A Study Case about New Employee Orientation: The Benefits of Role Information
Abstract: The process through which an employee learns and adapts to a new position in an organization is often referred to as organizational socialization. Failure to provide employees with adequate socialization has been linked to negative behaviors, unmet expectations and higher levels of turnover. One of the most common ways to socialize new employees is through socialization training programs that provide a wealth of information about the job, work environment, and broader organization.
Despite the documented importance of socialization, and the widespread use of socialization training programs, the effectiveness of socialization training has received relatively little research attention. The current study attempts to answer calls to integrate previous research to propose a more effective socialization training program. Using a sample of college-age, part-time workers at a university childcare center, half of the center’s new employees received the center’s standard orientation program consisting of organization and task information. The other half received additional training that provided role information as well as other job-relevant socialization material. keep reading…
With the job markets opening up, it is time for all the aspiring techies to be equipped with the right skills that can land them in a job now. Recently, several reports have indicated that the job market is booming again after the slump due to the economic slowdown. Based on inputs from some industry watchers, Siliconindia has come out with the list of the Top IT Skills currently in demand…click here to refer the current IT Trends
Study for Significant Business Costs to Replacing Employees
Introduction: Implementing workplace policies that benefit workers and help boost employee retention is not simply a “nice” thing for businesses to do for their employees. Maintaining a stable workforce by reducing employee turnover through better benefits and flexible workplace policies also makes good business sense, as it can result in significant cost savings to employers. Thirty case studies taken from the 11 most-relevant research papers on the costs of employee turnover demonstrate that it costs businesses about one-fifth of a worker’s salary to replace that worker. For businesses that experience high levels of turnover, this can add up to represent significant costs that can potentially be avoided by implementing workplace flexibility and earned sick days at little or no cost at all.
Because some jobs have very high costs of turnover and others are less significant, there is a wide range of estimates across all types of employment. Above, we reported the “typical” cost of turnover using the median among the case studies. This means that half of the case studies had a cost above what is “typical” and half had a cost below. The estimates of the cost of turnover in the 30 case studies analyzed here range from 5.8 percent up to 213 percent, depending on the job and employee skills. But the estimates are clustered around the “typical” (median) values. Looking only at estimates of the cost of turnover for workers earning, on average, $75,000 per year or less, 17 case studies find a cost of turnover in the range of 10 percent to 30 percent. Keep reading…
Employees have shown a great desire for ﬂexible work arrangements (FWAs). National data reveals that nearly 80% of workers say they would like to have more ﬂexible work options and would use them if there were no negative consequences at work. However, most workers do not have access to ﬂexible work arrangements and barriers to their effective implementation persist in many organizations as the following nationally representative employer-based survey data reveals.
Many businesses have responded and various studies indicate both a growth in ﬂexible work options and an expanded understanding of their relevance to workforce recruitment, morale, production, and retention. However, to the extent that ﬂexibility is available, access differs considerably across occupations with managerial, administrative and professional workers having the most ﬂexibility. Uniform information on FWA characteristics, access and utilization is not available across job sectors and occupations. Most publicly available literature on the implementation of FWAs is employer-based and tends to emphasize the processes through which companies develop and market their ﬂexible arrangements and only minimally describes the speciﬁc details of actual policies and their use. To the extent that these programs have been documented, several themes emerge. Read more on Flexible Work Arrangements
Group norms are the standards that largely govern behavior within a group. The norms may be explicit and carefully recorded for all future members to see and learn, but just as often they might be implicit, in which case transmission to a new member will be dependent upon the ability and motivation of senior group members to accurately convey the norm. Norms have a strong influence on group-based behavior and are difficult to change. More troublesome for the group leader who wants to alter a group norm, implicit norms can be difficult to even detect.
