...First Day on the Job Cheryl L. Williams Dr. Ed Sherbert HRM 530: Strategic Human Resource Management November 27, 2011 Abstract Employees are the key elements of an organization. The success or failure of the organization depends on employee performance. Therefore, organizations must invest money on employee development (Hameed & Waheed, 2011, p. 224). This paper will discuss the issues a new manger faces with trying to attain and retain good employees. It is very important that organizations make an investment in their employees through career development, preventing burnout, and helping them achieve a work-life balance. The paper will discuss the importance of employee development (employee learning, skill growth, and career assessment). In these days of hard economic times people are looking for jobs that pay well and are tempted to move from job to job looking for more money. In order for employers to keep their best employees from leaving they must develop programs and policies to help them grow in their careers. Discuss the factors causing the employee’s dissatisfaction. First and foremost, the employee appears to be suffering from burnout. She tells Malik that she is exhausted and frustrated because the work either comes all at once or there is little work to do. Burnout is defined as a psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work (Stewart & Brown, 2009). Job...
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...Introduction Abstract Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Discuss the factors causing the employee’s dissatisfaction. Assignment 4: Read the “First Day on the Job” case found in Chapter 10. 1. Discuss the factors causing the employee’s dissatisfaction. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. 4. Identify long-term changes Malik should suggest for this organization, if it appears that his employee is not the only one with these complaints? 5. Discuss the human resource policies and programs that would support development programs within the organization. The specific course learning outcomes associated with this assignment are: • Design training and development systems to improve employee performance. • Use technology and information resources to research issues in...
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...First Day on the Job Strategic Human Resources * Discuss the factors causing the employee’s dissatisfaction. The employee felt that she was over worked without the rewards that can fulfill her inner ambitious in return. She obviously has earned her reputation for being an employee with high potential and one of the best. But the lack of excitement about her job in addition to the exhaustion and frustration is pushing her to quit her job. The lack of her being challenged to learn new skills that could help her reach her ultimate goal of owning her own business was a major concern to her. The work seems to be cyclical and boring to her without the provoking thoughts to experience new tasks with which she can grow in the knowledge about the job. * Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. The employee was describing burnout, and the manager, Malik, needs to realize and understand that. Some of the causes for burnout that she described to Malik were the load of work that was heavy at times. In addition, the routine that was boring and unexciting to her anymore. To fix this problem, Malik has an opportunity to make changes to her job that would minimize the burnout. This would suit her best if the organization made changes in her tasks that she does on a daily basis and make them more challenging to her...
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...“First Day on the Job” November 20, 2010 HRM530 Strategic Human Resource Management Dr. Charles Woods Discuss the factors causing the employee’s dissatisfaction. The main factors causing the employee’s dissatisfaction are burnout and the lack of career development. The employee expressed to Malik that she is exhausted, losing interest in her job, and does not feel like she learning or experiencing the skills that will help her reach her goal of owning her own business. These feelings are directly related to burnout and the lack of career development at her job. Stewart and Brown (2009) define burnout as a “psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work” (p.386). Symptoms include feelings of being overworked, having a distant attitude toward work, and reduced expectations of success at work. Burnout is related to workload, pressure, stress, and interoffice discord. Stewart and Brown (2009) describe the career development process as a series of steps that helps employees determine and develop in career paths and goals. She does not feel she is being challenged in areas that would help her reach her long term goals of business ownership. It is apparent this employee has formulated a career goal, but without gaining experience in her current position, she feels her time there is being wasted. Identify which of these factors could be addressed with improvements in the way the...
