...Sampling Plans 1. Survey Method 2. Qualitative Method 3. Quantitative Method B. General Information 1. Research Design 2. Mythology C. Who does it affect 1. Expected Results 2. Reports IIII. Conclusion and Recommendations Introduction Employees of all incomes brackets and age groups continue to become less and less satisfied at work. Employee satisfaction means different things to different people. For example, an employees’ motivation can range from basic pay to survive, to contributors that work for the satisfaction of contributing to the greater good (Thompson, (2004). Research indicates that satisfied employees are more likely to stay with his or her employers (Heathfield, 2012). According to this survey 82% of the employees at this hospital indicated overall satisfaction with his or her position with 35% reporting he or she was very satisfied. More surprising 62% said that the current job market did not play a role in his or her job satisfaction. Hospitals have a well-balanced diversity of people and levels of working roles. In process for any giving organization to make sound decisions within the company, it is beneficial to display effective employee satisfaction. This paper will cover the value of employee satisfaction and the proper ways that it should be displayed effectively...
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...COSTCO ASSIGNMENT QUESTIONS 1. What is Costco’s business model? Is the company’s business model appealing? Why or why not? Costco operates on a low-cost business model, which is extremely successful for them. They strive to keep their customers coming back by providing them with the lowest possible prices every time. They also focus on providing their customers with products they will actually want and will buy. This is a very appealing business model because since they run on a membership fee and because of their extremely fast turnover rates, they know that they will be financially stable for a while. We can also see that their business model is effective based on their financial statements, so we know that whatever they are doing is working for them as a company. 2. What are the chief elements of Costco’s strategy? How good is the strategy? The chief elements elements of Costco’s strategy include: low-cost, providing their customers with active items, limited selections of brands, “treasure hunt experience” and company expansion. I believe that because of their super low prices, they make a large amount of their money from the membership fees, without that they might not be nearly as profitable. However, because of the treasure hunt experience, geographical expansion, and product selection they do have a good strategy and allows them to be successful. 3. Do you think Jim Sinegal has been an effective CEO? What grades would you give him in leading...
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...enough. Students want to know that what they are learning is important and applicable to the job they seek. This assignment showed us how our course concepts can be applied in real life and how important they are. By asking managers about real-life situations, we discovered that the things we are learning in Management 386 are not random, useless facts, but important elements of the workplace. This assignment also forced us to go beyond memorizing definitions; it forced us to really understand what we were learning about, and to solidify concepts in our minds. Simple memorization does not stick in one’s mind very long, but a thorough understanding can last a lifetime. Furthermore, this assignment (which was larger and more complex than the others) really tested our ability to coordinate and work together. It was a project that we could not have completed individually. The amount of necessary work would have been too much for a single person. But together, we were able to share the burden and discover better ways of working as a team. We learned a lot over the course of this assignment, and although we couldn’t have said this before or during the assignment, as we look back on it, we are glad we did it. We’re certain that the learning points;...
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...Happiness coaches for employees 1. Do ou think happiness coaches are effective? How might you assess their effectiveness? Well, I think that happiness coaches might be effective and effectively raise the productivity of the employees, as the content employees, that are relaxed in their work are much more productive than those, who struggle with bad emotions and are therefore not focusing on work, but rather thinking over and over some bad experiences either from work or personal life. We could assess their effectiveness by measuring the final output - the productivity and quality of the work of non coached employees compared to the work of coached employees, wheather there are some differences in the outcome, or not. Also by observing how the employees interact with one another, wheather they are smiley, or still frustrated. 2. Would you welcome hppiness training in your workplace? Why, or why not? I most certainly would, as in times that there is a lot of work needed to be done in such a little time, everyone gets really frustrated, stressed and angry, feeling they will never have it all finished in time, the happiness coach would be much appreciated. He couldboost their self confidence, show them how to cope with the problems and I believe, that when you are in the good mood, confident about yourself, you are more likely to be nice and supportive to others and also do things faster and they seem much more easy for you. 3. Some argue that the happiness coaches are...
