Class This Week

Well, I wasn't in class this week due to being very very sick. I was in the hospital for about 4 days and in bed the other 3. I hope class was good and that I can stay caught up. I am trying to study for the test that I need to take, but have a hard time focusing. We will see what happens next week. :)

Ch. 11: Labor Markets

Concept and brief description:

Labor markets are related to economic influences on pay. Organizations must compete to obtain human resources in labor markets. There are several influences for labor markets, including competitors and cost of living. A company being able to provide strong compensation is more likely to have more applicants for positions in the company.

Emotional hook (provocative question/ claim/real-life problem):

Right now the economny is not strong and companies do not need to offer high compensation rates. There are not many jobs available and those that are will be taken/filled for a very low rate. Most likely the job you have now is being paid atleast 20 percent less than a few years ago. However, you are probably lucky that you even have a job.

Key points to elicit in discussion:

Labor markets are difficult on both ends. The employer needs to be able to compete in the market in order to draw applicants to the company. However, the company has budgets and can only provide so much for a position. If a company cannot financially provide a high compensation for a position than that position will be hard to fill. On the other hand, those looking for a position look at higher paid positions. A person needs a reasonable pay in order to provide for their family and survive. It can be a grueling cycle.

Facilitative questions:

What job is currently in strong demand in the labor market? What does this mean in response to pay rates for those positions?

Class Today

Today we talked about job satisfaction and how important job satisfaction really is. It is important to the employee and the employer. A company should take time to make sure that the employees are feeling some sense of satisfaction in their work. An employee that has some satisfaction is more likely to stay with a company and be more motivated. And as employees stay with the company, the company does not increase costs associated with turnover costs.

Ch. 10: Job Satisfaction

Concept and brief description:

Job satisfaction is the pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values. Different employees have different views of which values are important, so the same circumstances can produce different levels of job satisfaction.

Emotional hook (provocative question/ claim/real-life problem):

Have you ever been in a job where you did not feel satisfied? What was your reaction or outlook on your work? I have been in a job where I have felt little or no job satisfaction which led to me not really liking my work. I didn't want to go to work and didn't put my heart into my work. I didn't give the company all I had and therefore the company lost.

Key points to elicit in discussion:

Job satisfaction is very important for both the employee and the employer. As an employee feels satisfied they also feel motivated and rejuvinated, therefore increasing individual productivity. A company should take time to make sure employees are satisfied in their work which can greatly strenghthen the company as a whole.

Facilitative questions:

What makes you feel satisfied at work?

Class Today

We talked about performance reviews today and how they CAN be effective if used the right way. I have had several jobs where my performance reviews were completely ineffective and basically worthless. However, performance reviews can greatly impact a company and strengthen everyone. A company would be wise to take time to really have effective reviews with their employees, strengthening their employees and the company.

Ch. 9: Dysfunctional Managers

Concept and brief description:

A dysfunctional manager is a manager who may engage in some behaviors that make him or her ineffective or even "toxic"-someone who stifles good ideas and drives away employees. These dysfunctional behaviors include insensitivity to others, inability to be a team player, arrogance, poor conflict management skills, inability to meet business objectives, and inability to adapt to change.

Emotional hook (provocative question/ claim/real-life problem):

I dealt with a dysfunctional manager in my last job and she created various problems for the company. She wouldn't listen to anyone and really did drive away employees. The turnover rate for the company was extremely high and cost the company a lot of money. I actually left the company because of her, not the company. It is a great company but is being hindered by the manager.

Key points to elicit in discussion:

Managers make a big difference in a company. If a company has a manager that is negative and hard towards the other employees, the employees do not respect the manager and therefore does not feel motivated or dedicated to the company. A person could have a lot of strong skills but may not be the best fit for a management position. A manager needs a lot of conceptual and human skills. A company needs to make sure they have the right person for a management position.

Facilitative questions:

Have you ever worked for a dysfunctional manager? How was it? How long did you stay with the company?

Class Today

We talked about methods of training in class today and I think that the best methods of training are hands on training. If an employee is sitting in a classroom all day, being talked at, they are not gaining or retaining anything. Training should be extensive and hands on, so the new employees are really learning what they will be doing on a daily basis. It like with children, you don't just tell kids what to do you have to show them how to do it. :)

Ch. 8: Sources of Performance Information

Concept and brief description:

Sources of performance information are ways that a company can get feedback or information about an employees performance. There are several methods to finding out about an employees performance. The most used source of performance information is the employees manager. Other ways include through customers, self evaluations, and peer and subordinate reviews.

Emotional hook (provocative question/ claim/real-life problem):

I worked for a company that had the employees review and measure their own performance. This allowed the employee to see how they had grown personally and provided the employees with more freedom. However, some employees didn't feel the reviews and evaluations were very important since the manager was not doing them. Certain employees would fill out evaluations and throw them aside, accomplishing nothing. There needs to be balance.

Key points to elicit in discussion:

There are several ways to get performance information on employees. I think that customers are a great means of obtaining information because the customer has observed the employee directly. Who would know better than a customer who has been helped by the employee. A company should take into consideration the importance of outside sources for providing meaningful information.

Facilitative questions:

Do you think it would be difficult to evaluate yourself? Why?

Ch. 7: Apprenticeship

Concept and brief description:

Apprenticeship is a work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training. The apprentice assists the certified trades-person at the work site. It is a great training method because it is hands on learning and you get extensive practice. In addition, you have an opportunity to earn an income while learning a trade.

Emotional hook (provocative question/ claim/real-life problem):

In Japan apprenticeship is really the only way of training. A person decides what they want to do and then they spend years being trained by a certified trades-person. They are an apprentice until the certified trades-person dies. Then the apprentice takes over, having had extensive on the job training and continues the business. The person stays in the job pretty much their entire life. Jobs are more of an art and a lifestyle.

Key points to elicit in discussion:

I think apprenticeship is an amazing way to train employees. The best way for a person to learn is to do hands on training. Anyone can sit in a classroom and spit back what they are told, but you are able to see what a person is really capable of once they are actually doing something. Apprenticeship is a better way of training for a company, especially work such as plumbing, carpentry, and electrical work. You want employees who know what they are doing and hands on work is the best way to teach them.

Facilitative questions:

How would you feel if after just a few days of classroom training you were asked to go fix a major electrical problem?

Class Today

We started out talking about strategies companies can use to address a shortage or surplus of labor. It is hard to imagine the economy being in a labor shortage. Right now there are SO many people looking for work that it is hard to imagine the reverse. Also, there are many methods that companies can use to address the labor surplus but they can have negative affects. Overtime can be good but after time employees get majorly burnout. Downsizing and demotion cause negative morale and employees loose loyalty to the company. A company needs to take action, but needs to be aware how it will affect the employees, and therefore, the company.