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...Discuss the factors causing the employee’s dissatisfaction As a manager, the toughest on the job tribulation I encountered was malcontent employees. My second challenge was formulating a strategy to rehabilitate these disgruntled employees and preventing the toxicity from permeating the entire team. I began thinking and concluded that a work relationship is very similar to a marriage. When a woman says "I do", she takes a declaration to love, honor and obey her husband. Likewise, when we accept a job offer, as an employee we take a metaphorical oath to respect, honor, and be loyal to the employer. Consequently, like a marriage, employees envision a promise of “happily ever after” from their employers. Employers and employees in comparison to husbands and wives undergo episodes of disagreement and experience consternation within their relationship. These conflicts can cultivate insecurities and the honeymoon can end abruptly. Perceptibly, it is obvious from the case study that the employee is discontented with either her current profession or her employer and has planned to quit her job. Although the case did not divulge any information is essence to her despondency, most frustrated employees share the comparable reasoning for dissatisfaction on their jobs. Stewart and Brown (2009) discuss many factors for employees’ dissatisfaction throughout the textbook, Human Resource Management. Nevertheless, the employee is regurgitating her frustrations to Malik because of the quantity...
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... She expressed her dissatisfaction with the job, relating it to a feeling of being overworked, undervalued, with no challenge to learn new skills and no vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not recognized, unfairly treated, not challenged can build lack of motivation, dissatisfaction with the job and desire to quit. Factors that could be improved...
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...Your First Day on Your First Job ‘You got the job! You got the job!’ were the words that joyfully rang out from the fast stuttering mouth of my closest neighbor, Maggie. She brought the good news that her boss, Regina Dumas, had agreed to employ me as a secretary for the non-government organization ‘Agency For Rural Transformation’. I couldn’t contained myself and exclaimed ‘Yes, I did it! Finally I can work and earn my own money!’ All too soon the day came for me to head off for my first day of work. I woke at 4:30 a.m., too excited to sleep anymore but anxious to start the journey to my workplace. ‘Make sure to drink at least a cup of tea’ was the forceful sound of my mother’s voice. She was happy for me, and wanted to ensure that I had a good start before beginning the workday. By 7:00 a.m., I was fully dressed in my long sleeve blue pant suit, paired with a florescent blouse and accessorized with my black shoes and brown leather bag. I kissed my mom goodbye and waited outside the house on the verandah for the sound of the blaring horn from the hired bus to take us to the workplace, a full seventeen miles from home. For the most part, the journey from St. Andrew’s to the parish of St. George’s was a smooth and uneventful ride. I travelled through the main winding mountainous road which took me through the rain forest, with its luscious pine trees. With the windows open, the fresh morning breeze smoothly bathed my face, giving it a refreshing feeling. The scent of the...
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... 1 Hi-Ho Yo-Yo, Inc. BUS 644 Hi-Ho Yo-Yo, Inc. 2 First we must incorporate priority rules. Priority rules are regulations which determine in which succession the orders in front of a production line should be worked (Stevenson 2011, p. 712). In deciding what priority rules to acclimate, an organization such as Hi-Ho Yo-Yo, Inc. should achieve the following objectives: 1. Meet due dates of the customers if the product goes directly to them or the downstream operations if the product is but an input of another. 2. Minimize the time the order spends within the process including wait time. 3. Minimize work-in-process inventory which inevitable ties resources which can otherwise be used in more productive activities. 4. Minimize idle time of both machine and human resources. Given these objectives, Hi-Ho Yo-Yo, Inc. can choose from different priority rules and some of the most popular are as follows: (Retrieved from table 16.2, Stevenson 2011, p. 712). First Come First Serve If Hi-Ho Yo-Yo, Inc. chooses this method to decide how the 5 orders are lined up, this will mean that the first order received will be processed first. The following table shows how this choice measures according to different measures of effectiveness: Job Date Order Received Set-Up Time (days) Production Time (days) Total Processing Time Flow Time Due Date Delays A 6/4 0.25 6 6.25 6.25 11 - ...
