Improving Motivation Among Differing Staff Groups - Free Essay Example

Sample details Pages: 11 Words: 3238 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Introduction The increasing level of competition in the business environment has made people management an important area to be observed by organisations and is considered to be essential for their survival (Panda, Pradhan and Mishra, 2014). This, in effect, gives rise to the need of devising motivational tools for employees (Salmela-Aro and Nurmi, 2004) as they are regarded as the most valuable asset for organisations (Shaharuddin, 2013). Since employees belonging to different groups are influenced by different motivational factors, managers face the challenge of developing separate motivational tools for each group which suit their requirements (Ozlen, 2014). Don’t waste time! Our writers will create an original "Improving Motivation Among Differing Staff Groups" essay for you Create order The motivation level of graduate trainees in influenced by the ease of integration (Harvey and Mason, 1996), opportunity to exercise the skills learnt (Regan, 2010) and the degree of importance of the work assigned to them (Davies and Hertig, 2008), while that of single parents is influenced by the convenience (Crawford, 2009) and financial independence (Wel and Knijn, 2007) they get, the opportunity to socialize (Peacey, 2009) and pursue higher education (Gingerbread, 2012). Older workers are instead motivated by factors such as job and physical security (Kanfer and Ackermann, 2004), interesting and creative work, and a sense of accomplishment (Lord, 2004). The HR department is thus entrusted with the responsibility to devise motivational tools for all employees, which will then lead to higher productivity and outputs. The role and Importance of Motivation at Work The concept of motivation at work is not new and has been studied by many researchers; Kreitner and Cassidy (2011) provide the simplest definition according to which, motivation can be defined as the psychological process which drives the purpose and direction of ones behaviour. Of all the responsibilities of a manager, employee motivation is perhaps the most complexed one (Cong and Van, 2013). The reason behind this is the continuous change in the factors which motivate workforce (Podmoroff, 2005). Many factors underpin employee motivation at different hierarchical levels, among which pay is the common motivator which works for all age groups (Linz, 2004). In the highly competitive job markets, devising motivational strategies for employees has become a part of employer branding for organisations, through which they intend to be the employer of choice for job seekers and work towards retaining the existing employees (Jain and Bhatt, 2015). Motivating Recently Appointed Graduate Trainees Work-related Characteristics of Graduate Trainees Considering the kind of learning and experiences they have had while pursuing their degree, fresh graduates tend to develop leadership skills, whereby they gain the capability of meeting deadlines and producing good quality work with little supervision (Coleman and Glover, 2010). This leads them to an expectation of being empowered at their workplace to do their work on their own, either individually or in groups with in-depth guidance, but little supervision (Wiata, 2006). There are different viewpoints about the work attributes of graduate trainees; while some researchers talk about their enthusiasm to perform their best in their first job (Hogarth et al., 2007), there are others who state that performing a full-time job role in a professional environment may prove to be stressful for a recent graduate, resulting in lower levels of productivity (Jusoh, Simun and Chong, 2011). Factors Influencing Motivation A critical factor influencing the motivational level of graduate trainees is the speed at which they are integrated into the organisation and are given the chance to effectively contribute towards achieving their career goals (Harvey and Mason, 1996). Another important aspect is the opportunity which graduates get to exercise the skills they have learnt throughout their degree (Regan, 2010); if they are provided with work that is irrelevant to their career aspirations, they may be demotivated since the beginning. Because of their enthusiasm and willingness to perform their best at work, the importance of the work given to them greatly influences their motivation to continue working (Davies and Hertig, 2008). Therefore, if they feel that the work in which they are putting too effort is not very important, their commitment to work may fall. Recommended Motivational Tools Managers supervising graduate trainees must ensure that they inform the graduates well about the objectives and value of the work assigned to them, so they have a higher sense of responsibility in completing it, and will also feel valued (Clarke et al., 2015). The HR procedures must include a comprehensive orientation session for all graduate trainees, whereby they would feel welcomed to the company and would also get a chance to know about the broader goals of the organisation as a whole and their relative departments (Williams, 2010). This session should also include an overview of their rotations in different departments during the traineeship program and its purpose (Wiata, 2006); when they are informed that they are hired to be the future leaders of the organisation, they will feel motivated to reach that position from their first day at work. Messmer (2011) suggests that during the first three months, the HR department can take the initiative to assign mentors for all graduat e trainees, who can be approached whenever the trainees have concerns regarding understanding organisational culture or deal with other related issues; this would make them feel valued and cared for, and would help them adapt to the organisational work environment quickly. Motivating Full-Time Working Single Parents Work-Related Characteristics of Single Parents In the literature, there are hardly any contradictory views about the reasons behind employment undertaken by single parents; most researchers agree that the main underlying reason is the financial support they want to provide to their children (Gingerbread, 2012). Single mothers, especially are not only faced with a difficulty in managing the job along with looking after children, but also struggle in obtaining employment; this happens because of the