Job Satisfaction Essays (Examples)

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Job Assessment the Position of

Words: 1632 Length: 6 Pages Document Type: Essay Paper #: 39836689

The employee does, however, receive recognition and has the possibility of extrinsic rewards such as pay raises and promotions.

The relative lack of positive goals for the cashier/finisher position is ineffective. Employees are not encouraged to seek new, higher standards of performance because they face limited advancement and pay raise prospects. The company's emphasis on minimum standards works well, but the bagel example shows how better use of positive goal-setting can help to unleash the full potential of Dunkin's front-line customer service staff. If these employees working towards positive goals can bring the chain to be the number one bagel seller in the country in less than a year, then clearly the firm's day-to-day performance is underperformance and this is largely due to the lack of such rewards.

Conclusion

The cashier/finisher position at Dunkin' Donuts can be difficult to fill. As such, the company's job design, rewards and motivations systems…… [Read More]

Works Cited:

Job Posting: Dunkin' Donuts Crew Member. Snagajob.com. Retrieved October 17, 2009 from http://www.snagajob.com/job-seeker/jobs/job-details.aspx?postingId=1308092&ref=vseindeed

No author. (2007). Maslow's Hierarchy of Needs. NetMBA.com. Retrieved October 17, 2009 from  http://www.netmba.com/mgmt/ob/motivation/maslow/ 

No author. (2008). Dunkin' Donuts rewards "brilliant bagel behavior." Incentive Performance Center. Retrieved October 17, 2009 from  http://www.incentivecentral.org/employees/casestudies/Dunkin_Donuts_Rewards_Brilliant_Bagel_Behavior_.836.html
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Job Analysis Process Job Analysis

Words: 2218 Length: 7 Pages Document Type: Essay Paper #: 85178205

The last step is rating the elements on the constructs based on a 5, 7 or 10 point rating system Smith, 1980()

Another method is work sampling whereby the proportion of time a worker spends on a particular activity such as fixing a machine or designing a new system is measured. Hierarchical task analysis is another method and it involves giving a description of the performance of the employee based on the organization's hierarchy. This method involves describing the interactions between the employee, their supervisor and other managers in the hierarchy Shepherd, 1985()

Problems with job analysis

The job analysis process involves a variety of methods, detailed plans, tools and human effort which makes it prone to problems and challenges. One major problem that comes with job analyses is the lack of support by the management team. This is a huge problem that arises when the job analyst is unable…… [Read More]

References

Carter, R.C., & Biersner, R.J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores*. Journal of Occupational Psychology, 60(4), 311-321. doi: 10.1111/j.2044-8325.1987.tb00263.x

Dessler, G., Griffilhs, J., & Lloyd-Walker, B. (2007). Human resource management: Theory, skills & application (3rd ed.). Australia: Pearson.

Muchinsky, P.M. (2011). Psychology Applied to Work. Summerfield, NC: Hypergraphic Press.

Nel, P., Plessis, A. d., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., . . . Millet, B. (2012). Human Resource Management in Australia and New Zealand. Victoria, Australia: OUP Australia & New Zealand
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Job Outing This Research Was Done to

Words: 473 Length: 2 Pages Document Type: Essay Paper #: 83068714

Job Outing

This research was done to identify any relationship to job satisfaction and a recent company outing to Camp Feel Good. Essentially, the manager is doing this experiment to determine how effective Camp Feel Good attendance is on employee's attitudes.

u1= mean of employees who attended meeting and did not increase job satisfaction u0 = mean of employees who attended meeting and increased job satisfaction

u1 > u0

Null: H0: u1 / u0

Meeting attendance: This variable is discrete since it can either be yes or no, with no in between. This is a quantitative measurement and is the independent variable.

Job Satisfaction Score: This variable is continuous and is nominal. It is a qualitative variable that needs to be converted to understand its meaning. It is the dependent variable in this analysis.

Descriptive Statistics

The descriptive statistics infer some important points about the research question posed.

The first…… [Read More]

References

Week 3 SPSS Output. Provided by student.