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...Name: Steve Chastain Name of Article: How to Prepare for a New Job Orientation, What to Expect at a Job Orientation Name of Journal or Website: About.com Name of Author: Alison Doyle Date of Publication: No date on the article Abstract This article was about how professionals starting a new job can prepare for the orientation process. HR professionals work hard on getting the things together to get you through orientation as quick and painless as possible. There will be a lot of information thrown at you and you might not catch everything. This article describes how to prepare for it, call your employer when you are preparing that helps bridge the gap so nothing is missing the day you go in. Ask questions; don’t be afraid to speak up because someone out there is thinking the same thing. Things to take away from this article are, how to prepare for the orientation itself. Call ahead if you are unsure of what to bring or expect. Always dress appropriately for the orientation, you may have executives that stop in and speak. Show up early and check in, especially on your first day of orientation, after that you can judge when you should show up. Bring something to write with and a note pad to take notes there may not be ones provided for you and you have nothing to write down the information you want to remember for yourself, or even question you may want to ask out of a classroom setting. If you don’t know the tax information off the top of your head have it...
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...Production-Planning and Control Systems 1 HOGWARTS SCHOOL OF IMPROVEMENT INITIATIVES PPC Capacity Planning, Aggregate Planning, Master Schedule, and ShortTerm Scheduling Capacity Planning 1. Facility Size 2. Equipment Procurement Long-term Aggregate Planning 1. Facility Utilization 2. Personnel needs 3. Subcontracting Master Schedule 1. MRP 2. Disaggregation of master plan Short-term Scheduling 1. Work center loading 2. Job sequencing Intermediate-term Intermediate-term Short-term 2 HOGWARTS SCHOOL OF IMPROVEMENT INITIATIVES PPC PRODUCTION PLANNING HIERARCHY Long-Range Capacity Planning Aggregate Planning Master Production Scheduling Production Planning and Control Systems Pond Draining Systems Push Systems Pull Systems Focusing on Bottlenecks 3 HOGWARTS SCHOOL OF IMPROVEMENT INITIATIVES PPC PRODUCTION PLANNING HORIZONS Long-Range Capacity Planning Long-Range (years) Aggregate Planning Medium-Range (6-18 months) Master Production Scheduling Short-Range (weeks) Very-Short-Range (hours - days) Production Planning and Control Systems Pond Draining Systems Push Systems Pull Systems Focusing on Bottlenecks 4 HOGWARTS SCHOOL OF IMPROVEMENT INITIATIVES PPC Production Planning: Units of Measure Long-Range Capacity Planning Entire Product Line Aggregate Planning Product Family Master Production Scheduling Specific Product Model Labor, Materials, Machines Production Planning and...
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...Prisoner Reentry Imagine being in prison serving a five year sentence for your first offense of being a manufacture and distributing drugs. You probably couldn’t picture that in your mind because it is something you never want to happen and think that never would happen. That is what ran through my mind growing up, that I would never experience life in prison. But years ago, after graduating from high school going into college I surrounded myself around the wrong type of people. I found myself being in college that it was hard to get a job and concentrate on school, and one day I was introduced to the possibility of making money. The way I was going to make money was by distributing drugs, and my first few thoughts were; I shouldn’t do this because of the consequences of being caught, or I should take this opportunity to make some good money while in school. At the end of the day I ended up taking the opportunity and after continuing to do it for a year a two months, I was caught distributing and then sentenced to five years of prison. That was the time of my life where I was scared because I did not know what to do or what to expect prison was going to be like for me. My time being in prison everyday consisted of waking up at 7:30am everyday as officers did a roll call, eat breakfast at 8am then go do the job I was assigned to do that day if there was any, from there I would go to lunch and then back to work if there was more work to be done or I would go back to my cell to...
