...Racism within My Own Job I had went in for an interview at the Texas Roadhouse in Aberdeen, NC. I was standing outside with two other people one male and one female. The male was wearing khaki pants, a white buttoned down collared shirt, and spares. After five minutes of standing there, I had recognized him, it was Conley from my science class. A few minutes later the female that was wearing denims, Ugg boots, and a white Aeropostale blouse; had left. About thirty minutes later a lady in a crisp obscure shirt that read, “I Love My Job” on the back, dark blue pants, murky crocs, and a dark red waitress sash; had arrived with four cups of Starbucks coffee in her hand and rang the doorbell . Shortly after this lady in a dark collared t-shirt medium colored blue jeans, brown belt, and black and white converse like shoes had come to open the door and told us to come in and sit down. The booth that we had sat at was already prepared with appetizer plates, rolled utensils, a bucket of peanuts, and lunch/dinner menus. We sat there for roughly five minutes, before a woman in a lavender top and a black pants, had arrived at...
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...“Analyse the current government’s argument that the nature of jobs created within an economy dictate the degree of success rather than the amount of jobs”. 1. Introduction The Irish economy has changed greatly in the last Forty years. An educated workforce and Urbanisation of our towns and cities has seen an industry shift. There are a number of important factors that allowed this to happen so quickly. Ireland’s membership of alliances such as the E.U. and the O.E.C.D and the directives that were incurred as a result of these memberships. More recently in the Nineties the economy had enjoyed a period of prosperity which was generally accredited to the provision of subsidies to knowledge based industries such as I.T., Financial Sectors and Research & Development. This coupled with a desirable location and a new highly educated workforce. As stated in the department of finances report in 2011 the economy experienced imbalances due to bad auditing systems in the banking and building sectors. “The Irish economy was transformed over the past two decades. Per capita income rose strongly, converging towards and subsequently overtaking European average levels. However, from the early part of the last decade, imbalances began to emerge which made the economy increasingly vulnerable. A major property bubble began to unwind from 2007, and the fall-out from this was exacerbated by the major deterioration in the external environment...
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...Abstract There are many factors in which comprise the impact of females in policing, one in which how they are treated within the work environment. Other things do come into play when trying to increase females in policing such as expanding on the diversity being accepted in police agencies. Many females think they are treated unfairly and unjust according to the system, it seems to always come back to the fact that women feel like they are being mistreated which needs to be changed. Females should not feel inferior to males within the workplace even if they are feeling belittled by other male officers. One way females can “vent” about what is being said or done to them, is mentoring within the workplace; this will help them with stress, and getting more comfortable with the job by being able to talk to someone about it. There are many positive affects that females have in law enforcement, and knowing that there should be a population growth with females in policing. Police departments are more diverse today than ever before. Females in policing are known to have a positive impact within all law enforcement, policing being most common. Many things come into play when females are within law enforcement, some being good, and some bad. Females do come across problems within the workplace, but so do males; this factor not setting them apart from males on the job. Females make a huge impact on policing in many ways, in which are positive to law enforcement. Although there are not...
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...to mandate productive behavior within their employees. Productive Behavior can be defined as employee behavior that contributes positively to the goals and objectives of the organization. (Jex & Rex & 2008) When an employee is displaying productive behavior, there job performance usually will reflect that. In order for an employee to be successful, it is extremely important that they adapt to their organization. When an employee feels comfortable and believes in their organization it is more common to find productive behavior. Contributing factors that can lead to productive behaviors in an organization can be incentives, promotions, and recognition within the work place. A content and successful employee in an organization will want their organization to be successful as well. This will lead to employees wanting to come to work on their scheduled hours. Employees will consider the effect their absence will cause the company. An employee simply attending work does not necessarily mean that they are displaying productive behavior. They must also be productive within the time that they are scheduled. Other habits that contribute to productive behaviors would be following organizational rules and interacting with fellow employees for the good of the company. When there is counterproductive behavior within an organization, usually the case will be that employees are not happy within the organization. To define counterproductive behavior within an organization you must describe...
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...chain in Britain between 2003 and 2014, by market share. Source: https://en.wikipedia.org/wiki/Asda Recruitment and Retention of Staff The Human Resources department within Asda will need to recruit staff for the different stores that they have, meaning that they will have to collect lots of information on the people that are applying. They will have to make multiple checks on the people who have applied for the jobs, and it is their fault if they fail to conduct these checks and they employ someone who shouldn’t be employed by the company. An example of these checks are that they would make criminal reference checks to see if the person they are looking to employ has a criminal past which may put them at risk to the public if they were to work in one of the stores. It is also the HR department’s job to conduct and interviews that need to take place, as well as any monitoring of the individual if there is a process such as this. However, the HR department also have the job of keeping staff as well. Some of the company’s staff may want to leave for certain reasons, however Asda’s HR department may be able to entice them to stay by doing something as simple as increasing their wage or even giving them more responsibility within the store so that they will stay within the company. Contract of Employment Within the first eight weeks of employing the new employee or employees, Asda must send a contract of employment to them. If they fail to do this meaning that a contract of employment...
