Abstract The paper offers a job analysis of a job at McDonald's, specifically looking at the worker at the cash register, noting the tasks performed, machines used and steps taken each day. The paper describes them and then considers as how to improve the worker's performance. The paper also analyzes the job of hotel manager, describing the nature of the job and the responsibilities for the person holding this job.
From the Paper "There are a number of different types of job at the average McDonald's Restaurant, with clear steps for each job and covering tasks that are the same from restaurant to restaurant. For instance, there are cooks who make the hamburgers, another food preparer who does nothing but make French fries, a manager who watches over each shift, a janitor who keeps the place clean and so on. The first worker seen in each restaurant is the cash register worker and the job at the register varies somewhat during the course of a day, based on the amount of traffic into the store. This is because while the primary job is to take orders and ring up the sale, at slower times the register worker helps with other tasks. The register worker stands at his or her station and greets the customers as they enter and come up to the counter."
Abstract There was a time in America when virtually all workers learned their craft or skilled positions on the job. As the manufacturing sector expanded, on-the-job training was often replaced by seminars and other job-enhancement techniques at off-site locations. Those were - attended by supervisors, who then brought back newly learned techniques to the manufacturer and then taught them to their section's employees. On-the-job training, however, is more important now than ever before, for a variety of reasons, which are explored in this paper.
Abstract The Story of Gilgamesh, Job, and the Israelites have many similarities when compared; yet they are completely different in many ways. Gods were an important part of the story of Gilgamesh as God plays a major role in the lives of Job and the Israelites. This paper will compare the journeys of Gilgamesh, Job, and the Israelites with each goals, purposes, limitations of the characters and the final results of the journeys.
Abstract This paper discusses the need for job analysis and what it entails. The author points out the advantages of effective job analysis and the disadvantages of not performing it. The paper outlines two components of job analysis.
From the Paper "Analysis of jobs in the organization is a primary task for setting a base line that enables human resources (HR) professionals to effectively manage job-related activities. Job analysis consists of two components--- job description and job specification."
Abstract This paper concerns the hazards encountered in the workplace. In this article, the writer uses a specific job for analysis, in this case being a cook at McDonald's. The writer shows the various steps the cook must follow to produce the needed hamburgers and the hazards that are involved in the job. Further, the writer points out possible ways to mitigate those hazards with administrative, design and policy requirements for each store.
From the Paper "This job description is based on the work of a younger cousin who has a weekend job at McDonald's cooking hamburgers. The writer observed him performing this job for an hour or so and asked questions as to the process, what it normally entails, some of the variations, and some of the perceived hazards that might be part of the job. From this, the following analysis was written and the risks assessed. This job involves standing at the flat grill, an expanse of hot metal on which hamburgers are placed in groups of up to 15 at a time in rows of five (which might vary in other stores, since the grills are not all the same size)."
Abstract This paper discusses how the negative aspects of outsourcing jobs remain part of the economic downturn of America in the 21st century. In many ways, the government creates laws that favor corporate policy, which then drives down American wages. In this manner, American corporate elites now have greater access to foreign jobs markets, exploiting American and foreign workers all at once. The paper further discusses how the foreign job markets are countries that are under economic sanctions or unable to raise their standard of living due to imperialistic controllers that keep them destitute.
From the Paper "This business study will analyze the foundations and history of the current issue of job outsourcing in the American business arena. In many ways, the American economy and the free trade aspects of job outsourcing play a large part in how large corporations can make incremental profiteering. The differing aspects of the global market often produce lower wages, which American companies can utilize to their interest. While the job values for American citizens are much higher, which allows companies to seek these lower wages in third world counties or within a sector of the world where America has influence. "
Abstract This is a paper about sending jobs overseas. It discusses U.S. companies opting to outsource customer support, order entry, tech support, software development and programming among other service jobs to developing countries including India and China.
From the Paper "Job migration means American companies give some tasks to workers outside the United States. U S companies often have call centers in places like Mexico and India that provide information to U S consumers. U S companies are contracting developing countries to do data processing as well as computer programming and software development because the work is cheaper..."
Tags:Job migration, overseas, protectionism, free trade, wto, world trade organization, outsourcing, comparative advantage, protectionism, the federal warn act
Abstract This paper takes a look at the quality of work life as reported by African-Americans to be "plagued by inequality and lack of opportunity or stability" and examines the relationships that exist between familial influences, job market prospects and the environment. This paper intends to evaluate the impacts family rearing and environmental influence have on African-Americans' perceived job market opportunities and self reported quality of work life.
Contents:
Introduction
Need for the Study
Preliminary Review of the Literature
Methodology and Research Design
Discussion/Conclusions
From the Paper "Many African Americans report their work life includes less than optimal working conditions, meager earnings, little autonomy and much instability which often results in decreased job satisfaction and perceived job opportunities (Riley, 2005). Still other research related to social psychology suggests "quality of work life may have pervasive consequences on one's sense of worth and sense of control" and that perceived job satisfaction can "spillover and influence behaviors in other spheres of life" (Riley, 1) Hence social psychological outcomes are affected by job related perceptions and self evaluation as well as general life satisfaction (Riley, 1).
