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These rewards and motivators are important to me because they appeal to my higher order needs. I am fairly well satisfied with respect to my lower order needs, and will be with most positions in which I find myself. Work for me is not only a creative outlet but also an opportunity to showcase my skills. As a result of this, I view work less as a means to earn a paycheck -- which I take as a given -- and more as a means for me to attain higher levels of satisfaction. Recognition, promotion and achievement all fill these higher order needs.
3. The Occupational Safety and Health Association (OSHA) has been set up by the Department of Labor to "assure safe and healthful working conditions for working men and women." The organization assists businesses in several ways. It provides informational resources regarding workplace health and safety. It also writes and enforces safety standards....
For businesses, there is technical assistance with safety issues and consultation programs to help businesses understand the regulations and how to make their workplaces safer.
One interesting component of the website is that the OSHA relates stories about workplace fatalities. These stories illustrate not only the types of occurrences that result in fatalities in the workplace, but also the outcome of investigations. The OSHA then provides recommendations based on the case. The final component of these anecdotes is a listing of the different forms of help that the OSHA can provide to employers that may face similar circumstances. In taking the sum of these anecdotes, the OSHA provides ample illustration of the issue of workplace safety, and the ways in which it contributes to improving workplace safety by allowing all businesses to learn from the lessons learned in each situation.
Sounds simple, but it can get complex. For example, in any point factor system, knowledge/education is usually a heavily weighted factor. HR managers are usually very biased and this may tend to play into those biases and result in an unfair assessment and could eventually harm the organization in the long run. The Point Factor system is too sophisticated and may drain resources within the HR department as well. Ranking
RIORDAN HR System Design Riordan Manufacturing: Determining the needs of the HR system Riordan Manufacturing's success has been driven by the intelligence and resourcefulness of its employees. Constructing an effective HR system to capitalize upon its human intelligence and resources is essential. Riordan is a globally-based organization, which means that an integrated HR system can be difficult to construct. Using IT to unify HR best practices and philosophy can enable Riordan to thrive
job design and identify the 5 considerations in job design, providing a brief explanation of each consideration. Job design is defined as the analysis of workflow and processes that represents someone's position within an organization. It deals not only with the actual tasks but also the impact that the completion of these tasks will have on the employees physical and mental health. The five considerations are: Job Simplification -- this reduces
Reintegrating job design and career theory: Creating not just good jobs but smart jobs explores the relationship between how a job is designed and its effect on a person's overall career development. This is accomplished by discussing Career Theory and its relationship to Job Design, but also by reversing the thought process and exploring the relationship between Job Design and Career Theory. Finally the authors use their research and recommend
Upper-level managers may have to have a MBA, depending upon the nature of the organization. And some may have more unconventional majors and backgrounds, although business education of some sort is required. Skills: Knowledge of computers is a must, as is a keen interest and familiarity with organizational psychology. Some knowledge of employee testing may be required, if these techniques are used at the company to profile and type positions.
HR Case Analysis Verizon This report is a combination review of the article "Verizon Communications, Inc.: Implementing a Human Resources Balanced Scorecard" and also a review of the process of balanced scorecard. Companies today can only get what they measure. When it comes to Human Resources performance management, how can they be sure they are measuring the right things? Or, are the communicating the right information to the right people? There are