National Atlas.GOV. (nd). Understanding Descriptive Statistics. Viewed 22 July 2013. Retrieved from http://nationalatlas.gov/articles/mapping/a_statistics.html
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Job Design and Redesign for

Words: 1795 Length: 6 Pages Document Type: Essay Paper #: 95711051

This sense of authority also enhances feelings of autonomy.

3. Feedback is available at all levels: from the supervisor, clients and co-workers. Performance is clearly observed and attributed to the employees, facilitating a fair performance appraisal and development of an incentives program.

Such processes are made even more efficient by the implementation of an efficient goal-system. As suggested above, the goals are established at individual level, at the group of employees performing similar tasks and at the level of the supervisor and departmental level.

The implementation of the new positions inside the department should be performed by taking into consideration employees' skills and motivation. The progress of the job redesign project should be monitored closely. Feedback sessions may be held in order to examine the challenges and progresses faced. Training should be offered to employees if necessary. The process completed, it can be examined and extended to other departments.

For…… [Read More]

References

Summary report from account http://online.onetcenter.org/link/summary/13-2011.01

Armstrong, M. (2006), a Handbook of Human Resource Management Practice, Kogan Page, 10th edition.

Hackman R, 1980. Work Redesign and Motivation, Professional Psychology Vol. 11, No.3

Slocum, John W., Jr. Job Redesign: Improving the Quality of Work Life, available at www.sbaweb.wayne.edu/~absel/bkl/.%5Cjels%5C3-1b.pdf
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Job Redesign Approaches to Revise the Selected

Words: 1417 Length: 5 Pages Document Type: Essay Paper #: 166933

job redesign approaches to revise the selected position.

There are various job redesign approaches that can be adopted in order to revise the role of the supervisor at GM. Grant & Parker (2009, p. 5) pointed out that job design describes how various jobs, roles and tasks are structured, modified and enacted. It also describes the impact of the structures. Job design has also been pointed out by Strumpfer (2006) to be of increasing importance to various organizations. This is because a well designed job results in an improvement of employee well-being. And yet again, it can observed as the process in which a given supervisor makes up his/her mind to change an element of the job, roles as well as tasks of a given individual (Tims and Bakker,2010)

The proposed and improved Job edesign system

Job Crafting

General Motors should redesign their jobs to follow the framework of job…… [Read More]

References

Armstrong M. And Murlis H. (1994) Reward Management. A Handbook of Remuneration

Strategy and Practice, Third Edition. Kogan Page, London.

Grant, A.M., & Parker, S.K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals, 3, 317 -- 375.

Gross.,S. (1995) Compensation for teams: How to design and implement team-based reward programs, American Management Association. New York. NY
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Job Listings When Most People Think of

Words: 1177 Length: 4 Pages Document Type: Essay Paper #: 61706766

Job Listings

When most people think of Anheuser-Busch, they will often associate it with a large multinational company that produces Budweiser. While this is true, the firm has operations in 23 countries and employs 116 thousand people worldwide. This means that they must utilize different strategies for attracting and retaining key personnel. To fully understand how this takes place there will be a focus on: recruitment strategies, the way the organization classifies job opportunities, factors for determining the right mix of local / international employees, the benefits and expatriate programs. Together, these different elements will provide the greatest insights as to how the firm is able to locate and hold onto critical talent. ("Anheuser-Busch," 2012)

Outline the recruitment strategies the organization uses.

The basic recruitment strategy at Anheuser-Busch is focused on locating individuals who are coming out of college. During this process, they will talk with them about their future…… [Read More]

References

Anheuser-Busch. (2012). Anheuser-Busch. Retrieved from: http://www.ab-inbev.com/go/about_abinbev/our_company/ab_inbev_company_profile.cfm

Explore AB. (2012). Anheuser-Busch. Retrieved from: http://www.ab-inbev.com/go/careers/explore-ab-inbev-careers

Our Graduate Recruitment Programs. (2012). Best Beer Job. Retrieved from:  http://www.bestbeerjob.com/global_management.html 

