...regarding her performance appraisal. This situation definitely could have been prevented. First of all time was not given when going through her evaluation. Her supervisor Mrs. McCallister kept putting off her review because she was too busy. Finally she made time for Sonia. With that being said it didn’t allow the necessary conversation between the two to be taken. From what witnesses stated that Sonia came out crying. From what was put in her review she was not performing up to par. This leads me to conclude Mrs. McCallister just gave her critiques on Sonia ending the conversation. I don’t believe Sonia got the time she deserved to really see what she needed to truly improve on. In all honesty, on the accounts of Sonia’s actual performance she got praise. It’s when the supervisor went into a more opinionated appraisal that things turned south. The supervisor also stated that she was happy with the quality and accuracy of her work. So why would the supervisor find it necessary to put in her review that she is excessively on the phone, that it’s interfering with her work and endangering patients. This supervisor clearly didn’t put in the effort to find out what Sonia needs to improve on. Rather she just took cheap shots at Sonia, to have some time of improvement on there. Sonia’s review should have not reflected so heavily on the “attitude” that was given but more on her actual work performance. Sonia has a few options she could do after this performance appraisal. One, if she is feeling...
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...Hi, it’s Geoff Frazier. Well, we made it! Day 90, and we’ve talked about that first 100 days. The process that we go through to get to that day 100, which is when we do our first review. We’re 10 days away from doing the first review, I just wanted to send you out a quick message as far as what you can expect. What you need to prepare for when we get together in 10 days. Here’s the great news! You don’t have to do anything. That’s easy. There are five areas that we’re going to go over, so I wanted to briefly go through those so you know what we are going to be talking about. Number one, we are going to ask you, has anything changed personally or professionally since we last met. Anything else we need to know about? We’ll always...
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...Memorandum To Regional Human Resources Director, Lowes Home Centers, Inc. From: Human Resources Manager, Lowes Home Centers, Inc. CC Senior Vice President Store Operations, Lowes Home Centers, Inc. Subject: Proposal for implementation of new Performance Management System in Region 3 with Lowe’s Home Centers, Inc. Thank you for reviewing and accepting my request for research regarding a new Performance Management System for implementation in region three for Lowe’s Home Centers, Inc. Please find my proposal below for implementation of a new Performance Management system to be utilized by Lowe’s Home Centers, specifically the Atlanta, GA region, region three. Performance management in the work place is vital and can ultimately make or break a company. Consistency is one way to ensure that a company is treating each of its employees the same and not signaling out employees to reprimand. Research shows that having a strong and consistent performance management system in place helps companies to grow and develop its employees while maintaining discipline throughout the company for employees who fail to follow company policy and procedures. Consistent performance management can help to develop strong employee morale in its stores and create more profit for the location. Performance Management in the Workplace Lowe’s Home Centers, Inc. Region Three | | Executive Summary Lowe’s Home Centers, Inc., region three, located in Atlanta, Georgia consists of...
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...Strategies for Successful Interviewing The first thing which everyone appearing for an interview should be very thoughtful about is your resume. It is used as a medium to shortlist from a pool of candidates. We would like to discuss few tips which one can give you an edge when it comes to resume. Resume: Do’s and Dont’s. Before you start work on your resume, review free resume samples that fit a variety of employment situations. These resume examples and templates provide job seekers with examples of resume formats that will work for every job seeker. Don't just copy a resume example that you like. Instead, choose your resume very carefully. Review resume examples, choose a type of resume that highlights your strengths and achievements, review what information to include in your resume, and review a typical resume format. Remember, your resume needs to impress the hiring manager enough so you get the interview. That means it needs to be perfect. 1. Keep it simple 2. Be honest 3. Follow the format: Latest in first out. Career objectives should not be copied. They should be in sync with the company objectives. One needs to be clear with his/her objectives when it comes to finals. Highlight the projects done and try to portray your learnings from the same, Companies look for ability to learn, try to portray that you are a manager who is open to learn new thing. Customize your objective, customization does not mean embellishing it. It means customizing as per your aspirations...
