Can a job description be used to identify operation gaps or requirements required by the entity? Why or why not? W3 1. What do you think employees’ general attitudes are towards the benefits packages? How can an organization communicate the value of a benefits package?
Job evaluation is what a company uses to recognize the differences in the relative worth between jobs and by using this it will help establish pay differentials. By using
But, our Ideal Gas Law method was more precise than crystallization from the previous week due to our newly found R-squared value of 0.8909. Our crystallization method only gave us a R-squared value of only 0.7735 which was the farthest value from
The incident of the dishwasher greatly helped the increase of awareness that Charlie was able to have. " But today in looking art that boy, for the first time I had saw what I had been. I was just like him..." (Page 65) " This day was good for me, Seeing the past more clearly, I have decided to use my knowledge and skills to work in the field of increasing human intelligence levels. Who is better equipped for this work? Who else has lived in both worlds?
Teachers need direction in order to meet academic proficiencies and to keep student’s interest (Laureate Education, Inc., 2010). After exploring several learning theories and strategies, my own teaching practices are most often modeled by several strategies and learning theories. The Constructivism Theory resonates in some of the techniques I am using in the classroom. Reflecting on student activities and the design my lessons ; I find students are most often engaged in learning activities that are student driven and lead to students constructing their own conclusions. Student often work at stations and learn through team building and planned movement.
( supply chain) 3. What are the performance measurement tools used in the workplace? 4. How does the management adjust the variance/gap of expected and actual performance? How does the management handle failures of the initiative?
Case #1 Acquire or Develop talent My professional Recommendation: I think it is best for Tanglewood to focus more on developing talent from within because it saves the company time and money. In house employees already know about the company, and the products it has to offer. They also know about and are use to the organization’s culture, and has a proven track record. Therefore, fewer resources will be needed for this candidate. Hire Yourself or Outsource My professional Recommendation: I think it is best for Tanglewood to focus more on doing the hiring themselves because they get to set the criteria for the new employees themselves, and they get a chance to get a feel for the employees first hand.
Goals give direction, energize and challenge people to complete a task and promote creative ways of getting the job done. The Scanlon plan is the right idea for motivating employees; it just needs to be modified to increase
Question 5 – Customer Service Quality I feel that other measures would be to continue to train the employees on customer skills. Develop a program specifically for Tanglewood that would give the employees realistic scenarios they can do to improve their relationship skills with customer. You can also provide meeting where the manager and employees can discuss certain scenarios to better prepare new hires. I think focus groups will continue to help because they stay on top of problems and can keep you on your toes as the retail business changes. Question 6 – Realism in
Ways of doing this include: select people with the required skills and knowledge; provide the required training and clarify job requirements; provide sufficient time and resources; assign progressively more difficult tasks based on training; follow employees’ suggestions about ways to change their jobs; intervene and attempt to alleviate problems that may hinder effective performance; provide examples of employees who have mastered the task; and provide coaching to employees who lack self-confidence. In essence, leaders need to make the desired performance attainable. Good leaders not only make it clear to employees what is expected of them but also help them attain that level of performance. (Lunenburg, 2011) Reward Expectancy Leaders should try to increase the belief that good performance will result in valued rewards. Ways of doing so include: measure job performance accurately; describe clearly the rewards that will result from successful performance; describe how the employee’s rewards were based on past performance; provide examples of other employees whose good performance has resulted in higher rewards.