Our People and Culture. (2012). Best Beer Job. Retrieved from:  http://www.bestbeerjob.com/ourpeople.html
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Job Is Largely an Outgrowth of the

Words: 714 Length: 2 Pages Document Type: Essay Paper #: 39564645

job is largely an outgrowth of the industrial revolution's efficiency demands. There was a widespread notion of substitution of machine power for people power, management specialists Adam Smith and Fredrick Taylor have given their remarkable contribution in creating positive correlation between specialization and efficiency (Litterer, 1969). Among the management experts and managers the popularity of specialized and short cycle jobs have climbed its peak. Job specialization was initiated in organizations by breaking down jobs into its lowest level and designing jobs for each part. It evolves specialization, expertise and improved quality. Job specialization implication is seen in workplace in manufacturing and assembly lines where workers were specialized for specific task for the whole shift.

In job specialization the same task is repeated whole day long. The benefits of job specialization can be drawn from the concept of 'Division of labor' proposed by Adam Smith. Smith had a strong conviction that…… [Read More]

References

Litterer, Joseph (1969) Organizations. Published by New York John Wiley & Sons.

Niederhoffer, Victor (2006) Specialization and the Division of Labor. Retrived on 22nd August

2011 through:

 http://www.dailyspeculations.com/vic/Division.html
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Job Redesign and Workplace Rewards Assessment

Words: 2126 Length: 6 Pages Document Type: Essay Paper #: 12028783

edesign and Workplace Assessment

What goes into the accountant profession? Are many responsibilities placed on the individual as well as the business? How does one remain motivated through his or her daily work activities? Will he or she become a success through these endeavors? One will discuss job redesign and workplace rewards.

Certified Public Accountants (CPA) have an impact at every organization they work at on a regular basis. Many in this profession rely on their firm to teach them the necessary information needed in order to understand what is required of them, such as ethics and culture. Training is involved for a new employee as well. In order for a CPA to do their job effectively, he or she has to follow a code of ethics. This lies with the individual rather than the company (Colson, 2003). "Professionals are expected to follow their profession's ethical codes even when these…… [Read More]

References

Colson, R. (2003). Principles of professional conduct. Retrieved May 15, 2011, from The CPA

journal: http://www.nysscpa.org/cpajournal/2004/104/text/p80.htm.

U.S. Department of Justice. (2011). Careers. Retrieved May 15, 2011, from U.S. Department of Justice: http://www.justice.gov/.
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Job Stress Levels and Its Effect on

Words: 1591 Length: 5 Pages Document Type: Essay Paper #: 26024092

Job Stress Levels and its Effect on Production

Mitsuka Technologies Inc.

Mitsuka Technologies Inc. is involved in the manufacture of auto parts and components for one of the major automobile manufacturers in the world. As part of a quality and efficiency audit, a team has been assembled to assess the areas that need improvement to increase production, and ultimately profitability. Job stress is a concern for all levels of an organization, individual, group team, and the organization as a whole. This study will assess the level, sources of job stress and the effects that it has on Mitsuka Technologies Inc. In terms of quality, efficiency and productivity.

Studies have shown that stress effects an organization in many very real and measurable ways and that identifying the sources of stress and developing a plan to eliminate or reduce these stressors can have an impact on productivity and profitability. On an individual…… [Read More]

Works Cited

Carey, Allen D. (1997). Ways to Deal with Stress. ESU Online Management Journal. http://www.emporia.edu/ibed/jour/jour13ob/allencob.htm Accessed October 2002.

Douglas, Max E. (1996) Creating Employee Stress in the Workplace: A Supervisor's Role. Supervision. Oct 1996 p. 6-9.

Shellenbarger, Sue. (2001). Savvy Professionals Cope With Good and Bad Stress. Wall Street Journal Online. July 26, 2001. http://www.careerjournal.com/columnists/workfamily/20010726-workfamily.html Accessed October 2002.