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...to the employees. It is the learned values and beliefs of what the corporation should be and these behaviors, beliefs and attitudes are accepted by the employees of the association. The culture of a company is the compilation of rules and traditions. It provides stability as it helps focus its employees behaviors. Initially Best Buy displayed a market culture. The achievement of goals as demanding as they were, they were expected to be fulfilled. Employees were hard driven to accomplish projects and stressed with long demanding ours. Initially the organizational culture included long hours and sacrifices with employees missing out on their family time and important events in their lives and women were accepting reduced pay and part time positions in order to have more time with their families. Employees made many sacrifices included their health in order to meet deadlines and increase productivity. Long hours of sacrifice was considered a part of its culture. “Like many other U.S. companies, Best Buy strives to meet the demands of its business-how to do things better, faster, and cheaper than its competitors-with an increasingly stressed-out workforce”(Hellriegel and Slocum, 2011, p. 553). The implementation of the Results-Only Work Environment (ROWE) program resulted in a change in the organizational culture. It has transitioned to a more flexible entrepreneurial culture. This type of culture innovatively creates change with experimentation. The ROWE program affords more flexibility...
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...and employees. They have a quick employee turnover rate and high goal setting. They expect their employees to reach sales goals in set periods of time which causes stress amongst the ranks. Each department in a store is accountable to one or more managers, those managers have a floor manager and so on. Although it is tough to work for Macy’s, the goals they set have allowed them to thrive in the competitive department store world. There are three levels to the makeup of a company. Each level has many independent variables; we will be focusing on one for each level. The first level is the individuals with their skills and abilities. By using a questionnaire and sales results, we found how employees use their skills and abilities to meet their day-to-day goals. The next level is group processes. At Macy’s, departments are expected to meet goals from all their employees together. The independent variable that we chose to analyze is group characteristics. This also uses the questionnaire and sales results used for the individuals. The last independent variable that will be discussed is the organizational goals. When employees meet their goals, this allows the group to perform well and the whole store is better off. Each store competes to help Macy’s be a great organization. In our analyses we found that workers at Macy’s are stressed to meet their goals. This stress factor causes the employees to push themselves to reach their goals, but is also a large factor for why some...
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...Behavior Organizational behavior is term that one does not hear often in day-to-day life. But organizational behavior is something that is seen and heard many times over throughout the work-day. The reason why one would see and hear organizational behavior but not be aware is because most people are not aware of what comprises the field of organizational behavior. This paper will cover the important terminology used in organizational behavior, the observable aspects of said important terminology and provide a brief analysis of the culture and behavior of Speedy Cash, a nation-wide financial services organization that provides payday loans to the general public. Important Terms and Observable Aspects There are four important terms in the field of organizational behavior. They are organizational behavior, organizational culture, diversity and communication. Organizational behavior is “a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness” (Robbins & Judge, 2009, pg. 10). The observable aspects of organizational behavior would be the ethics used by employees, teamwork, IT usages, absenteeism, diversity of employees, turnover, and the importance of human capital. These are just a few items that can be witnessed within an organization. Organizational culture can be confused with organizational behavior. Organizational culture...
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...PERFORMANCE APPRAISAL REAPPRAISED: IT’S NOT ALL POSITIVE Article by: Todd Grubb, Troy University Introduction Performance management had been described by the author as a creation of an entire system bringing together all of the essential factors so all of the people are enabled to work in an aligned and coordinated manner to the best of their abilities. While distinguishing performance appraisal as much more limited, the author stated that it is a process to assess how individual employees are performing. In his book, Human Resource Management, Ivancevich describes performance management as a process by which executives, managers and supervisors work to align employee performance with the firm’s goals while performance appraisal is the activity used to determine the extent to which an employee performs work effectively. To further simplify the difference between these two terms, N. Nayab (2011) states that performance management aims at managing performance real-time to ensure performance reaches the desired levels whereas performance appraisal sets job standards and evaluates past performance based on such set standards. (www.brighthub.com/office/humanresources/articles/84772.aspx). Shown below is a comparison between performance appraisal and performance management: Source: Guest, D E et al (1996) The author stated that the common beliefs of performance appraisal are that an individual’s pay should directly reflect the performance and contributions made,...