cultural stereotype that women can either be good mothers, or good employees, but cannot be both at the same time (Miller, 2012). Hoggart et al. (2006) further support this view through their theory, which explains the work orientations of single parents; according to that, single parents are more interested in their child-care focused role when their children are too young, whereas they are more inclined to be interested in career progression when their children grow older. This may also impart that single parents may be good workers as they experience the art of prioritising things in their personal life, and Reeleder et al. (2006) identified that setting priorities has become one of the greatest challenges being faced by managers in the competitive business environment. Factors Influencing Motivation Perhaps the most important thing that influences the work motivation of single parents is convenience (Crawford, 2009). Other job aspirations may include getting personal benefits, such as more opportunity to socialise as opposed to staying isolated (Peacey, 2009). Pertaining specifically to single mothers, Wel and Knijn (2007) pointed out that their motivation is also derived from their financial independence. Peacey (2009) explains that the huge number of responsibilities makes single parents lose their passion for work, which can be brought back if a part of their responsibilities is shared. Since the wage rate and promotion prospects are higher with better educational qualifications, Single parents also aspire to receive higher education but cannot do so because of their personal and professional commitments (Gingerbread, 2012). Creating such an opportunity for these workers may boost up their motivational level to a great extent. Recommended Motivational Tools In order to ensure that single parents working full-time are motivated at work, the HR department needs to devise policies which help them in their work-life balance (Harkness and Skipp, 2013). Sims et al. (2010) suggest the introduction of a financial support system that will work well to motivate single parents, which may include benefits schemes such as in-work credit and emergency discretion fund. On the basis of these policies, employees will be relieved from the stress they would have due to their financial problems, and would be able to contribute better in terms of job performance. Since single parents are mostly anxious about a childcare center which is affordable and accessible, organisations should offer this service within their premises (Gingerbread, 2012) along with separate breastfeeding rooms (Kosmala-Anderson and Wallace, 2006), which would in turn make the employees feel motivated, thus resulting in higher productivity. Managers should also make it a point to plac e them in work teams with people having similar interests as them. Because of the two-fold responsibility of single parents, an ideal strategy would be to provide them with flexibility in choosing their work hours as per their convenience (Gingerbread, 2012). The training personnel in HR department may also identify the training needs required for specific staff and may suggest to grant them some time off and send them for company-sponsored training sessions (Summers and Ford, 2012); this will help to boost up the confidence and motivation of single parents, and their new skills will also prove to be beneficial for the organisation. Motivating Older Workers Work-Related Characteristics of Older Workers Understanding older workers who have passed the state retirement age is a difficult task and an even complex task is to motivate them, as there are contradictory opinions about their job characteristics. Some researchers found a negative relationship between age and job performance, stating that older employees are less productive and do not show any motivation to learn new skills (Park and Gutchess, 2000). On the other hand, another research suggests that older workers are characterised by positives work traits, which include reliability, devotion and cooperation (Gonyea, 2013). Factors Influencing Motivation The research conducted by Sinclair et al. (2005) depicts that strong organisational commitment among employees helps them deal well with difficult situations at work, and that older workers with higher levels of commitment towards the organisation perform better than or equal to young employees. Kanfer and Ackermann (2004) found that older workers are greatly motivated if they have a job security along with physical security, as they would not like to be financially dependent on anyone at an old age. Furthermore, older workers remain active and motivated to work as long as they enjoy their work, are satisfied with the usage of skills for performing the tasks, feel accomplished by performing their job, and get a chance of involving into creative work (Lord, 2004). Recommended Motivational Tools With the increasing age of employees, work becomes boring for them, which mostly includes routine tasks; in such a situation, the best motivational tool is involving them in the work that interests them (Leberecht, 2015). The HR should introduce a discrimination-free policy, whereby older workers are given an equal opportunity for training and development which will help them enhance their competencies and learn new skills (Iun and Huang, 2007). Another way to increase their motivation could be to improve their prospects for promotion (Bal, Kooij and Rousseau, 2015). If older workers are not healthy enough to perform all their job roles on their own, their expertise and skills may be used by the organisation to gain optimum benefit, whereby they can be asked to train junior employees (Iun and Huang, 2007). This will make them feel valued and will boost up their morale, and will also be helpful for the organisation as younger workers would then be able to share their workload (Kooij et al., 2008). Even within the same age group, some old workers may be seeking to fulfil the needs in the first two levels of Maslows Hierarchy of Needs (Maslow, 1943), while others may be looking forward to have their higher level needs fulfilled (Shea and Haasen, 2006). In that case, respect is one thing which will motivate older workers belonging to either of these groups (Bal, Kooij and Rousseau, 2015). Even if these workers are not at the highest level of hierarchy in their department, they must be treated with due respect pertinent to their age, which will motivate them to a great