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...Job evaluation is defined as a systematic process of determining the relative worth of jobs in relation to other job in order to establish which jobs should be paid more than others within an organization (Snell & Bohlander, 2010). The goal of job evaluation is to achieve internal equity during the salary system formation. In other word, job evaluation means the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay. The purpose of job evaluation is to helps established internal equity between various jobs in which wage paid is equal to the value of the job. When establishing the worth of a position, issues of internal equity are considered. Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. It is important that a job evaluation is felt to be fair by everyone in the organisation. Effective communication, ongoing consultation and transparency are...
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...Marrow Transplant Unit (BMT Unit). Excessive turnover in the BMT Unit is a prime indicator that lack of strategic planning in place from management. The purpose of the report will include the Unit’s background, the main causes of high turnover rate, negative effects of turnover, different misconceptions associated with employee turnover, recommendation for curtailing the rate of turnover within the Unit and manage those to increase retention. 1.1 Organisation Background Cancer Care Services at the RBWH is the largest cancer service in Queensland and it’s also one of the largest in Australia (RBWH Research Report 2011). The Service encompasses divisions such as: Medical Oncology, Radiation Oncology, Haematology and Bone Marrow Transplant. The BMT Unit offers all treatment modalities for adult bone marrow transplantation. The 86 staff in the Unit comprises: 1 Nurse Unit Manager 2 Nurse Staff Managers 1 Assistant Director 1 Nurse Director. The Nurse Unit Manager manages the staff’s recruiting and rostering within the Unit, while the Nurse Staff Managers manages the staff recruitment within the whole Cancer Care Services line. 2. Description of the Problem Despite Cancer Care Service’s success story, the BMT Unit is facing a serious Human Resource problem: a high turnover rate. With over 13% annual average turnover, the BMT Unit is experiencing loss of key staff and the cost of hiring is impacting on organisation profit and quality patient care. In order to continue...
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...Job Description Matrix HCS/341--Human Resources in Health Care August 27, 2012 Deidra Johnson Job Description Matrix Recruitment Matrix Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Job Centre’s | External | Yes, appropriate for health care because thousands of individuals can be contacted at a low cost to the organization. | Job Advertisements | External | Yes, appropriate for health care. Particularly internet advertisement where individuals can locate online job sites focusing on various jobs within the healthcare system. A large number of individuals can be targeted through advertisements therefore a top candidate for the position is found. | Recruitment Agency | External | Yes, appropriate for health care. A recruitment agency is hired by an organization to seek out potential employees with specific education and skills. | Personal Recommendation | External | Yes, appropriate for health care. A positive personal recommendation can demonstrate to the human resource staff what type of employee they are hiring, what type of skills they possess, and if they possess good work ethics. | Clinician Referral | Internal | Yes, appropriate for health care. A clinical referral from within the organization can make the process easier for the company. If an open position is filled by a current staff member already in the organization it can cut back on education cost. In addition...
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...Job advertisement: A job advertisement is important as this provides potential candidates an opportunity to apply for the job but most importantly allows them to see what they’re applying for. Additionally, it is also significant as it allows a variety of people to look at what Starbucks have to advertise, therefore attracting potential candidates suitable for the job. By having a job advertisement allows different people to apply for the job and also provides contact details if somebody is interested in applying for the vacancy available. For starbucks, in their job advertisement they provide information such as; part time or full time work hours needed to work, salary, the role of the job and also contact details for further details and how to apply for the job. The job advertisement is easy to read and user-friendly as it is detailed and describes every aspect of the job. Also, this includes the location of the job, this is significant because it is important to know where the job is based so that you’re not applying for a job that isn’t too far away. This also provides you with the salary that you will be paid, hours of work and the closing date of when the application is closed. These are significant because applicants need to know when to do the application by and also would be interested I the amount they will be paid and how many hours the job requires as this is important to see whether the job suits them and their needs. Starbucks Job Vacancy/Advertisement: ...