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...Using the SQ3R Study Method A. Kent Van Cleave, Jr., Ph.D. Why use a study method? Perhaps you have noticed recently that everyone, especially in the news media, is talking about something called the information revolution. This term refers to some profound changes that have affected most aspects of our lives and that have been caused by computers. In the workplace, information technology has caused many work organizations to completely restructure themselves. Electronic data interchange has helped companies closely link themselves with their customers and their suppliers. Computers have made mass production obsolete by giving manufacturers the ability to customize the product exactly the way the individual customer wants it. (Look for the big auto manufacturers to have Websites soon where you choose nearly every feature on your car, apply for a loan to buy it, and then specify where it will be delivered, all without having to go to the showroom.) Computers have also automated many jobs, including those of many middle managers. The result of this has been fewer levels of management in large organizations and higher productivity in the production facility. For most products, the cost of the goods on store shelves has dropped dramatically over the last ten years. But this explosion of information technology has its challenges in the workplace, too. Because of it the pace of change has increased. Work organizations find that they must continually adapt as technology progresses...
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...given the opportunity to train and assess in the Diploma of Management within a WA-based RTO. Individualised Learning Plan: TAE40110 SAVE Training Introduction This document is used to plan a learning and assessment pathway that best suits you. The duedates and structure set out in this plan have been tailored to ft your current circumstances. We can review and change this plan at any time if for some reason it's not working out or there has been a major change in your situation. Please contact us if this is the case. Our aim is to help you get qualifed sooner than your maximum enrolment period, this will create a bufer of extra time in case you need it. If you feel you are not going to meet a deadline set out in this plan it is important to contact us so we can review it for you. Don't avoid us if you miss a deadline – it's not the end of the world and we'll help you get back on track. Just because we suggest you work through a certain section or complete a particular activity does not mean you can't explore elsewhere in the site! In addition, it is unlikely that you will get all the information you need just from the Learn section so make sure you get amongst the 'Web and do some research. Remember, we are here to help. We aim to be the most helpful, friendly, approachable trainers around and you...
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...Introduction By general agreement and on the basis of first hand experience, the review of literature in most student research (and some professional academic research too) is clumsy, naive, turgid, confusing and often down right dull. But given the central importance the literature review holds in our academic writing tradition, and its pivotal role in the academic assessment of research why are we still executing them so badly? Specifically, why do students find them so difficult to write? And academics find them so disheartening to read? There is no shortage of guidance in how to undertake a literature review. Comprehensive guides to business research such as Gill and Johnson (1991) or Cooper (1989) contain some guidance. More comprehensive are the general thesis guides such as Dunleavy (2003), Teitelbaum (1998), Baker (2003), or Evans (1996). There are also many specific guides to undertaking a literature review such as Baker (2000), Rowley and Slack (2004) or Hart (1999). Indeed, any competent trawl of the internet will generate innumerable guides and resources from universities around the world. The issue it seems is not the lack of guidance, but how such guidance is translated into the finished product. As a consequence this article focuses upon how to write the literature review, some techniques that can be used to ^ Correspondence: Mark Gabbott, Department of Marketing, Monash University, P.O. Box 197, Caulfield East Melbourne, Vic 3145, Australia, Tel: 00 61 3 9903...
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...process of a traditional Porsche customer. The need recognition for the traditional Porsche customer would be internal and external stimuli. The need to have a nice exclusive car no matter, how it drives would be internal stimuli. It’s a status quote. External stimuli would be that they do not feel comfortable that just the average person can buy it. This is only for financially successful people. The traditional customer did their information search by making sure that the price and quality was high enough to meet their expectations. They are strong and satisfying feeling. The evaluation of alternatives for the traditional customer was the logical thinking that not anyone could just drive and afford a Porsche. By accomplishing the daily task. The purchase decision was made due to them enjoying the machine and it fast engine. The post purchase behavior is that if Porsche continue to meet their customer relationship loyalty then the traditional would keep faithful. 2. Contrast the traditional Porsche customer decision process to the decision process for a Cayenne or Panamera customer. The Porsche customers need to identify whether they will choose for a Cayenne or Panamera. The post purchase behavior for Porsche customers expect that Cayenne is SUV but they dissatisfied with performance. The Sports Luxury car traditional customer prefer the Porsche 911 for its speed. The surprisingly enough the SUV is just as fast even with its heavy endurance vehicle...