extent. Several studies portray the health issues older workers may face due to which they are discriminated against (Jones, et al., 2011), however little research has been done to devise a solution to this problem. The easiest of all could be to introduce specialised health insurance programs for older workers which covers the general health problems they may face (Tishman, Looy and Bruyere, 2012). Conclusion Motivating employees has become challenging since the time the expectations and needs to employees have started changing. Just like other functions in the organisations, this function also needs to undergo continuous improvement, as what motivates one group of employees, may not be a strong motivator for another group. Among graduate trainees, the intrinsic motivation can brought by a thorough orientation session and assigning mentors, which will facilitate their ease of integration into the organisation. Single parents may be very well committed to the organisation if they are provided adequate financial support, flexibility in working hours and childcare facilities at work, whereas the motivation level of older workers may be improved by increasing their prospects for promotion and training, and giving them an opportunity to mentor others to make them feel valued. An organisation may not be able to go far if its workforce is not motivated; managers should therefore use such tools as a means of retaining their valued employees. References Bal, P.M., Kooij, D.T., and Rousseau, D.M. (2015). Aging Workers and the Employee-Employer Relationship. London: Springer International Publishing. Clarke, S., Probst, T., Guldenmund, F., and Passmore, J. (2015). The Wiley Blackwell Handbook of the Psychology of Occupational Safety and Workplace Health. USA: John Wiley Sons, Ltd. Coleman, M., and Glover, D. (2010). Educational Leadership and Management: Developing Insights and Skills. Berkshire: McGraw-Hill Education. Cong and Van (2013). Effects of Motivation and Job Satisfaction on Employees Performance at Petrovietnam Nghe and Construction Joints Stock Corporation (PVNC). International Journal of Business and Social Science, Vol. 4, No. 6, pp. 212-217. Crawford, L. (2009). Parents Laud Convenience of Companys Day Care: Health Agencys Employees take Advantage of On-site Center. St. Joseph News Press. 6th July. Davies, S.J., and Hertig, C.A. (2008). Security Supervision and Management: Theory and Practice of Asset Protection. Third Edition. Burlington: Elsevier, Inc. Gingerbread (2012). The only Way is up? The Employment Aspirations of Single Parents. [Online] Available at: https://www.google.co.uk/url?sa=trct=jq=esrc=ssource=webcd=3cad=rjauact=8ved=0CDYQFjACahUKEwjvj4jNmcXIAhXC7BQKHeNHDEMurl=http%3A%2F%2Fwww.gingerbread.org.uk%2Ffile_download.aspx%3Fid%3D7866usg=AFQjCNFBkBwLgqaDS3vx6v5xQ7tG-irxFwbvm=bv.105039540,d.d24 Gonyea, J.G. (2013). The Older Worker and the Changing Labor Market: New Challenges for the Workplace. 2nd Edition. New York: Routledge. Harkness, S., and Skipp, A. (2013). Lone Mothers, Work and Depression. London: Nuffield Foundation. Harvey, L., and Mason, S. (1996). A Quality Graduate. In: Tait, J., and Knight, P. (ed.). The Management of Independent Learning. New York: Routledge. Hogarth, T., Winterbotham, M., Hasluck, C., Carter, K., Daniel, W.W., Green, A.E., and Morrison, J. (2007). Employer and University Engagement in the Use and Development of Gradua te Level Skills. IFF Research Ltd. [Online] Available at: https://webarchive.nationalarchives.gov.uk/20130401151715/https://www.education.gov.uk/publications/eOrderingDownload/RR835A.pdf Hoggart, L., Campbell-Barr, V., Ray, K., and Vegeris, S. (2006). Staying in Work and Moving Up: Evidence from the UK Employment Retention and Advancement (ERA) Demonstration. Research Report No. 381. London: Department for Work and Pension. Iun, J., and Huang, X. (2007). How to Motivate your Older Employees to Excel? The Impact of Commitment on Older Employees Performance in the Hospitality Industry. International Journal of Hospitality Management, Vol. 26, No. 4, pp. 793-806. Jain, N., and Bhatt, P. (2015). Employment Preferences of job Applicants: Unfolding Employer Branding Determinants. Journal of Management Development, Vol. 34, No. 6, pp. 634-652. Jones, M.K., Latreille, P.L., Sloane, P.J., and Staneva, A.V. (2011). Work-Related Health in Europe: Are Older Workers more at Risk? Dis cussion Paper No. 6044. [Online] Available at: https://ftp.iza.org/dp6044.pdf Jusoh, M., Simun, M., and Chong, S.C. (2011). Expectation Gaps, Job Satisfaction, and Organizational Commitment of Fresh Graduates: Roles of Graduates, Higher Learning Institutions and Employers. Education and Training, Vol. 53, No. 6, pp. 515-530. Kanfer, R., and Ackkermann, P.L. (2004). Aging, Adult Development and Work Motivation. Academy of Management Review, Vol. 29, No. 3, pp. 440-458. Kooij, D., Lange, A., Jansen, P., and Dikkers, J. (2008). Older Workers Motivation to Continue to Work: Five Meanings of Age A Conceptual Review. Journal of Managerial Psychology, Vol. 23, No. 4, pp. 264-294. Kosmala-Anderson, J., and Wallace, L.M. (2006). Breastfeeding Works: The Role of Employers in Supporting Women who wish to Breastfeed and Work in Four Organizations in England. Journal of Public Health, Vol. 28, No. 3, pp. 183-191. Kreitner, R., and Cassidy, C.M. (2011). Management. 12th Edition. M ason: South-Western Cengage Learning. Leberecht, T. (2015). The Business Romantic: Fall Back in Love with your Work and your Life. London: Piatkus. Linz, S.J. (2004). Motivating Russian Workers: Analysis of Gender and Age Differences. Journal of Socio-Economics, Vol. 33, No. 3, pp. 261-289. Lord, R.L. (2004). Empirical Evaluation of Classical Behavioral Theories with Respect to the Motivation of Older Knowledge Workers. Ph.D. Dissertation, The University of Alabama. Maslow, A.H. (1943). A Theory of Human Motivation. Psychological Review, Vol. 50, No. 4, pp. 370-396. Messmer, M. (2011). Motivating Employees for Dummies. New Jersey: Wiley Publishing, Inc. Miller, G.W. (2012). Stereotypes make Single Parents Job Even Tougher. [Online] Available at: https://child-familyservices.org/stereotypes-make-single-parents-job-even-tougher Ozlen, M.K. (2014). The Role of Human Resource Management in Employee Motivation. European Researcher, Vol. 75. No. 5, pp. 970-979. Pan da, E., Pradhan, B.B., and Mishra, P.K. (2014). 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Cardiovascular Diseases And Strokes And The Filipino...