Spiers, Carole. (2002) Stress Management. Training Journal. April 2002. www.csa-stress.co.ukOrganisationalstress:a management perspectiveSpiers / Accessed October 2002.
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Job Characteristics Model Focuses on Five Core

Words: 624 Length: 2 Pages Document Type: Essay Paper #: 3090583

Job Characteristics Model focuses on five core job dimensions. The purpose of the characteristics model is to encourage workers to have greater job satisfaction through understanding their psychological needs. The five-core dimensions include the following characteristics. Skill variety: which dictates that a job design should challenge a number of skills and abilities that a worker possesses. Task identity: a job should require attainment of a complete and exclusive portion of work; the work must not be a small part of the project as a whole. Task significance: the job has to be significant to people's lives. Autonomy: the worker is self-governed when designing a work schedule and choosing how the work will be completed.

Feedback: the workers receive a response about the work completed that details the effectiveness of the job. (Notes on the Job Characteristics Model)

Job Enrichment firm's ability to understand these five characteristics can greatly enrich jobs…… [Read More]

Works Cited

Hackman-Oldham Job Characteristics Model and Job Design. http://www.geocities.com/Athens/Forum/1650/hackmanoldham.htm

Influencing Work Behavior. http://sominfo.syr.edu/facstaff/rchesser/mbc637mc/Present/Wkdesign.ppt

Job Characteristics model. http://www.siu.edu/departments/cola/psycho/psyc323/chapt07/sld020.htm

Notes on the Job Characteristics Model. http://www-rcf.usc.edu/~fulk/jcm.html. The
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Job Firstday Discuss the Factors Causing the

Words: 997 Length: 3 Pages Document Type: Essay Paper #: 63601128

Job

FirstDay

Discuss the factors causing the employee's dissatisfaction.

There are several reasons the employee could be dissatisfied; Malik will need to speak with her first thing in the morning to find out why she is unhappy. Only when he knows the reasons for her dissatisfaction can he begin to address the problem. He may find out that factors are completely out of his control.

The employee stated she feels she has both too much and too little to do. It is possible she feels that much of her work has little relevance with respect to her training, education and experience. She may feel overwhelmed with tasks that are beyond her expertise, with too few tasks requiring the kind of work she is comfortable doing. She may feel bored by work much of the time because it is not sufficiently challenging.

It is also possible that the employee does not…… [Read More]

Reference

Stewart, G.L. And Brown, K.G. (2009). Taken from Human Resource Management: Linking

Strategy to Practice, Hoboken, NJ: John Wiley & Son, Inc.
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Satisfaction at Work or on Job

Words: 872 Length: 3 Pages Document Type: Essay Paper #: 66198229

ork Satisfaction

Nothing is really work," states an old adage, "unless you would rather be doing something else."

In today's times of economic uncertainty, rapid employee turnover and more trade union disputes, the issue of worker satisfaction has become even more important. In addition to salary, many workers point to the need for a good quality of worker life. They need to feel that their personal needs are being met in their professional careers.

This paper examines factors which relate strongly to worker satisfaction. These factors include greater communication, opportunities for advancement and a sense that their work is "meaningful." In the last part, the paper also makes suggestions regarding how employers can both ensure motivation on the job and address factors that give rise to job dissatisfaction.

The question of employee satisfaction has come to gained greater attention especially in this new century. A survey commissioned by the Pitney…… [Read More]

Works Cited

Bodek, Norman. "The quality of work life." Industrial Engineer. March 2003. Proquest Database.

Giving employees meaningful work is the best way to keep them." New Hampshire Business Review. December 1, 2000. Proquest Database.

Greater expectations." People Management. September 11, 2003. Proquest Database.
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Job Attitudes

Words: 1222 Length: 4 Pages Document Type: Essay Paper #: 53609239

Meta-Analysis Stages and Practices

(based on Figure 1, p. 307, Kirca & Yaprak, 2010)

The Causal Relation Between Job Attitudes and Performance:

A Meta-Analysis of Panel Studies

How Important Are Job Attitudes? Meta-Analytic Comparisons Of Integrative Behavioral Outcomes And Time Sequences

Formulate problem

Identify and read relevant theoretical and empirical articles

studies were utilized.