All groups have some system of norms that govern the behavior of its members. Indeed, a normless group would be chaotic and anarchic because there would be no boundaries for proper behavior. Norms help group members determine what to do in unfamiliar situations, and for many groups norms are vital to their very success—many companies would go bankrupt if the norm “do your job well” did not exist, for example. Norms of course exist in large groups and societies, but small groups that exist within these larger ones also have their own sets of norms, and these norms can, and often do, exist at odds with those of the larger group. Keep reading…
A Case Study about Boundary Role Ambiguity: Facets, Determinants, and Impacts
The study of the organizational determinants of role ambiguity among sales and marketing professionals and its dysfunctional impact on job outcomes is an important area of research in marketing. Recently, researchers have identified several gaps in the literature in this area, including (1) substantial variability in results across studies and (2) lack of studies that conceptualize (and operationalize) role ambiguity as a multifaceted construct. As an initial step, the author uses a multifaceted conceptualization of role am- biguity to investigate a model that includes key organizational determinants and job outcomes.
Using data from multiple samples of sales and marketing professionals, the author estimates, augments, and validates the hypothesized model. The results show that multifaceted role ambiguity (1) helps uncover functional facets of role ambiguity (e.g., family) that facilitate coping with other ambiguous facets, (2) unravels the sensitivity of role ambiguity facets to different organizational determinants, and (3) offers evidence of differential potency because the different role ambiguity facets exhibit different potency in predicting the various job outcomes. Several directions for enriching theory about the role ambiguity phenomenon are provided and implications for practitioners are discussed. Keep reading…
Case Study about Lateral Stability of Structures Innovative Capstone
Introduction: Construction managers and contractors need a basic understanding of an engineer’s environment and how a structure behaves. They must be capable of dealing with technical questions at the job site including structural issues that sometimes are not addressed by the design professionals (Chini, 1995).
Since the safety of construction workers and the strength and stability of structures during the construction phase is of utmost importance, construction managers, superintendents need this knowledge. American Council for Construction Education (ACCE) governs construction education in United States. According to ACCE (2000) guidelines. Keep reading..
The Southern Federal Credit Union (TSFCU) was formed in 1963 to help a group of Federal Aviation Administration employees secure more competitive financial services. Over the years, TSFCU has expanded its charter, growing to serve more than 22,000 members and more than 190 employee groups throughout the southern crescent metropolitan Atlanta, including the National Weather Service, Chick-Fil-A and the Southeastern region of the Federal Bureau of Prisons. Headquartered in Fayetteville, TSFCU operates full-service branches in six locations.
The Challenge: One of the first problems the team had uncovered was that nightly incremental backups were encroaching into the production environment. “Clearly we couldn’t do backups during the day – but managing the time-consuming effort starting at 8:00 p.m. each night became a huge problem, both at our headquarters and our branch offices,” recalls Gill. To alleviate the strain, the team was forced to back up only the most critical data on a regular basis. “Babysitting the backups became a dreaded job,” says Gill. “And restores exacerbated our problems. It was actually harder to pull a file off a tape than to make the tape in the first place. keep reading..
What’s it like to have America’s greatest investor as your shareholder?
Who wouldn’t love to pick up the phone and ask Warren Buffett for advice? People have spent more than $1 million just to have lunch with the man. He was voted the most admired corporate director in America by Directorship magazine in 2008. Chief executives of companies he has a stake in laud his patience, foresight, and ability to capture the essence of a complex financial situation in just a few words. They also like the fact that he usually leaves them alone as long as they’re getting the job done. Read more…
Introduction: The purpose of this guide is to provide an introduction to the concept of human factors in healthcare and provide suggestions of how its elements can be applied by individuals and teams working to improve patient safety. It aims to build awareness of the importance of human factors in making changes to improve patient safety.
Background: Human factors encompass all those factors that can influence people and their behaviour. In a work context, human factors are the environmental, organisational and job factors, and individual characteristics which influence behaviour at work.Every day in the NHS, tens of thousands of patients are treated safely by dedicated healthcare professionals who are motivated to provide high quality and safe clinical care. For the vast majority of patients, the treatment they receive alleviates or improves their symptoms and is a positive experience.