Engineering, Construction and Architectural Management, 14(5), 408-419. doi:http://dx.doi.org/10.1108/09699980710780728 Emerald Insight. (2008). Retrieved from http://www.emeraldinsight.com.ezproxy.apollolibrary.com/journals.htm?articleid=1746737 King III, G. (2002, December). Crisis management & team effectiveness: A closer examination. Journal of Business Ethics, 41(3), 235-249.
STR 581 Capstone Final Examination, Part One 1. Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information. • predict • accept • assign • abandon 2. Some studies indicate the best approach for transformational change may have the chief executive officer create an atmosphere for change • but let others decide how to initiate change • and begin establishing a vision • but carefully set limits for the program • and establish a reward system 3. Which of the following is a desirable strategy for managers aiming to reduce the negative consequences
* Product lines that were not covering their avoidable costs could be dropped. * New product development is likely to receive more focus as the review program identifies areas of increasing demand. * Gourmet is likely to benefit from better monitoring of competitors’ product development, prices, and market share trends. F. This is an open-ended question; the specific steps are likely to vary based on the circumstances and the information found. Analysis for a given product might include the following general steps: * Identify the product to be analyzed by using a quantitative monitoring technique (e.g., size decline in contribution margin or sales) or some other method * Obtain and analyze detailed revenue and cost data prior periods; look for negative trends * Obtain and analyze the correlation of sales for this product with other products; look for potential relationships with other products that might influence a decision to drop the product * Obtain and analyze industry information about the product; look for information about trends in customer tastes, competition,
Jobs that have specific qualifications or task that are defined should be a Person/Job Match. Jobs that are poorly defined should be a Person/Organization Match, that is matched with the vision of the company. Having specific knowledge, skills, and abilities is needed for some jobs but the greater needs for the company would follow a more general path. Having a general skill set such as flexibility, ability to learn, and communication skills will enable your department to place employees across a variety of jobs and develop their more specific talents as the company has needs. While any company wants to employ exceptionally quality minded employees they are also faced with the fact that they are less experienced than the acceptable quality workforce.
Selective optimization with compensation theory states that successful aging depends on three main factors: selection, optimization, and compensation (SOC). The theory describes how people can produce new resources and allocate them effectively to the tasks they want to master. Selection is based on the concept that older adults have a reduced capacity and loss of functioning, which require a reduction in performance in most life domains. Optimization suggests that it is possible to maintain performance in some areas through continued practice and the use of new technologies.
| 2. Is it more advantageous for the applicant or the interviewer to bring up the subject of salary first? Why? (Harwood, 2013, p. 262) | Please type your response to Question 2 here:Whenerever possible Always let the interviewer bring up The topic of salary and benefits. Bringing up the topic of compensation to soon could shift the focus away from your qualification and cost you the job.
REFERENCE: Alsop, Ron. (2008, October 21) The ‘Trophy Kids’ Go to Work. The Wall Street Journal. Retrieved from http://www.WSJ.com POINT: The main idea for this article is employers worry that the millennial generation has conceited attitudes and behaviors towards the workforce. To start, millennials’ seem to demand too much too soon and feel superior over other generations.
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.
Second, “social roles come with the own set of expectations and contingencies that promote a reward structure that calls for becoming more socially dominant, agreeable, conscientious, and less neurotic” ( Roberts, 2004) . This when an adult realizes when to choose his or her fights. He or she is more confident and probably has realized that life changes constantly and it is very hard to control. A third and finally principle states “that the dominant pattern of role investments seen in quasi-universal tasks of social living, such as developing a career and career identity, helps explain the normative patterns of personality change that result from role investments” ( Roberts, 2004). Becoming a parent can be an example of this.
Conflict, Politics, and Adverse reactions Performance History vs. Limited Pool Reduced recruiting costs vs. Fewer choices Succession plan vs. Limited diversity Homogeneous employees vs. Homogeneous employees Orientation & Training vs. New KSAs Increased need for management development programs External Recruiting-Filling a position with someone outside of the company (Media sources, Trade associations, Employment agencies, Labor Unions, Job Fairs, Educational Institutions) External Advantages New perspectives, enhanced creativity Instant qualifications (faster than training) Industry insights, rather than firm