Contextual performance and focal performance were the two main factors on which the studies were based

Identify important, common variables, study, and measurement characteristics to assess

The two variables being studied were job attitudes and job performance

Job attitudes were linked to different factors that came under the category of contextual and focal performance

Identify contradictory findings

Decide on meta-analysis objectives

To fill the gap between the relationship of these two factors.

To fill the gap between the relationships of these two factors.

Develop preliminary theoretical framework

Job attitudes were defined as a person's affective and…… [Read More]

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Job Stress

Words: 6333 Length: 20 Pages Document Type: Essay Paper #: 76804291

American today, works more that an American worker of even a generation ago. A 1999 Government report stated that workers worked 8% more hours than the previous generation. This translates to an average workweek of 47 hours. Twenty percent of workers today work more than 49 hours. The work place has been constantly changing -- the revolution from agronomies to industrialization having had its origins in the industrial revolution. Most of the industrialized regions of the world have attained better standards with significant improvements in quality of life as a result of the industrial revolution. In turn, however, the workplace became more formal and restrictive. Any personal skills of an individual worker were generally ignored. These abilities were not essential a worker's role in the "new" work environment.

Mass production was the next phase of change in the workplace. It made standardization the norm. Greater emphasis was placed on conforming…… [Read More]

Bibliography

Armour, Stephanie. "Workers Seek Compensation from Employers for Job Stress." USA TODAY May 15, 2002.

Barsade, S, and B. Wiesenfeld. Attitudes in the American Workplace Iii. New Haven, CT: Yale University School of Management., 1997.

Bond, J.T., E. Galinsky, and J.E. Swanberg. The 1997 National Study of the Changing Workforce. New York, NY: Families and Work Institute, 1998.

Briggs, Susan. To Think or to Do? 2001. Available. December 8, 2002. http://www.pacpubserver.com/new/business/3-12-01/motivation.html
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herzberg vs job characteristics model

Words: 685 Length: 2 Pages Document Type: Essay Paper #: 36257005

.....jobs that I had that were not motivating, but one in particular was an office job that involved mind-numbing work. It checked a lot of boxes for jobs that you don't want to do and I could not get out of there quickly enough. The office was a large, open space, a true cubicle farm, but without partitions, more open. So it was noisy. The lighting was terrible fluorescent. Everybody there was a lifer. I have never heard so much complaining about Mondays, and talk about Hump Day, and that sort of negativity. Nobody really wanted to be there but nobody seemed all that motivated to leave, either. For a young person looking to build something, it was just awful.

Barrick, Mount and Li (2013) wrote a paper discussing the role of personality, job characteristics and experienced meaningfulness. They argue that "personality traits initiate purposeful goal strivings" and essentially make…… [Read More]

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Job Rewards Job Redesign and

Words: 1848 Length: 6 Pages Document Type: Essay Paper #: 6895171

93). This approach allows members of the team to act autonomously; that is, once the supervisor is selected each member of the team has their own target to hit, and their own method or tools for realizing their target or goal. When they achieve this goal, they are rewarded through recognition of their efforts and greater autonomy or a promotion. This in turn may lead to increases in status or pay within the organization, which improve motivation and fulfills any financial goals a team member may have.

Goal setting theory needs to be strengthened as it promotes knowledge sharing in the organization. eeve (2001) notes in his goal setting theory (p. 199) that setting goals is critical to the success and productivity of an individual and team members. When people act as part of a group they form an alliance, one that collaborates and overcomes obstacles to success, which may…… [Read More]

References

Reeve, Johnmarshall. (2001), Understanding Motivation and Emotion 3rd Ed. New York:

Reward Motivation
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Job Analysis Selection Interclean Merged Envirotech a

Words: 1216 Length: 4 Pages Document Type: Essay Paper #: 57680549

Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.

Job analysis and selection

As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.

