The benefits of a job description are: If the job description is well-written and accurate it helps the company to attract individuals with the right qualifications which will make the selection and recruitment process faster. If the job description includes a good explanation of the job role it will prepare a potential employee what will be expected from him or her. As it will list the minimum requirements only people with the right qualifications and experience will apply and this will save the company time. The limitations are: - Due to a job description an employee may be not as flexible and might refuse to do other tasks that were not listened in the job description. A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason.
Because it also includes details about what you are aiming to achieve, it is used to judge your performance. So the more well defined it is, the better chance you have of success! The scope of your job role should also clarify what you must not do. This could include activities for which you have yet to be trained; activities that you are not capable of doing, for example, because of your health status or lack in seniority or of experience; activities that your age, sex and understanding prevents you from carrying out, such as helping someone of the opposite sex with intimate care needs; and your criminal record. Working in ways that are clearly defined as ‘no go’ puts the health, safety and emotional wellbeing of all concerned at risk.
Some employees will try to produce more for fear of losing their jobs, but this does not provide positive motivation which, in my opinion, is a better means of motivation. I do not feel that these ranked appraisals necessarily boost morale by pointing out an employee’s ranking in production when they are hardworking, show up on time, and don’t miss days. For employees that don’t try and don’t want to work, this an excellent tool for trimming the fat, but not a motivational technique. It could also help to make short-term production goals, but could serve to further disgruntle employees without a perceived positive motivational enforcements. From an expectancy theory point of view, in my opinion, the forced ranking performance appraisals would still need to be coupled with goal setting and rewards to motivate the employees to step up their efforts to work harder, and to be more efficient and productive.
It is important to get the right person for the job. The right person will add value to an organisation, the wrong person can increase costs and reduce quality. Organisations can never be sure that they have selected the right person until he or she starts work, but an effective recruitment and selection process can reduce the risk. Recruitment and selection process 1. Job analysis – process of examining the various elements of a job, e.g.
Discrimination Discrimination is when a certain group of people get treated badly or less favourably than others. Discrimination occurs because of pre conceived opinions and attitudes. In the health and social care setting it is important not to let your opinion of a certain group of people affect the way you work with them. 2. Describe how direct or indirect discrimination may occur in the work setting Direct discrimination is when someone is treated unfairly due to their circumstances; an example of this could be missing out on a promotion at work because your employer thinks you are capable but chooses someone younger instead because they will be working for longer.
Lack of teamwork can allow room for error to occur. In leadership roles it's important to show appreciation for the staff by giving incentives for all their hard work this is sometimes overlooked. Finding solutions to conflicts that might occur giving the necessary education in order to improve one's job rather having a high turnover rate. Baack, D. E. & Fischer, A. (2013).
Also when using action plans an individual limits their need and the amount of work they should be doing. Another disadvantage is not being guided thoroughly and effectively, leading to the lack of effort and passion a member has for the project. Moreover, failing to obtain the goal an individual has set to reach can lead to frustration and in turn the planning would have been a waste of time. The advantage of doing this is that it allows an individual to execute a structured plan for the end goal you intend to achieve. Furthermore, it provides the team with appropriate foundations, therefore prioritising the amount of time you spend on each task.
So this will onhly be effective if you are able to do it in the first place. Like say exercise is considered a good stress relief but lets be honest the thought of that might be a the cause of more stress to most right thinking peeps. Effective mangaging of staff and job roles. This should of without saying but its most often not the case. Treating workers like a number and not an indivual can have people being given roles and tasks unsuited to
This approach also ensures that the best expertise is employed within the functional unit that is assigned with the responsibility to ensure that the crucial project aspects are attended to ensure project success. The disadvantages of the functional organization is the lack of focus given that the functional units have their normal organization work to do. This may lead to pushing off the project responsibilities to do the routine work which has expectations. The time wasted in waiting for one functional team to be done, for another one to take over the project may cause the project to delay or stall. There is poor integration of the functional teams with the various experts showing minimal concern to the allocated
My values may make me reluctant to carry out particular tasks, I may believe this way of doing it in incorrect so might feel uncomfortable to carry these out. My values may not identify what is important in team work, I might allow others to carry out more work, or the harder jobs, instead of being an equal. It may effect the respect I have for others including managers, and may believe this doesn't effects my working practices. I might not believe time keeping and punctuality is important, or a may believe it's very important, and hold it against some one with less time keeping abilities. If I try to enforce my beliefs or values this may cause conflicts within the work