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...Guiding Principles An effective orientation will: • Foster an understanding of the campus culture, its values, and its diversity • Help the new employee make a successful adjustment to the new job • Help the new employee understand her role and how she fits into the total organization • Help the new employee achieve objectives and shorten the learning curve • Help the new employee develop a positive working relationship by building a foundation of knowledge about campus mission, objectives, policies, organization structure, and functions Before the Employee Arrives The new employee orientation process begins before the employee comes to work. Planning ahead for your new employee's arrival will allow you to spend productive time on that first day. So, before the employee arrives you should: • Notify everyone in your unit that a new person is starting and what the person's job will be. Ask the other staff members to welcome the new employee and encourage their support. • Prepare interesting tasks for the employee's first day. • Make a copy of the job description card, Brassring job vacancy listing (JVL), job performance standards, campus organization chart, and your department's organization chart. • Enroll the employee in the New Employee Welcome & Orientation class through the Employee Development & Training Unit in Human Resources. Ensure that they are enrolled in the Benefits Orientation as well. Enrollment in the on-line or...
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...position at our company’s pizza restaurant. The goal of our company is to hire the best person possible for the daily operations of our restaurant. In all size companies, it is the goal to make sure the company obtains the best recruits it can obtain. The following packet is directed at giving each General Manager the correct analysis of the job, so that he/she understands what they are responsible for. It also describes the selection process, how to hire and train new employees, and the benefits for employees. Introduction The job market is very competitive and more companies find it important to get the best employees it can. All processes for hiring new employees must be the best they can be and fit the company’s needs. This will help with the success of the company as well as well as the employee. The complication that occurs is matching the right employee with the right job. Having the right tools will help with selection, recruitment, and make sure that only the best applicants are paid the most attention. This helps the company hire the most qualified employee for each job (Bohlander & Snell, S. A., 2007). Job Analysis The job of General Manager is to run the restaurant according to company policy. Of all the members of the management team, the General Manager is responsible for the daily running of the restaurant. They are responsible for hiring staff, ordering food products, cash flow, increase in profit, and satisfy the customers. They must also make sure that...
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...main for round one was to focus on maximizing revenue. We did not want the revenue to ever drop from $1000, so we took action based on the utilization rates of the machines. We needed to have sufficient capacity to maintain lead times of less than a day and at most, 1 day and 9 hours. Based on the linear decrease in revenue after a lead time of one day, it takes 9 hours for the revenue to drop to $600 and our profits to be $0. In terms of when to purchase machines, we decided that buying machines as early as possible would be ideal as there was no operating costs after the initial investment in the machine. Having more machines seemed like a win-win situation since it does not increase our expenses of running the business, yet decreases our risk of having lead times of over a day. The only expense we thought of was interest expense, which was only 10% per year. Therefore, we took aproactive approach to buying machines and purchased a machine whenever utilization rates rose dangerously high or caused long queues. As we will see later, this was a slight mistake since the interest rate did have a profound impact on our earnings compared to other groups. Machine configuration: Our final machine configuration (which was set on Day 67) was 3 machine 1's, 2 machine 2's, and2 machine 3's. This lasted us through the whole simulation with only a slight dip in revenue during maximum demand. In terms of choosing a priority for machine 2, we decided to switch to priority to step 2 since...
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...of . The notice of dispute stated by Mr Pistoff stated that Mr Dan Neksdup was called back to work and began working December 8th 2010; he is a junior to Reg Pistoff, Mr Pistoff should have been called back to work first. The remedy the union demands is that the employer ceases and desists from violating the collective agreement, That the incidents be rectified and proper compensation, including benefits and overtime at the applicable rate of pay be paid, and that all who are affected be made whole in every aspect. Facts of the case: Before we look at the history of the case and the employment relationship between Mr Reg Pistoff and Acme Chemical Company, we must firstly address the employment contract in place at the warehouse. The union and the employer (Acme chemical Company) had a collective agreement which it had been using for the previous two years, from 2008 until 2010. A side agreement which the union and the employer Acme Chemical Company have had for the past two years provided the following: “Where permanent employees’ position become redundant to the company’s need any temporary jobs shall be filled by those employees whose positions have been made redundant in order of seniority, with the most senior employee to be offered the temporary job first”. The ‘side agreement’ also contained a provision for termination by either party on a one-month’ notice, On September 1 2010 the union had notified the employer Acme Chemical Company that it intended to terminate the...
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