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...seem to you that Alan is actively listening? Why or why not? To me it seems like he is not because of the fact that when he is telling them about their reviews and they are explaining why their work is the way it is he does not seem to take it into consideration. Alan just hears what he wants to hear no matter the situation. Such as family problems when it is being explained to him why the male employee was missing days and coming in late he told the male employee “Look, I don’t want to get into your family issues. Can we just focus on the work for now? Wood, J. (2010). Interpersonal communication: Everyday encounters. Boston, MA: Wadsworth. 2. Describe how Alan’s opening thoughts on his job, narrated in the video, affect his approach to the performance reviews. Does Alan’s view of his job foster a negative or positive work atmosphere with his employees? Explain. In the opening of the video (Wood, J. (2010). Interpersonal communication: Everyday encounters. Boston, MA: Wadsworth.) Alan speaks about how he dreads this time of year for reviews and how he has always felt inadequate for the task. With Alan already feeling the employees resent him and the fact he feels he is not good for this type of situation it puts more stress on him and instead of truly taking the time to figure out the problems he rushes through hoping just to get it done and over with. So with him having a negative feeling it shows through and he puts it onto his employees no matter how many ways he tries...
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...follows Forrest through 30 years of trials and tribulations, placing Forrest within historical moments of history, and in pursuit of his one dream–his “most special friend,” Jenny. According to the Washington Post, Forrest Gump won Oscar awards for Best Picture, Best Actor (Hanks), Best Director (Robert Zemeckis), Film Editing, Visual Effects and Adapted Screenplay. The movie was well deserving of these awards since the acting and the visual effects were extraordinary. The films’ actors success in portraying their characters is a major factor in the film’s awards. Tom Hanks and Robin Wright worked well together, just like “peas and carrots.” The on-screen chemistry between the two was phenomenal. I felt a real connection between the two, finding myself mad at Jenny when she blew Forrest off and in tears when he told her that he was heading to Vietnam. Mokui’s Movie Review states “Tom Hanks IS Forrest Gump…He breathes life into the guy and you will feel what Forrest feels” (1994, par 1). James Berardinelli states, “Robin Wright gives the best performance of her career, surpassing what she accomplished in The Playboys” (1994, par2). Another performance that stands out is that of Gary Sinise. Sinise plays the part of Lieutenant Dan Taylor, whose life is saved by Forrest during the Vietnam War. James Berardinelli writes, “In this movie, his Lieutenant Dan Taylor is riveting” (1994, par 3). I thought that Sinise was quite convincing with his emotions throughout the movie, as if he was...
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...and human resource professionals today." (Silzer & Church, 2009) In order to ensure that this analogy, which is critical, remains true for any company they must continuously have mechanisms of feedback and then reviews of employees on a regular basis. Most companies would have employee reviews once a year, however, I believe that it is better for this to be done twice a year. There are companies that utilize just annual performance appraisal process by using the performance reviews that evaluate individuals with the potential to succeed in more complex or higher-level roles within the organization. This approach brings to light the question: does past performance realistically predict future performance especially in higher-level positions? Just a quick aside the Corporate Leadership Council defines a high potential employee is someone with the ability, engagement, and aspirations to rise to and succeed in more senior critical positions (Silzer & Dowell, Strategy-Driven Talent Management, 2010) Organizations and businesses utilize various techniques such as performance reviews, assessment centers, leadership style assessments and cross-organization project assignments in order to easily differentiate individuals with the potential of meeting the future needs of the organization or company (Silzer & Dowell, Strategy-Driven Talent Management, 2010). Allowing the individual employees to see...
