Point (parenthetical documentation) a. Explanation/sub point b. Explanation/sub point 2. Point (parenthetical documentation) a. Explanation/sub point b. Explanation/sub point III. [Main idea] A. [Topic] 1. Point (parenthetical documentation) a. Explanation/sub point b. Explanation/sub point 2.
Client satisfaction and retention could suffer due to longer wait times and lack of company responsiveness due to a decreased work staff if the telecommuters aren’t available. Because this risk is such a lynchpin to the project’s success, the probability of occurrence is very low. The initial action is to have weekly status meetings, with additional meetings scheduled as needed to monitor and bring additional resources to the table if remaining target dates and milestones aren’t going to be hit. This will also be the plan to mitigate the risk
However, the hiring policies at Tanglewood require employees to start out as store associates and work their way into managerial positions. I have found that many recent college graduates are reluctant to put in several years as a shift leader and department manager positions in order to be promoted. Additionally, the retail industry holds a negative image of providing low pay, requiring long hours, and of their being frequent conflicts with lower-level employees. The environmental scan also shows that unemployment in the area is considered to be relatively high, thus making it easier to hire employees. But, recent forecasts suggest that expansion in the professional and managerial sectors may reduce that number of individual qualified for these jobs.
Customers have been complaining that the representatives are confused, rude, and impatient when answering their calls. The following are the recommendations of changes that are needed based off the observations and interactions with employees of the call center. Components of the Job Analysis and Design A job analysis was done to determine the tasks involved in being a customer service representative for the call center and to determine the appropriate skills, knowledge, responsibilities, and abilities required to successfully perform the job (Byers & Rue, 2008). The purpose of this job analysis is to identify and determine the job requirements and duties for each position in the call center and to assist in the preparation of the job design or job redesign. Components of the job analysis include: Job description that gives the organization a summary of the functions and requirements needed to successfully perform the position.
If you are stressed at| | |work, you are more likely to have a hard time sleeping, focusing, or performing everyday activities, | | |which can lead to you no longer enjoying your job. If you are stressed, and have a hard time with work, | | |you will not want to be there, and also can affect your health by the lack of energy and movement. Stress| | |can also create tension in the work place, which makes it uncomfortable for all around. | |Identify a situation in which you experienced stress in the workplace or provide a |A situation I was in at my workplace where I was stressed was when everyone was dealing with hour cuts. | |fictional example.
Outside of work, workers feel the toll of not spending enough time with their families, leading to internal conflicts and eventually divorce. Inside of work, everyone hates their job or least have a negative attitude every time they go to work. 3. Employers have to acknowledge that technology has increased productivity and that they have a responsibility now to give their employees more time off so that they would be more productive when they return to work. 4.
III. Paragraph 3 (Reason 2) TRANSITIONAL SENTENCE a. opinion + because + reason 2 b. Discuss reason 2, using the words for example or for instance. c. Use at least three supporting details or examples. IV.
However, many employees chose to left the firm despite the retention bonus which points towards lack of attention to hygiene factors. The financial crisis and the looming possibility of inevitably losing their jobs may have caused dissatisfaction among those employees. In addition, by analysing the behaviour of AIG employees after receiving the retention bonus many of their needs can be conceptualized in the context of the need hierarchy. Many of the employees feared strong response from the public if
Also, the majority of the employees surveyed did not enjoy their assigned shift nor did they feel they were given the proper tools to perform their jobs effectively. Finally, the majority of the sample felt the company was not good at communicating effectively. All these would indicate reasons why the company would have such a high employee turnover rate. The survey was effective in determining why employees were leaving so frequently, enabling the company to develop new policies and procedures that will help increase employee morale and happiness which could lead to a reduced turnover