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Essay on A few words on Dantes Inferno - 1063 Words

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This epic poem was written in the fourteenth century and there were a lot of commentary involved in the story itself. Dante’s Inferno is widely seen as one of the greatest epics to ever grace textbooks. The text itself throughout this story speaks much to the concept of life and death and what the afterlife is like according to Dante and this is an epic thatRead MoreThe Inferno Of Dante Alighieri1647 Words   |  7 Pagesâ€Å"The Inferno of Dante Alighieri† translated by Ciaran Carson, originally written by Dante himself is a classical piece of literature. It is the first part of Dante’s three part epic poem entitled, â€Å"The Divine Comedy†. â€Å"The Inferno of Dante Alighieri† transports the reader into a gradual ride, going from an familiar and earthly land, to descending the depths of Hell in the search of salvation. The imagery conjured up while reading this book is plentiful as Dante’s writing is impeccable. NaturallyRead More Essay on A Critique of Lines 46-57 of Dantes Inferno706 Words   |  3 Pagesfeet’ passage is a famous excerpt from Dante’s Inferno. It is quite inspirational, for good purpose; the passage is half directed at Dante the pilgrim, and half at Dante the poet (his self). He needed just as much inspiration to finish writing the dang thing as his fictional self needed inspiration to make it through hell. That is where Virgil’s brief monologue comes in. Through his words, he is able to hype Dante up enough to want to finish writing Inferno, and make it through hell. But what does heRead MoreHow Dante Achieves a Synthesis Between Narrative and Cultural Elements in His Writing1565 Words   |  6 Pageshow if at all Dante achieve a synthesis between narrative and cultural elements derived from paganism and his intentions as a Christian author writing for a Christian audience. Medieval literature in general attempted to do this and Dante was no different with regard to t his in his copying of Virgil and the Aeneid in their depictions of hell in pagan mythology. Analysis There are a host of specific examples from pagan mythology in the Inferno. For instance, in Canto 15, we see Dante leaving theRead MoreThe Tragedy Of Dante s Inferno1016 Words   |  5 PagesDante’s Inferno is heavily based on the social and political downgrade of Rome in the 14th century. The poet recognized that civilians in his own city-state were idolizing corrupt politicians and giving into their sinful temptations. Political and religious stability were crumbling and as a result order disintegrated, many started to claim to be the Pope, people were idolizing wealth and corruption, and a majority of relationships were stemmed from adultery. As a result, throughout his cantos, DanteRead More Inferno as a Manifestation of the Pain of Dante Alighieri Essay1502 Words   |  7 PagesInferno as a Manifestation of the Pain of Dante Alighieri Dantes Inferno was a great epic poem of the early Renaissance. It was known for its astute commentary on political and religious levels, both deeply woven into the work through allegory. Inferno, written in 1314 by Dante Alighieri, was the first canticle of the Divine Comedy. Dante called it a comedy both because of its happy ending and its style, which lies between that of the tragedy and that of the elegy.(Vossler, 665)

Racism in medical treatment Free Essays

The topic I chose for the library assignment was â€Å"racism in medical treatment†. I felt that this topic comes up in the novel, â€Å"The Immortal Life of Henrietta Lacks† by Rebecca Slot multiple times and also relates to the theme â€Å"voice† which is what we have been focusing on in our First-Year Experience class. Even though the time of â€Å"racism† is over, there are still acts of discrimination in the field of medicine. We will write a custom essay sample on Racism in medical treatment or any similar topic only for you Order Now Many actors and even more, patients, have been treated unfairly based on their race. Patients have been misdiagnosed or given a false diagnosis in order for the doctors to make money off of them because the doctor could care less about their health. Discrimination also causes the patients to act differently because of their â€Å"race†. This relates to the theme, â€Å"voice† because some people who are discriminated against are unable to properly defend themselves leaving them without a voice Just like Henrietta Lacks. This topic is interesting to me because before I read this book I didn’t give any of this much thought. I didn’t think that doctors, people that are there to help us, would discriminate against people and treat them differently. It made me want to do more research and see how many people have gone through things like this. 1 . What evidence can we find that shows acts of racism In the book? 2. What outside evidence is there of racial discrimination In medical treatment 3. How to cite Racism in medical treatment, Papers

Foundation of Management There is Only One Best Way to Manage

Question: Discuss about the Foundation of Management There is Only One Best Way to Manage. Answer: There is only one best way to manage There is only a best way to manage organizational goal is to hire those employees who best demonstrate KSA that is Knowledge, Skill, and Abilities. The author of the study stated that the organizational goals are best obtained when the hiring in the organization done in an effective manner. It is important for HR mangers to focus on the hiring of those employees who best demonstrate Knowledge, Skill, and Abilities in order to achieve the organizational goal in a more effective and efficient manner. The main aim of an organization is to focus on the goals and objectives of the organization to fulfill in a limited time frame. The author of the study stated that for the successful organization it is important to look up on each and every factor of the organization that influence on the organization. After studying one of the empirical researches it has found that the first step that is done by the organization is to focus on the hiring in the organization. It is very important to hire t he right person of the right