Assessment 3: projects Project 1. Explain how, when working would you find out what was expected of you and what work standards would be expected of you. How would this knowledge impact on the ways in which you organise your time and your work tasks? I would find out what was expected from a written job description which would be provided by my employer. Each task would be explained on the job description by my manager, so we are both clear on what is expected of me.
What did you learn from them? 3 Can a person be a positive workplace role model if they are poorly organised and do not operate effectively? Activity 2 * 1 How would you ensure that you personal work goals reflect the organisation’s plans, and your own responsibilities and accountabilities? Do not limit your ideas to those provided in the text. 2.
Although courts may differ throughout the states, there are generally two main elements to any constructive discharge case: 1) an employer makes a change in working conditions and 2) the change is so intolerable that any reasonable employee would leave. See generally Amar v. Cort Furniture Rental
Employee Portfolio: Management Plan Jackie Clayton University of Phoenix MGT/311 November 19, 2012 Kevin P. McCoyd Employee Portfolio This paper will discuss how employee’s characteristics affect the organization and recommendations for additional assessments. With any employee, different personalities and characteristics can be beneficial or damaging to an organization. At Riordan Manufacturing, our goal is to provide a superior service to our customers. To accomplish our mission, employee satisfaction is the key to providing superior customer service. Another issue is the relationship between employee and employer.
Both also buy into the idea that autonomy is what drives them. Like Drucker, Hammer (2004) stresses the importance of defining the task of the knowledge worker. Defining the task of the knowledge worker is important because it is necessary for expectations to be established (Drucker, 1999). And because the knowledge worker is not programmed by the defined task, the task can change. While Drucker (1999) attempts to establish a way to measure productivity, Hammer (2004) suggests that the productivity of the knowledge worker should not be measured, but rather measure the productivity of the organization.
1)." Allen 1998 "Supervisors develop an effective training program by assessing training needs and designing training programs to meet those needs (para. 13)." Â An effective orientation and training program needs to incorporate the employee's job function. By breaking down what is required of an employee and assessing what skills the employee already has one can implement an orientation and training program that will benefit the company as well as the
Employee Portfolio: Motivation Action Plan Jennifer A. Eichelberger MGT/311 May 19, 2013 Oren Gilbert Employee Portfolio: Motivational Plan As an effective manager, you need to be able to show your employees that you are willing to put in the time and effort to help them be as productive as possible. Putting in the time and effort for each employee allows them to see that you care about their performance and how far they can go within the company. Allowing them to have a certain level of responsibility shows them their opinions are important, they are not there just as an employee, but as a valuable team member. Teaching them to have confidence in their abilities and showing that you have a positive attitude about the goals in
We have a difficulty in defining information because it differs from one person to another and what this person consider as good information . As for information technology it is the technology of processing, planning, designing..etc using software and computer systems. Question # 2: Tangible costs of Information systems: Costs of new equipment, cost of installing equipment and machines, training costs, maintenance costs and new personnel and staff costs. Intagible costs of Information systems: Losses due to low productivity , waste of time needed to train existing employees, low morale of staff, no satisfaction of employees when seeing the end result of their work, upsetting customers from system change. Tangible measures of the Value of information system: Better quality of work, more automation so less wastes, accurate work, no human
Groups, Teams, and Conflict Priscilla Navarro MGT/311 May 9, 2013 Mike Sawyer Team Strategy Plan To hire an effective team a manager has to look at each employee as an individual and their strengths and weaknesses. Some individuals are already team players and may not need that extra push to be a part of a team. Others may not be team players but could be trained to become one and some just may not be able to be a team player at all. Looking at their individuality can give a manager an idea on what that person needs to work on and how effective they can be on a team. The best strategy to build teams would be to perform evaluations of employees and focus on the each person’s strengths and build on their individuality.
Job Redesign and Workplace Rewards Assessment PSY 320 March 18, 2013 Introduction Today one will be discussing the workplace environment and how rewards or awards motivate a person to achieve a goal set. When a person sets a goal it enables them to focus their energy on a plan to achieve that goal. When a decision is made to work towards a specific goal then that person can focus on the time they want to complete that goal. The mind will go to work and develop different ideas and strategies of how to successfully complete the goal. Major components, tasks, or responsibilities In this democratic society among us the government abides by the permission of the governed.