BISC 460 Assignment 1.1 Imagine you have just informed your supervisor that you will need to purchase new computers for yourself and three fellow employees. Your supervisor states that she has heard in the news that computer prices are dropping constantly, and she feels you should wait a bit before making the purchase. She adds that you can still be 100% effective with your current computer and software. Develop a counterargument explaining why you should make the purchase now instead of waiting. Will this be a hard sell?
This would change their incentive to work. They would tend to work LESS now, especially since their indifference curve is steep, indicating a preference for leisure rather than work. iii. steep indifference curves who work more than 4 hours These kinds of people work more than 4 hours because their indifference curve is tangent to the budget constraint at a point which corresponds to working hours beyond 4 hours (or below 12 hours of leisure). Beyond 4 hours, the budget constraints (with and without benefit) coincide therefore the incentive to work is unchanged.
1) When should employers reassess the assessment methods they use in hiring? Assessment methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully.
There are other costs that go into making up the total reward paid to any employee, including the union worker. It is this bigger picture of labor costs that concerns management during negotiations. While the union is focusing on what they can get in terms of total income to the union member, management is looking at the impact of these cost on the total business picture. (a) Compare the methods available for the adjustment of wages during the effective period of the labor agreement. Make this comparison in light of the organization in which you currently work or recently worked.
It was that we can't afford to have a work stoppage every three years." Albaugh. Which all goes back to cost as the wages were not costing as much as the work stoppage. Mainly because of delivery deadlines not being met. Due to the stoppage of factory lines because of union
There are special indicators such as profits, sales, customer satisfaction. Another trend in pay arrangement is an increased regionalisation of pay awards, where wage bargaining can take place, taking into account economic development of different regions, also local differences in labour demand and labour supply. Another element of flexible labour is functional flexibility. Earlier workers were assigned only to specific tasks, but on the flexible labour market they are expected to perform a range of functions. The development of flexible labour is inevitable and there are both advantages and disadvantages of such process.
There are a lot of factors that can influence an employee’s motivation which make it such a crucial part of successful management. Describe the factors that may affect motivation levels in the workplace Motivation levels can be affected by many factors within the workplace. The most basic of these factors are the pay, job security, environment and fringe benefits such as medical cover and life insurance. Most of the above are seen as the normal of a job (pay and job security) or extras (medical cover and life insurance). It is important thou that an employee has enough money to able to live as they will soon lose focus of their companies aim and become more content with finding another job or asking for pay rises.
People need to be knowledgeable of the similarities and differences between the options in order for them to be happy with the employment option they choose. Work schedules, compensation benefits, and the environment in which humans work, are important factors when making this vital decision. The freedom of scheduling one’s own hours greatly varies between working for themselves or an employer. An individual who is self-employed has much more flexibility with the hours they choose to work. This is one of the biggest issues within the workforce.
On average equal to 400 customers per hour b. On average, strictly less than 400 customers per hour c. On average, strictly greater than 400 customers per hour d. Indeterminate because insufficient data is provided Answer: Choice A, 400 customers per hour because if the average queue size does not change, then the flow in equals the flow out. 4. The Department of Motor Vehicles observes that the average waiting time for clients is very long. To reduce the waiting time they could do all of the following except a.
Webster's dictionary defines it as a sense of safety arising from the knowledge that an employee will remain at their job. A position with higher job security will have a reduced chance of unemployment due to termination, layoffs or other causes. Finding Job Security • Job security is much more abundant depending on the career in question. Higher-paying jobs often include benefits or collective agreements that make the job more appealing. According to Newsweek's article "12 Secure Jobs for the Next Decade," a lot of job security is also fueled by demand, so lower-paying jobs do not always imply poor security.