job to have a timely completion of goal in order to have a sustainable environment of organization. It has been discussed in this article that the best way to manage the organization is to be focused upon the right hiring of employees in the organization who best demonstrate the KSA that is Knowledge, Skills, and Abilities. To hire the right person for the right job is one of the most important tasks that need to be focus with all of the efforts. It is the main duty of the HR manager to hire the right employee to the position with a proper match; this mean is that the hiring person skill and abilities must match with required position in order to have a task done in proper manner. This will ensure the success of the organization, this will provide the surety that organization task have been getting done by the right person which gives us advantage of organization sustainable development. The author of the study stated that in order to have competitive advantage it is the first requirement of the organization to fulfill their entire stated goal in a proficient manner and this could only be done one the right employee will be hire for the right position. This is due to the reason that the employee will demonstrate his best effort one the hiring decision is accurate and proper which mean that the requireme nt of task will be best match with the skills and abilities of the employees that has been hired for the required post (Oluhan, 2017). KSAs are the knowledge, skill and abilities that a person possess in a way to perform their respective task and duties in a best manner. Is very important for the HR manager to evaluate and assess the persons capabilities that they must demonstrate prior to their listed job descriptions. It is the most significant decision that is required to reference while hiring. This is very important to recognize for making the final selection in order to meet the organization goal in more effective manner. This also requires a proper training and couching system in order to polish the employees skills, knowledge and abilities (Cheney, 2016). Knowledge is one of the main and important components of KSAs. This is very necessary to have a proper and useful knowledge to perform any task related to their prior job description. Knowledge basically focusses on the actual understanding if any concept. Knowledge is something that is related to theoretical framework, and this frame work is required to have a proper practical implementation of any particular task. Knowledge is basically information related to any task or subject that is required for taking the hiring decision, which is required to apply on the work function in order to have the better performance. The author of the study stated the knowledge is an important factor that relates with t5he theoretical framework which is significant to analyze to have a practical implementation of any prior task related to their job and this needs to be polished time by time in order to demonstrate as best as an individual can (Kasper, 2016). For example while having a communication pr ocesses it is required to have a proper understanding of the structure, content, composition and grammar and knowledge of general accounting procedures and principles. Skills are defined as the proficiencies and capabilities that are developed through actual experience and training, skill basically reflects practical implementation of the theoretical knowledge. The manual and technical proficiencies that are usually acquired or learn through any specific training are consider as skills. Skills should be observable and measureable. Skills are the most important factor that is required to perform any particular task and mangers are working on the incorporation of identifying best possible skills a person can demonstrate. It is very important for the organization to hire those of the persons who best demonstrate its skills so that the task could be done in the best possible ways that will be beneficial to the organization in order to have sustainable development. The author of the study stated that it is very important for the organization to hire those employees who can perform their duties in a proficient manner to best demonstrate their skills pers pective to their prior task related to their jobs (Palmer, 2014). For example in the context of written communication skills to communicate appropriately that is best understandable by the audience, in critical thinking or problem solving skills required for collecting and analyzing the complex data, skills that are required for analyzing and organizing technical data. It has been found that the skills are the manual or technical proficiencies that are required to perform the task in best possible manner in order to have effective and efficient result which is helpful in obtaining the organizational goals (Kay, 2015). Abilities are defined as the capabilities that need to bring in in order to perform the situation or particular task. Abilities have often been confused with skill but they both are entirely different and have their own important difference and significance. Along with knowledge and skills the role of abilities has been very significant to analyze. It has been found that the organization tends to identify those employees who best demonstrate the abilities with knowledge and skills. The author of the study stated that the abilities are the capabilities that are required to demonstrate in order to have the best performance to utilize in a way to perform particular task or situation in order to generate best measure outcomes. In order to complete a specific task or to perform any observable behavior it is significant to apply various skills and knowledge that demonstrate the present capacity in a way to complete or perform a task. The persons social and personal attributes may also rela te with the abilities. The attributes are tending to be acquired or imitate without any formal instruction. The abilities basically endure the talents that are required to do a specific task related to job. The author of the study stated that the abilities are something which is relates with the employees personal and social attributes that are required to perform the particular task ensures sustainable