In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the…… [Read More]

References:

Gross, J., 2009, What is workforce planning system? PayScale, http://blogs.payscale.com/compensation/2009/10/what-is-a-workforce-planning-system.html last accessed on December 20, 2010

Heathfield, S.M., Hiring employees: a checklist for success in hiring employees, About, http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm last accessed on December 20, 2010

Employee selection process, Management Study Guide,  http://www.managementstudyguide.com/employee-selection-process.htm  last accessed on December 20, 2010

Practical steps to employee selection, University of California, http://cnr.berkeley.edu/ucce50/ag-labor/7labor/02.htm last accessed on December 20, 2010
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Job Task Analysis -- Customer Service Job

Words: 625 Length: 2 Pages Document Type: Essay Paper #: 55189988

Job Task Analysis -- Customer Service

Job Task Analysis Customer Service

Position

Customer Service

Location: Corporate Office

shifts, 8-5, 4-12

Sat/Sun -- 9am-6pm

Full Time

Hourly (Entry 10.00/hour, range to $14.80/hour)

Position Objective

Call Center Agent

Preparation / Prerequisites

High School Diploma or Equivalent

Excellent Interpersonal Skills

Working Knowledge of Basic Computer Operations and MS Word and Excel

Must pass a background and drug screen

Organizational Skills

Ability to Multi-Task effectively

Clear speaking voice and good command of English

Flexible Schedule

Negotiating Skills

Typing skills of 25-30 wpm or greater

One year experience in Customer Service or Sales

Ability to problem solve and find win-win solutions

Pleasant "can-do" attitude

Excellent listening and empathy skills

Responsibilities

Work in a call center environment

Maintain customer service targets

Sales and Sales support

Consistently meets established guidelines

Effectively communicates with customers, coworkers and managers

Demonstrates accuracy and thoroughness to Quality Programs

Ability to service…… [Read More]

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Job Analysis Selection & 8226 Conduct a Job

Words: 1175 Length: 4 Pages Document Type: Essay Paper #: 80518068

Job Analysis Selection • Conduct a job analysis. • Outline a workforce planning system. • Create a selection process staffing. Course Assignments 1. eadings • ead Chapter 5 -- 7 Managing Human esources.

Job Analysis Selection

As InterClean and EnviroTech completed their merger, the operational complexities of the resulting companies significantly increased. At the primary level, one could observe the fact that the organization would no longer simply offer cleaning products, but also cleaning services to the local health care institutions. As a specification, these institutions require the highest possible quality cleaning products and services. Nevertheless, the ability to kill as many germs as possible does no longer represent the main competitive advantage.

The modern day society is extremely dynamic and continually challenges the economic agents to rise up to amounting expectations. While a high quality of the manufactured products and delivered services is imperative, it is no longer sufficient…… [Read More]

References:

Jobber, D., Lancaster, G., 2009, Selling and sales management, Pearson Education

2010, Sample job analysis, Staffing and Recruiting Essentials,  http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html  last accessed on December 21, 2010

Business open learning archive, The BOLA Project, http://www.bola.biz/jobs/salesjob/salesrep.html last accessed on December 21, 2010
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Job Burnout

Words: 530 Length: 2 Pages Document Type: Essay Paper #: 45076928

Job burnout has been defined as "a psychological syndrome in response to chronic interpersonal stressors on the job. The three key dimensions of this response are an overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment." (Maslach, 2001)

Maslach describes exhaustion as stemming from the chronic stress of feeling burned out. The employee feels overextended, and lacks the emotional strength to overcome the hurdles he or she faces. It involves negative feelings of incompetence and lack of productivity.

Musick (1997) looked specifically at the medical profession, noting trends that have been seen in other fields as well. Management, in an effort to increase productivity, sometimes increases demands and arbitrarily changes job descriptions in ways that stress the employees. Musick reports one interviewee as saying, "People can do more for brief periods of time," but noted that sometimes people feel the…… [Read More]

Bibliography

Maslach, Christina. 2001. "Job Burnout." Annual Review of Psychology.

Mashlach, Christina. September, 1999. "Take this Job and... Love It! (6 ways to Beat Burnout)" Psychology Today.