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...FINAL RESEARCH ESSAY: INVESTIGATING HIGH TURNOVER RATES WITHIN THE HOSPITALITY INDUSTRY The hospitality industry is a category of the service industry which offers a product-service mix to guests, including lodging accommodation, food service operations, event planning, visitor attractions, transportation and cruise lines and other operations aimed at hosting or catering to guest needs. While the hospitality industry provides immense benefits to worldwide economy, lifestyle and culture, researchers suggest that the hospitality industry suffers from negative effects associated with turnover rates as this industry is amongst the highest in employee turnover rates. (Lewis, 2012). The high employee turnover in the hospitality industry is believed to be due to the nature of the work, lack of job satisfaction and lack of motivators delivered to employees by employers or organizations (Carver, 2011). While the industry struggles to establish to understand employees and keep them satisfied with their jobs, understanding the industry in necessary in understand the behavior of employees. The exceptionally high turnover rate in the hospitality industry is approximately 20 times the national average for the Unites States of America in employee turnover. The hospitality industry turnover rate sits over 60 percent while the United States of America has an average 3-percent rate in annual turnover of employers, within all industry, excluding hospitality. (Lewis, 2012). One of 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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...Resources Planning within Organisations 3 Job innovation and change in skills requirements 3 Employment protection legislation 3 Technological changes 3 Scope and variety of markets 3 Information Communication Technology (ICT) 4 Labour costs 4 The staff replacement approach 4 Short term human resource strategy 5 Vision-driven Human Resource Development 5 Choosing the right approach 5 2.2 The main processes involved in HR Planning 6 Forecasting Demand 6 Forecasting Supply 7 Closing the Gap between demand and supply 8 2.3 Recruitment and Selection Process – Gasan & Mediterranean Bank 9 Recruitment Process 9 Selection Process 10 2.4 The effectiveness of the recruitment and selection techniques used within organisations 11 3.1 Motivational theories and reward 15 3.2 Job Evaluation – Evaluation of the Process 18 1. Compensable factors 18 2. Job description and person specification 18 3. Evaluation of the jobs 18 Advantages of Job Evaluation 19 Disadvantages of Job Evaluation 19 Determining Pay 20 3.3 The effectiveness of reward systems 21 Wage 21 Salaries 21 Team Based Pay 22 Non-Cash Incentives 22 3.4 Methods used in monitoring employees’ performance 23 Reporting Methods 23 Overall Assessment 24 Guided Assessment 24 Grading 24 Behavioural incident methods 24 Results oriented schemes 25 The Recommended Tool - 360 Degree feedback 25 Real-life examples 25 4.1 Main reasons for termination of employment within an organisation 26 ...
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...Sustaining Employee Performance Heather Tullis HRM/300 (BSAM1K5D82) May 2, 2016 Dr. LauraAnn Migliore Sustaining Employee Performance The jobs that I have chosen to use within my company are: Store Manager: Responsible for the overall management of the store including the sales, financial, operation, and human resources to ensure maximum profitability. Sales Representative: Responsible for ensuring a great customer experience and maximum profitability. Performs various sales and register transactions and aids in controlling shrink through customer interaction. Performance Management Performance management is the process by which an organization ensures all employees are aware of the level of performance expected of them in the assigned role. This is including individual objectives and overall organizational objectives including improving productivity, employee growth, and time management. Performance management is a cycle of planning, executing, monitoring, analyzing, and forecasting. The systems are set up as a goal for each member of the team to achieve their personal goals and company standards that are expected. Performance management comes into factor on a daily basis with the Store Manager through constant communication on the daily business outcome and the results of the entire team. The sales associates’ knows what the daily expectations for the volume of the day and uses daily communication to notify the rest of the team...
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...employees of an organization. Staffing defines the process of systematically filling positions within the organization and then monitoring the performance of individual in those positions.” (Gatewood, Field, and Barrick, 2010, p, 17) Platform Technology sculpts the future of media and technology. “We create world-class experience that people love and trust and drive innovation that builds value. We bring millions TV and internet, entertainment, sports, and news, communications and home management, theme parks, television and movies.” (Comcast) Platform Technology will bring to life the best technology to come. At Platform Technology we are committed in hiring qualified individual for our business. Our goals are to bring together the selection process to choice the best candidates. This handbook is to assist recruiters and managers with the selection process. If for any reason you may have any question reach out to human resource professional in are staff if you need any clarification. Job Analysis “Job analysis is the gathering of the information about a job in an organization. This information includes the tasks, results (product or services), equipment, material used, and environment (working condition, hazards, work schedule, and so on) that characterize the job.” (Gatewood, Field, & Barrick, 2010, p. 10) Company’s Approach to the Job Analysis Process “The process of job analysis must be conducted in a logical manner, following appropriate management and professional...
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...in their jobs. So, this air line became success in the short time. As the business is successful, the employers want to expand their major business. They use their management style as an extended family type but the face their staffs are concern about their extension business plan. The staffs worry about their job opportunities, changing of management style and about their abilities for the near future. So, they become unhappy in their responses because of their stresses and threats. In that case, the Scotia Airways could easily apply their problem with Herzberg’s two-factor theory. In this theory, Herzberg suggested that satisfaction and dissatisfaction of people are not opposites but two different ideas. If the employers fill their staffs’ dissatisfaction and worries into satisfaction factors, the stuffs’ will work more hardly and effectively for their jobs. By this way, the management team of the Scotia Airways can apply their staffs’ needs and wants into satisfaction factors. The employers can also apply their job with Adams’ equity theory of managing people. He pointed out the employees’ needs and wants by comparing their facilities or salaries with other employees from the same company or competitors’. So, in this Scotia Airways case, the management team could apply the staffs’ needs and wants by discussing with the staffs. (2) In the management team of Scotia Airways, they face difficulties related to their stuffs. The stuffs worry and concern about their job opportunities...
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