development of the organization (Macgregor, 2013). For example in the context of communication ability to communicate effectively in both written and oral form, or the ability to perform or handle difficult or stressful situation, or the ability to follow instruction and so on. It has been concluded at the end that the best possible way to manage organizational goal is to hire the right person for the right job by focusing on the employees that best demonstrate the KSAs that is knowledge Skill and abilities. It is the most significant decision that is required to reference while hiring. This is very important to recognize for making the final selection in order to meet the organization goal in more effective manner. The KSAs that is knowledge Skill and abilities are very important to analyze in order to have effective and efficient result by achieving the organizational goal in a best possible manner. Learning is essentially data identified with any undertaking or subject that is required for taking the procuring choice, which is required to apply on the work so as to have the better execution. Abilities are the most essential variable that is required to play out a specific undertaking and troughs are dealing with the consolidation of distinguishing most i deal aptitudes a man can illustrate. The capacities are the abilities that are required to show with a specific end goal to have the best execution to use in an approach to perform specific assignment or circumstance keeping in mind the end goal to create best measure results. With a specific end goal to finish a particular assignment or to play out any noticeable conduct it is critical to apply different abilities and learning that exhibit the present limit in an approach to finish the task in best possible manner in order to have a proper advantage. References Oulahan, R.V., 2017. Knowledge, Skills, and Abilities. Cheney, P.H., Hale, D.P. and Kasper, G.M., 2016. Knowledge, skills and abilities of information systems professionals: past, present, and future.Information Management,19(4), pp.237-247. Palmer, K. N., Ziegenfuss, D. E., Pinsker, R. E. 2014. International knowledge, skills, and abilities of auditors/accountants: Evidence from recent competency studies.Managerial auditing journal,19(7), 889-896. Kay, C., Moncarz, E.2015. Knowledge, skills, and abilities for lodging management.Cornell Hotel and Restaurant Administration Quarterly,45(3), 285-298. McGregor, E. B. 2013.Strategic Management of Human Knowledge, Skills, and Abilities: Workforce Decision-making in the Postindustrial Era. Jossey-Bass Publishers.

Qnt 351 Data Collection Essay Example

Qnt 351 Data Collection Essay The purpose of the Learning Team assignment is acquaint teams with the research study undertaken, purpose of the study, research question, and so on. The team assignment is to complete the first step in data analysis in the following form: 1. Describe the problem, purpose, research questions, and hypotheses 2. Evaluate of the instrument used for data collection 3. Describe and evaluate how the data was collected 4. Code the data and evaluate the procedure used . Clean the data by eliminating the data input errors made 6. Draw conclusions about appropriateness of data to meet the purpose of the study Resources Required Data collected from RES/351 University of Phoenix Material: Ballard Integrated Managed Services, Inc, Part 1. Grading Guide Content70 Percent| Points Available65| Points EarnedX/65| Additional Comments:| * All key elements of the assignment are covered in a substantive way. * Presents the chosen situation as an overview—problem, purpose, research questions, and h ypotheses. Describes the instrument used for data collection. * Describes how the data is collected. * Describes how the data is coded and evaluates the procedure used. * Cleans the data by eliminating the data input errors made. * Draws conclusions about appropriateness of the data to meet the purpose of study. * Includes a 5- to 7-slide Microsoft ® PowerPoint ® presentation| | 62/65|   You have all of the required information and the main business issues/concerns are related to turn over, high absenteeism, morale, and discontent of the workforce. In a 5-7 slides presentation added to the last week’s presentation as an introduction overview, what would the sequence of slides be and what page title to each slide would you give? This should be the structure of the paper. The problem statement needs a separate slide and one heading should be dedicated to the issues and concerns. In summary, you need an outline or table of contents and headings. Another critical thinking issue is how would you have conducted the survey to ensure a higher percentage of responses instead of 17%.? Organization / Development15 Percent| Points Available15| Points Earned13/15| Additional Comments:| * The paper is no more than 700 to 1,050 words in length. * Paragraph transitions are present, logical, and maintain the flow throughout the paper. * The tone is appropriate to the content and assignment. * Sentences are complete, clear, and concise. * Sentences are well constructed, strong, and varied. * Sentence transitions are present and maintain t he flow of thought. | | |   The paper is well written and sentences are clear. We will write a custom essay sample on Qnt 351 Data Collection specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Qnt 351 Data Collection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Qnt 351 Data Collection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A good structure with introduction (which you have) and conclusions will make it a great paper. The flow of paper is affected by lack of structure. | Mechanics 10 Percent| Points Available10| Points Earned8/10| Additional Comments:| * The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements. * Intellectual property is recognized with in-text citations and a reference page. * Rules of grammar, usage, and punctuation are followed. * Spelling is correct. | |   Headings are lacking and not consistent with APA guidelines. | | Total Available| Total Earned| | | 90| 83/90|   | Data Collection Ballard Integrated Managed Services (BIMS) is a nationwide service company that provides housekeeping and foodservice support