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...STRESS IN THE WORKPLACE STRESS IN THE WORKPLACE: CAUSES, EFFECTS AND HOW WE COPE Introduction In a world of constant technological and industrial advancement on a daily basis it seems, one would expect that our lives should be easier than say 30, 40, or 50 years ago. Internet access, computer and other advancements have certainly made our lives easier in some ways, but one thing that hasn’t happened is a decrease in stress. It seems the more we have the more we want, and the more we do not achieve what we want, the more stressed we become, in our personal and professional lives. Employers have always been faced with the challenge of finding the perfect employees, just as individuals are searching for the perfect place of employment. Part of this is not only the potential candidate’s personality, and how they will handle a particular job and its responsibilities; but part of the challenge is provide incentives and benefits that will entice the perfect employees. Stress can be a major factor in any job situation and not only is it an issue of how an individual handles stress, but also how an employer combats stress in the workplace through different protocols or benefits provided to the employees. The focus of this paper will be stress in our workplace environments. Causes There are many causes of stresses (or stressors) in the workplace, no matter what trade, industry or profession one considers. The stressors however will be specific to the job. There can...
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...- Physiology - When lab rats are stressed repeatedly, the amygdala – an almond shaped nub in the center of the brain – enlarges dramatically. This swelling comes at the expense of the hippocampus, which is crucial for learning and memory, and shrinks under sever stress. The main job of the amygdala is to perceive danger and help generate the stress response; it’s the brain area turned on by dark alleys and Hitchcock movies. Unfortunately, a swollen amygdala means that were more likely to notice potential threats in the first place, which means we spend more time in a state of anxiety (snowball effect). The end result is that we become more vulnerable to the very thing that’s killing us. - Chemistry - When people feel stressed, a tiny circuit in the amygdala triggers the release of glucocorticoids, a family of stress hormones that puts the body in a heightened state of alert. The molecules are named after their ability to rapidly increase levels of glucose in the blood, thus providing muscles with a burst of energy. They also shut down all nonessential bodily processes, such as digestion and immune response. This is the body’s way of being efficient with its resources. When you’re being chased by a lion, you don’t want to waste resources on the small intestine. You’ll digest food some other time. You need every ounce of energy to get away and survive. But glucocorticoids have a nasty side effect. When they linger in the bloodstream (as they might due to chronic stress...
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...like to extend thanks to Juliet B. Schor who is a professor at Harvard University. Julie wrote a book The Overworked American: The Unexpected Decline of Leisure (1991) and also to Alexander Kjerulf. Alex is the author of 3 books including the international bestseller Happy Hour is 9 to 5 – How to Love Your Job, Love Your Life and Kick Butt at Work. These two individuals had great online information available from their books that assisted me greatly in my research. If you have any further questions please feel free to contact me via email at quaintan5748@fvtc.edu. Executive Summary Some Americans view of productivity has lead to a vision about work, such as; if you work more hours you get more work done. I think this view a misconception. The extra hours of work can potentially be harmful to the employee. Just because you’re putting in more time, does that necessarily mean you’re getting more done? Furthermore, people who are exhausted and overworked are among the most likely to stop work due to their dissatisfaction or problems with their physical health. This report will include...