Musick, Janine Latus. April, 1997. "H (Wellsley, 2000) ow Close Are You to Burnout?" Family Practice Management.

Wellsley, Kristin. August 21, 2000. "Are You Suffering The Symptoms of Burnout?" Los Angeles Business Journal.
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Job Portal Security the Objective

Words: 3023 Length: 11 Pages Document Type: Essay Paper #: 16042206

XML is used not only to represent the data but also as a messaging protocol called SOAP; and (6) Portal Integration is another popular integration methodology in use today. It doesn't involve expensive and time consuming technologies and processes that EAI and data warehousing require. Also, it is the most customer-facing of all the methods described in this section. This means that it can be highly personalized and customized to the customer's requirements. In future, portals will present their functionality as web services so that multiple portals from different vendors can be integrated.

Architecture of Portals

The portal, when speaking technically, is "a framework that enables developers to plug various software components called portlets, and then deliver the aggregated content to multi-devices." (Mohan, 2003) Integration may be accomplished through using HRML, JSP, Java eans, Java servlets, XSL that transforms XML through XSL transformation or even CGI. Sun Microsystems' Java Community…… [Read More]

Bibliography

Mohan, Sajeev (2003) Mechanics of Oracle Portal and Identity Management. Online available at http://download.oracle.com/owsf_2003/36786_Mohan.doc

Reducing the Costs of it Security Management (2006) Sumner Blount eTrust Solutions Online available at  http://i.cmpnet.com/ittransformationcenter.techweb.com/pdfs/reducing_costs_security_mgt.pdf 

Building a Portal? Vive La Difference (2001) Information Week. 5 November 2001 Online available at http://www.informationweek.com/news/showArticle.jhtml?articleID=6508083

Oracle Solutions for Workforce Excellence - HR Transformation: Transform HR from an Administrative Function to a Strategic Partner. http://www.oracle.com/global/uk/hcm/9575%20Transformation-2-9-4.pdf
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Job Redesign and Workplace Rewards Assessment

Words: 1496 Length: 5 Pages Document Type: Essay Paper #: 2735565

Job edesign and Workplace ewards Assessment:

Advertising art director at an advertising agency

Job components, tasks, or responsibilities

Employees whose work focuses on designing the content of advertising often have a greater deal of leeway in terms of governing their day than other types of employees. Advertising professionals are 'creatives,' meaning that their output is more subjective in its value than, say, a factory employee that must produce so much of a particular product per diem or even an accounting professional that must perform an audit. An advertising art director's role is serving the customer. "An art director usually works alongside a copywriter to form a 'creative team'. Traditionally, the copywriter produces the words to go with the visuals created by the art director" (Advertising art director, 2014, AGCAS). Working with the client closely from the beginning to gain a sense of what the client needs from a particular project;…… [Read More]

References

Advertising art director. (2014). AGCAS. Retrieved from:

http://www.prospects.ac.uk/advertising_art_director_job_description.htm

Cutler, Z. (2014). The best ways to reward employees. Entrepreneur. Retrieved from:

http://www.entrepreneur.com/article/75340
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Job Security

Words: 1075 Length: 3 Pages Document Type: Essay Paper #: 34474068

Job Security

Family Medical Leave Act (FMLA) and Return to Work

Balancing health, home, family, work:

With this purpose, this research paper probes into the methods, mechanisms that policies managers may utilize in the quest to facilitate employee leave and return to work. As this is a subject that deals with policies that may have a resounding impact on the welfare of both the company and it's employees, hence it is necessary that we take into account the psychological and emotional needs of individuals as discussed in the theories of Maslow, Herzberg and McClelland. This proposal shall demonstrate the beneficial aspects of leave policy implementation, as none exists at this point and prove that just a little consideration on the part of the management can turn any company's ventures into a roaring success.

THEORETICAL SUCCESS OF THE PROPOSAL:

Maslow's Hierarchy of Needs:

Maslow's Hierarchy of Needs states that each need…… [Read More]