The purpose of this research proposal is an evaluation of the impacts family rearing and environmental influence have on African American's perceived job market opportunities and self reported quality of work life. As an aside the researcher will also evaluate whether familial and environmental factors impact African American's perceived self esteem and subsequent success on the job and at home. To accomplish this the researcher will evaluate the following questions: (1) what if any familial influences determine job satisfaction and employment opportunities, (2) what if any environmental influences are likely to contribute to job status and perceived quality of work life, (3) whether other factors contribute to job status and self reported measures of self worth and self esteem and whether (4) self esteem directly or indirectly influences job status, environment or familial relationships among African American adults. "
Abstract Steve Jobs is considered to be one of the icons of the 20th century. This is a strong accolade, considering he was not born until 1955, nor in any way noteworthy before the late 1970s. The singular power of his vision after that time, however, earns him a place on the list. His experience guiding the Apple Corporation is a testament to how a vision can become reality (even though it is not necessarily a story about how to make money).
Abstract This paper defines the commonalities of job satisfaction. The author explores variations in national cultures. The paper contends that workers everywhere seek employment opportunities that provide acceptable rewards and a proactive work environment.
From the Paper "One of the most studied and discussed issues in the field of human resource management is job satisfaction or the degree to which workers in various occupations or work roles find the conditions of their employment their compensation opportunities for advancement and workplace environment to be sufficiently satisfying. Although variations in national cultures tend to predominate as explanations for the belief that universal approaches to management do not exist, there is some evidence that workers in all cultures countries and geographic regions share
Tags: business, job satisfaction, international workers
Abstract The paper considers tools and techniques of performance management and job prioritization. The paper explains the major Human Resource Management, its functions and activities. The paper also focuses on three tools or techniques and discusses the responsibility of the Human Resource Management.
From the Paper "Performance Management and Job Prioritization. Human resource management, HRM, is responsible for among other things ensuring that employee performance management and evaluation systems or procedures are appropriate and conducive to proactive treatment of employees. Additionally HRM must ensure that job prioritization or time management skills are mastered and employed by workers. This brief essay will consider the relative efficacy of three tools or techniques for each of these HRM functions."
Tags: performance management, evaluation, job prioritization, time management
Abstract In this article the writer firstly notes that no one wants to make wide generalizations about why some blue-collar employees, such as assembly workers, like their jobs, because every person is different and management needs to take these variations into account. Referring to studies the writer maintains that even though the degree differs, most people are achievement oriented. The writer looks at the issues of career development and training. The writer concludes that regardless of the type of work a blue-collar worker does, he needs to receive the amount of pay that will meet his essential needs. But beyond that, workers need to know that there is the opportunity for growth, that the company values their work, there is the ability for accomplishment and the company's employees are working together as a united organization, or community.
From the Paper "Many people volunteered for company committees or activities or took developmental training, but a large number of them were frustrated because the activities or training was not related to their specific job or to higher level ones. Instead they wanted refresher training to keep up with the latest developments in procedures and work rules, sessions using personality instruments to help employees learn about themselves and others, opportunities to see how their job fits into others and what others do on the job and more encouragement to learn and grow. Individuals who were dissatisfied with their current positions said that they were not being adequately rewarded for their work and do not see opportunity for advancement to gain additional pay or prestige. They want initiatives designed to update their current skills and knowledge so they can advance in the company."
Abstract The paper looks at the purpose and components of a job analysis and explains that its main goal is to determine how a job can be fully maximized so it can contribute to the achievement of the organization's goals. The paper shows how a job analysis is an important factor in satisfying individual employee needs and in achieving an organization's strategic business objectives.
Outline:
Introduction
What is Job Analysis?
The Purpose of a Job Analysis
The Components of Job Analysis
Job Analysis as an Important Tool to Ensure the Achievement of the Company's Business Objectives
Job Analysis as an Important Factor to Satisfy Individual Employee Needs
Conclusion
From the Paper "Resources such as capital, assets, and other material things relevant to the company cannot guarantee the organization's success and sustainability. Rather, in order to have a successful and progressive organization, it should be able to have the most basic component needed to ensure success- the productive manpower.
"Productive manpower refers to a set of effective employees- both leaders/managers and the staff. These people are characterized as those who share a common goal- to fully develop the company, make it achieve its full potentials, and live by its perspectives and missions, while satisfying their personal needs and goals as well. Moreover, an effective manpower will help the company in its quest to continuously adapt to the changing demands of the society from time to time."
Abstract This paper examines how today, jobs for ambitious and spiritually aware individuals do not only mean receiving a satisfying paycheck. Through a literature review, it looks at how job satisfaction is determined by various other factors and why today all the community colleges worldwide face the challenge of motivating their administrative staff, boosting their morale and maintaining high levels of job satisfaction among their administrative staff including managerial and executive members. It shows how the constant lack of interest in the job results in an alarming decrease in the degree of job satisfaction and ineffective leadership which directly affects the production level. It analyzes some ways of increasing job satisfaction of the administrative staff, the role of the community college chairperson and the attitude of the faculty and the CAOs in the community college environment which affects the job satisfaction of the administrative staff.
From the Paper "On the same account, Coats (2000) investigated the impact of departmental chairperson's interpersonal comportment on the directly proportionate leadership effectiveness and the related job satisfaction of the administrative staff. Research indicated that successful community college chairpersons believed in establishing and maintaining cordial relationships with their admin staff as a means to accomplish challenging working milieu and highly contented and motivated workforce (Coats, 2000, p. 773- 783). Another study indicated that the job satisfaction of the presidents that is the top management determines the job satisfaction of the administrative staff in the community college ambience. Thereupon, uninterrupted communication lines must be present and justified needs of the community college presidents must be promptly answered in order to have a successful, motivated environment (Evans, G., Jr., & Honeyman, D., 1998, p. 47- 48)."