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...Why are employees resigning? 1) Employees feel unrecognised and unappreciated. Employees believe they are not only expendable pawns in the greater game, they believe they don’t even receive a simple “Thank You” when they’ve performed admirably. The lack of appreciation is also often displayed in the level of compensation offered. 2) Employees believe there is little hope for career advancement or career growth. Unlike some years ago, they feel that there are distinct “classes” of employees and many jobs offer little opportunity to advance with their employer or with their career while they remain in this job. 3) Employees believe that their current position is not what it was represented to be during the interview phase. Many employees believe they received an unrealistic or incorrect job description when they applied for their position. Many employees have responded that this was a critical reason they began to test the market again as they felt a general lack of trust in their employer. 4) Employees are overworked and totally stressed out at their jobs. Many people perceive an overwhelming lack of respect for themselves and their work/life balance issues. It is ironic that this perception is one of the primary reasons for leaving employers when so many are publicizing the fact that work/life considerations are a priority for them. Employees, apparently, have decided that, in many cases, this is more rhetoric than fact. 5) Employees perceive a serious lack...
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...Next I am going to talk about the top four workplace values of mine and why they are important to me. When I look for a job, the first thing I look for in the job description is whether I am competent to the tasks and what qualifications I might need further development on. If I could only find myself qualified for half of the tasks, very likely I would not look any further on the opportunity. I consider competence the very top value in my list for a work position, because I am a person who is easy to become stressed if I feel I do not have the knowledge or skill to solve the problem on my plate. Many may find ways to handle this type of situation very well, for example, they will do research on their own, ask their co-workers or supervisors, or undertake extra training. These are the same approach I usually take at the end, but being in the initial situation is the part that makes me uncomfortable. My desired environment is to be able to know exactly what need to be complete in detailed steps so that I could make good planning in the beginning. During the progress I can have a sense of where I am and whether I am in control of all bits of details. At the end of the day, I am able to finish all the tasks I am given, on a daily basis. Some people prefer challenges and are willing to take the risk of facing the unexpected, but I am totally the opposite. I want myself to be prepared before head, rather than growing into something later on. Therefore, I need to make sure I am ready...
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...usually defined in terms of the internal and external conditions that create stressful situations, and the symptoms that people experience when they are stressed. “So there is a potential for stress when an environmental situation is perceived as presenting a demand that threatens to exceed the person’s capabilities and resources for meeting it, under conditions when he expects a substantial differential in the rewards and costs from meeting the demand versus not meeting it.” (McGrath, 1976) His definition implies that the degree of stress is correlated with a person’s perceived inability to deal with an environmental demand. Stress is correlated with a person’s fear in failure. (McGrath 1976) Stress can effect just about anyone in many different ways, there can be allot of stress that is associated with organizational behavior, different people deal or cope with their stress in different ways during work which can determine how that person produces throughout the day. Stress in the work place is very common among people who work for a living; powerlessness is a universal cause of job stress. When a person feels powerless they start to feel helplessness and hopelessness as well, they don’t tend to alter or avoid the situation, because they nothing can be done. Work setting can be a major contributor to someone being stressed in the work place, because of noise, lack of privacy, poor lighting, poor ventilation, poor temperature control or inadequate sanitary facilities. Another...
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...stressors in the workplace. I Explain why a stressor might produce different stress levels in two people. I Discuss the physiological, psychological, and behavioural effects of stress. I Identify five ways to manage workplace stress. S ylvia Noreen thought that working at a small hospital in Prince Edward Island would reduce the stress she had experienced as a nurse in Ontario for 17 years. Instead, she discovered that Stewart Memorial Hospital nurses in Tyne Valley also experience unacceptable stress levels due to budget cuts and staff shortages. “There can be a lot of demands made on you,” says Noreen. “The workload can get quite strenuous at times.” With no vacations during her first year at Stewart, Noreen’s scheduled days off were precious time to recharge her batteries. Unfortunately, those moments were fewer than she had hoped. “We’re faced with being called back on our days off,” Noreen says. “It is trying at times.” Canadian nurses and other health care workers are feeling some of the highest levels of stress and burnout of any occupation across the country. With Montreal-area emergency rooms filled to 167 percent, nurses at St. Luc Hospital in Montreal recently walked out twice briefly to protest the work overload. “There is exhaustion and the inability of five to do the work of eight, or 12 to do the work of 20,” said Jennie Skene, president of the Quebec nurses’ union. The problem isn’t just overwork, say some nurses; it’s the inability to achieve...
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