to institutions across the United States. One division managed by Barbara Tucker services the Douglas Medical Center and has been one of the most successful locations. Recently this location has been experiencing a higher rate of turnover causing concern among managing staff about its causes as well as its possible solutions. Because most of these jobs are low-skill in nature, replacement of these employees has been easy; however it has brought about an increased cost, and reveals a deeper problem within company morale. To obtain the reason behind the lowered morale, a ten-question survey was conducted of existing employees to understand company strengths as well as areas for needed improvement. Employees were asked questions such as, do your enjoy working at BIMS, are you paid fairly, does management treat you well, and do you enjoy your assigned shift (University of Phoenix Material, 2013) . As a 24-hour operation hypothesis range from employees not working the times they need, to addressing employee pride in their work that comes along with fair treatment by managerial staff members and fair compensation for services provided. Debbie Horner, the HR manager responsible for this survey felt the problem was concentrated in employee motivation and felt that this was the area that needed most improvement. Possible solutions to this are incentive competitions, shift changes, and change in managerial approach to individual needs to raise employee self-worth and satisfaction. Both quantitative and qualitative data was collected from the survey. Using the quantitative data the Human Resource Manager Debbie Horner posed questions that varied from the numbers one through five. One was the worst rating and five was the best. Utilizing this data the human resource manager was enabled to gain a more clear perspective on how people felt about working for this organization. She utilizes qualitative data to discover the gender of the participants, what position they hold within the company and the length of time that the person has been employed with the company (University of Phoenix Material, 2013). The purpose is to obtain the general opinion of the participants. The method for collected data was through a survey that was extended to 449 of the company’s employees. The BIMS survey includes ten questions that are specific to the questions that are in appendix A. From there, follows with five questions that will help divide some of the demographics of the answers from the first ten questions. The variables and measurements that are being used are helping to find and identify why the employee morale levels are so low. The first set of questions has an answer range from one through five. This is an ordinal level of measurement. The numbers are used as levels of importance, rather than answers. This variable also can be measured by this scale so the level of measurement is ordinal. Different levels of measurement have to use different statistical techniques (University of Phoenix Material, 2013). For questions A, C, and D the level of measurement is nominal. The order the questions are asked does not matter, and they qualify as qualitative data. The questions ask for the employees to describe and categorize themselves as manager, supervisor, male, female and what department they work in. For question B the level of measurement is ratio. The question has a zero value. The question asks how long someone has worked for BIMS. Because this question cannot produce a negative answer, for the amount of time they have worked there the level used is ratio. The BIMS employee survey data is coded numerically on the ordinal, ratio, and nominal levels. The data from Column one represents the 78 survey participants who are numbered from one to 78. In column two through 11 of the data set represents survey questions one through 10. Each of the participants has been asked to each answer each of the questions with a one to five rating, one being positive and five being negative. The responses from the survey were recorded and placed in rows and columns of the data set. If the survey participant did not answer a question, a zero is recorded (University of Phoenix Material, 2013). After reviewing the data, errors have been discovered. There were sixes in place of the fives. Debbie Horner would input the data and instead of a five she was placing a six. The sixes had to be changed. However, Debbie did not make an error in the coding of how long each employee has worked there; Debbie converted the years into months. In this section the six was correct and did not need to be corrected (University of Phoenix Material, 2013). The conclusion that was made was with the total staff equaling 452 workers, there was only a 17. 3percent response rate. There were only 78 responses out of 452. The morale of the staff is very low, and even with the concern the HR manager shows in making the questionnaire, the answers cannot be judged by the response because of the low return rate given (University of Phoenix Material, 2013). If there had been more employees concerned enough to give their opinion then this survey could be used in the research. However, since not many participated, Team A feels this was inconclusive. These answers are biased because only 7 people worked in Maintenance. There were 36 answered by Food employees and 35 answered by Housekeeping. It is an unfair advantage and not enough people answered the survey (University of Phoenix Material, 2013). Conclusion Team A presented the BIMS situation as an overview problem, purpose, research questions, and hypotheses. There was a description of the instrument used for data collection for this paper. The paper identified the quantitative and qualitative data collected and how the data was collected. There was also identification on the level of measurement for each of the variables involved in the study. The paper provided description of how the data is coded and evaluated the procedure used. Team A cleaned the data by eliminating the data input errors made. Finally, team A came to the conclusion about appropriateness of the data to meet the purpose of the study. Reference University of Phoenix Material. (2013). Ballard Integrated Managed Services, Inc. , Part 1, 3(3), 1.