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...Literature Review This review examines key concept and approaches used in this research. The review begins with the brief discussion of Just in Time and its impact on enhancing Supply Chain performance, later focus on the principles of JIT and its role on enhancing Supply Chain performance. 1- Just-in-time manufacturing system has long been an integral part of the supply chain management. It plays a vital role in enhancing the supply chain processes of any company and is very important to be looked upon in a very careful manner. In this literature review, we also look at the role of JIT in the supply chain from three perspectives; quality, buyer-supplier relationship and customer relationship. 2- Just-in-time offers a smooth, continuous and optimised workflow, with carefully planned and measured work-cycle times and on-demand movement of goods, reduces the cost of wasted time, materials and capacity. Team members can concentrate on their tasks without interruption, which leads to better quality, timely delivery, and peace-of-mind for Toyota’s customers. Just-in-time is itself, based on four key principles that work together to support this unique concept at every level: Heijunka, Elimination of waste, Takt time and Kanban. HEIJUNKA – LEVELLING THE FLOW Heijunka The term Heijunka describes the foundation of the TPS approach to just-in-time processes – ones in which inventory costs are minimised by having the parts required arrive at their point...
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...Kayla Itsines Review For Those Thinking About Buying Her BBG. Hi everyone, I'm Jenny and today I want to give a little Kayla Itsines review for those who are thinking about buying her Bikini Body Guide. If you want the real truth about her guides then please do read on... Ohh, and this isn't going to be like all the other hyped up fluff like all of the other Kayla Itsines reviews out there so if you're wanting to read something like that, this isn't for you.. I think it's pretty safe to say that Kayla Itsines does in fact have a sexy body, but has she ever been over weight or been in a position where it is a lot harder to lose weight like most of us? I mean, by the looks of her bio she's been pretty fit all her life so I doubt she's ever...
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...Building an Effective Internal IT Audit Function (While this topic is written from an internal auditor's perspective, the concepts and philosophies can be adapted to guide the external audit function as well) AUDIT DEPARTMENT PURPOSE Why does the internal audit department exist? What's the end goal? * Is our purpose to issue reports? * To raise issues? * To make people look bad? * To show how smart we are and how dishonest, incompetent, and corrupt the rest of the company is? * To flex our muscles and show that we can do anything and tell on anyone because we report to the board of directors? AUDIT DEPARTMENTS * formed by the company's audit committee (a subset of the board of directors) * for the purpose of providing them with independent assurance that internal controls are in place and functioning effectively. The audit committee wants a group that it can trust to be objective enough to tell it if there is anything the committee should be worried about. What's "really going on" in the company. The committee wants someone it can trust to turn in all the evildoers in the company who refuse to implement internal controls. Internal audit departments usually report directly to the chairman of the audit committee, so they feel protected from blowing the whistle on the hordes of dishonest managers who surely have infested the company. The real mission of the internal audit department is to help improve the state of internal controls at the company. Admittedly...
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...community can support. 3. Be Functional More people use the internet to research your restaurant more than any other method today. If you don’t have a useful website that gives people the information they need to know, you won’t get their business. From menus to ingredients to pricing information, even a simple map with directions to find you may be the one missing thing you need. 4. Get To the Top Implementing an effective SEO plan for your website is one of the most effective ways to get noticed. It’s not just about having specific keywords on your website or having a phone number – you need targeted, local content that will drive local searches to your cuisine first. 5. Have a Great Food Blog Restaurants ultimately need to establish value in some way for people to engage with them. One of the easiest ways to enhance the value you provide is through a useful food blog that can help people to cook at home, give them access to recipes, or just have a fun method of engagement. The more value you provide here, the better your overall SEO efforts will be, and you’ll open up other opportunities here as well. 6. Get To Guest Blogging Having unbiased reviews of...
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