This caused frustration among the members. Moreover, the MCA team lost its quality in company positions and couldn’t make any reasonable offer alternatives to LFA counter-proposals. MCA had no clear plan or objectives and didn’t understand the strengths and weaknesses of their own and LFA’s positions. On the other hand, LFA was well-prepared and more professional during the negotiations. They defined the bargaining outlines.
But one thing, that I didn’t care for is that I was not a full time employee. I was a contractor meaning, I was like self employed with no benefits. Like I mentioned it was okay at first, but as time went not. I started thinking about what I wanted like more money, full time job and my own place for my own privacy. So was now looking for a full job with a large company.
Work-Related Project Analysis Part II Systems Analysis and Design BSA/376 Jennifer L. Dodds May 12, 2013 Work-Related Project Analysis Part II The group of people which was responsible for developing the new system gathered again and took on the most important impending tasks. Everyone involved that the IT department and the developers were present. From the hospital’s staff the CEO, End –users, and the stakeholders were present. The representatives who were present from the IT department were an IT analyst and the supervisor of the IT analyst. This whole team will be joined by the Chief Financial Officer around three weeks before the entire project will be put into effect.
Tanglewood Casebook – Case 3 Review 1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal education requirements as qualifications. Position: Sales Associate Reports to: Store Manager Qualifications: None specified but general skills that may prove beneficial: Well-versed in greeting customers professionally.
Gunter tried to keep the good employees by offering term contracts and better benefits however this was unsuccessful. There were few opportunities for promotion even with the high turnover rate. Analysis Turnover is the biggest problem requiring treatment. Gunter was aware of this and after failing to mitigate this issue through term contracts and increased benefit packages he brought in external consultants to seek new ideas of dealing with the problem. Early on consultants could not offer much help as the turnover of employees remained constant.
The management lacks policies and visible support for quality standards. Although they have recently hired Hank Kolb to oversee their quality program, which is a good decision, the lack of support from senior management for quality is very apparent. It was evident in launching the Greasex line to gain market share without testing the processes involved in making the product as well as ensuring safety requirements are achieved. They saw quality as only a secondary added value. The personnel department is the first department to be interviewed.
(Rose) Society makes it difficult for service workers to get ahead and play a big role in teaching these ways in the world. The point Rose was making is that intelligence isn’t just based on testing. People can learn skills and abilities to perform a job from anywhere, mainly from the experience on the job. I feel as though with all the research from going out and seeing the day to day operations of various blue collar jobs Rose did his job to get his point across to his audience. He presented the opposing views and delivered effective claims that would keep his audience
Nordstrom does not offer extensive training programs to its customers. Employees are paid on a commission basis, they are surrounded by a very competitive environment and it is ingrained in them that customer satisfaction is key. Employees needing to train new employees may not emphasize to the new employee why the need for customer satisfaction is so important. Also, because of the competitive environment, it may cause the employee to not train the new employee appropriately because of threat to their sales, which could in turn cause a misconception of their family environment. There is no training program for them that state any reasons why the culture of the company relies on customer satisfaction.
The general acceptance of a utility commission by the public came after a telephone company scandal and soaring utility bills of the 1970’s. Finally in 1975, just two years after Wilson opened the idea of a commission to the general public, the Texas legislature formed what is still known today as the Public Utility Commission of Texas or PUC for short. This commission was comprised of three commissioners that each received a salary of $40,500 per year for the first year and $41,300 for the following year, about the same that other commissioners in Texas received. In the following months, the three commissioners got office space, obtained supplies, hired employees, and most importantly, registered utility companies from across Texas. During this period, they also wrote the first set of rules and regulations that would regulate utility companies across the state.
I have three certifications in that class and those will help me find a good paying job because that’s what employer’s look for and it sets me apart from other applicants. I’ve had several job offers since I’ve been in this class. My welding teacher has referred me to big name companies and they’ve called me and told me to come out there for an interview. I’m excited to see which company I’ll go with to get my career started. Welding has played a big part in my life because I grew up around it.