Females Roles As Depicted in the Painting and in the Article essay

Females Roles As Depicted in the Painting and in the Article essay Females Roles As Depicted in the Painting and in the Article essay Females Roles As Depicted in the Painting and in the Article essayWomen   Ã‚  had great influence on the formation of modernism in the art history.   Griselda Pollock proves it in her article Modernity and the Spaces of Femininity. According to the author, â€Å"Modernity is presented as a far more than a sense of being â€Å"up to date.†1 Female images take a special place in the representation of modernism in art. Modernity deals with both: male and female sexuality, but there is a close relationship between modernism, modernity and sexuality. Griselda Pollock focuses on the analysis of the art pieces, which reflect the usage of female images. There are several important arguments made by the author of the article in relation to the role of female images and femininity in modernism and modernity.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   First, the author states   that â€Å"sexuality, modernism or modernity cannot function as given categories to which we add wome n.†2 From the men’s perspective, women are presented differently because of social difference that plays an important role in gender relations. Artists use different dimensions of femininity which prove   that women play an important role in the art formation. Mary Cassatt and Berthe Morisot are the most important impressionist female artists of the 19th century. They both use the female perspective to depict women and female way of life. Both, Mary Cassatt and Berthe Morisot depict things which surround women in their everyday life: they use â€Å"dining rooms, drawing rooms, bedrooms, balconies/verandas, private gardens† to portray the female’s leisure life. From this paintings, we can clearly see the limitation of space and location in the female’s life.   Ã‚  Female impressionist artists could create their pieces of art only in limited domestic space and private area. They did not have equal conditions with male artists, because women used t o have lower social status in comparison to   men.   In the art practice their homes and their private areas   Ã‚  immediately become the   subject matter of the domestic   life. From the later discussion in the article, the appearance of women is discussed. Same as in the theater, we see the females   Ã‚  are often   sat in the backstage. We   do not have the chance to view them from the   close distance. Therefore there is still inequality between man and omen ad they do not possess equal social standing.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Secondly, the author states that â€Å"femininity is not the natural condition of female persons.† 4 Women are represented as sexual objects and â€Å"they are positioned as the object of the flaneur’s gaze.† Men are free to gaze at women and this way we may speak about sexual discrimination.   For example in the western traditional art, the male artists traditionally use female nudity as a   s ubject in their paintings. They use it to satisfy male’s ambitions   and to give   pleasure to the viewers. The artists use female images to highlight the role of female identity in the assessment of male superiority.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Thirdly, the rights of men and women are not equal and women are regarded as a   lower social class. There were no   protection for women, in addition,   Ã‚  Ã‚  women felt unsafe entering a public sphere: â€Å"such as the masked ball or the cafe-concert constituted a serious threat to a bourgeois woman’s reputation, etc.†   Weak   position and the lower social standing   of females in the society limited their opportunities. In the society of that time males   were free to do anything they wanted.   Ã‚  All these factors  Ã‚   illustrate the lower position of the women   and the power of males in the society. Also, Griselda Pollock argues that â€Å"femininity in its class-speci fic forms is maintained by the polarity virgin/whore which is mystifying representation of the economic exchanges in the patriarchal kinship system.†5 Therefore money and property influence human relations, especially marriage relations. Femininity can be defines as the ideology of female sexuality.  Ã‚  Ã‚  Ã‚  Ã‚   Lastly, the author states that femininity had a strong impact on women’s lives as it reflects   the roles of women, their status and the effects of their sexuality.  Ã‚  Ã‚  Ã‚  Ã‚   In the Eva Gonzeles’s painting â€Å"A Box at the Italian Theatre†, we see   a woman sitting in the centre, accompanied by a man standing next to her. This painting, does   not clearly show   the difference and inequality of females and males.   Here, the woman is depicted in a public area, in the Italian Theatre; moreover   the settings of   Ã‚  the women’s domestic life from the reading is changed here. From the viewer’s perspecti ve the female and male are standing in the same space. At the same time there are characteristic features form the painting which can give us more information about the   male and female social roles of that time. These two figures are   depicted in the same horizontal line, but they are depicted differently. The female figure is looking straightly at the viewer, but the male is turning his body and looking in a different direction. So, we can see that woman is watching a show and man is looking in some other direction. This way,   the painting   examines the â€Å"splitting of private and public with its double freedom for men in the public space, and the preeminence of a detached observing gaze, etc.†   The facial expression of female from the painting does not show anything extraordinary. She is watching performance and is totally centered on what she observes.     Male figure looks relaxed and   distorted.   He is looking at some other things, paying lit tle attention to the actions on the stage. A certain difference in the depiction of   Ã‚  women and men can be found.   Ã‚  Ã‚  The freedom of men in any space, any location and the freedom of male’s gaze. They have the right to look at any things at any time in any space. Unlike the women,   who are not free in their postures, gestures and desires. Moreover,    «they were never positioned as the normal occupants of the public realm.† Therefore in this painting, although the female and male figures are   Ã‚  placed in the same position in space, their postures and gestures, same as things they are looking at show their unequal positions.  Ã‚  Ã‚   In the Pollock’s article of Modernity and the Spaces of Femininity and the Eva Gonzales’s painting, we may find descriptions of     social inequality and   social discrimination of women in the 19th century society.