is important to understand that each market segment may react differently to the way a promotional message is presented. An exciting, aggressive or even humorous message may be perceived as offensive or insensitive even though it may be grammatically and politically correct. For our smart classes we will use four type of promotion to market our product. First type is advertising such as internet and broadcast. We will spread the news about our new product of smart glasses by doing advertisement. Second is sales promotion. To promote more new target market we will reduce our price of smart classes in some occasion. Third is public relation. In the public relation we will do a web page and special event to promote and spread the news among customer about our new product.sd How of the estimated price for your product / service While every small business owner wants to charge as much as consumers are willing to pay, you must find the right price you and customers can agree upon. The ideal price for the product of Smart Glasses or service is one that is acceptable to both buyer and seller. From the buyer's standpoint, the right price is a function of product purchase value and other competitive choices in the marketplace. On the other hand, the basic concern for almost all...
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