Risk Study Report (occupational health and safety) Research Paper

Risk Study Report (occupational health and safety) - Research Paper Example Individual and commercial insurance is a good way to reduce the personal as well as commercial financial risks. I have selected the J. Paul Getty Museum as the visiting location. The location is situated in Los-Angeles. Los Angeles itself is blessed with beautiful landscapes and the building of the museum is made uniquely so that it would attract as many visitors as the museum can hold. On the other hand the entry to the museum is absolutely free, while visitors are charged $15 for the parking. However, after 5p.m the parking is free too. Museums are good places to find cultural, religious and ancient aspects of the location. Around 1.3 million people visit the museum each year (The J. Paul Getty Museum, 2012). The most significant feature of the tourism business is the capability of the operators to deal with the risks and associated factors regarding the tourism business. It is equally viable for the operators to maintain a smooth, receptive and cost efficient insurance that will ensure to meet the legal necessities and requirements. Risk management ensures to make clear reduction in the unnecessary and unintentional events. However, it is important for the risk managers to develop such strategies to reduce the impacts of the unplanned events. The third important perspective of the risk management is to improve the capability to have full control on all the events and associated risks and maintain cost-efficient insurance within the business environment. Risk management strategies will ensure to enhance the recognition of the risks, analyze the risks and the make strategies to reduce the risk. It not only benefits the organization but also the individuals. On the other hand, the risk management techniques will help to face the accident and help us to be prepared for any accidents. The techniques will also reduce the severity and the after effects of the accidents. Financial damages are heavily influenced by the

Time and Life Essay Example for Free

Time and Life Essay According to a popular saying,schooldays are the happiest days of your life. Is there any truth in this? Answers to this question are bound to vary greatly from person to person. A person’s answer will depend on how happy the person’s schooldays actually were and on how happy the rest of his or her life has been since. To give a really true answer to this question you have to be fairly close to the end of your life. Hopefully,by this time you will have lived a long time. If this is the case,then you will have a long period of time to look back on. Will no other period of your life have made you happier than your schooldays? This seems rather unlikely. There are certain momentous times in a person’s life which are usually accompained by a great feeling of happiness,even of ecstasy. One of these is being in love. Another is a person’s wedding day. Yet another, and many parents would put this at the top of their happiness list, is the birth of a couple’s child. These are milestones in human life and they bring happinessto the majority of people who experience them. However, apart from these emotional milestones, there is a wide variation in what makes people happy. To a large extent what brings happiness to a person depends on what they are interested in. For example, athletes might well regard their period of supreme happiness as the time they won a major track or field event, especially an Olympic event. Footballers might regard the peak of their happiness as the time they played for a top-ranking team and scored a crucial goal in an important game. Ambitious businesspeople might be at the hightest point of their happiness when they bring off a particulary successful and shrewd business deal. If there are all these opportunities, and many more, for achieving happiness in life, how has the idea arise that schooldays are the happiest days of our life? It is at least partly because people’s memories, particularly older people’s memories, tend to be imperfect when they look back on the past. Not only that. Especially where childhood is concerned, older people tend to look back at past through rose-coloured spectacles. For example, they might remember the weather during the summer holidays as being much better than it is now. That has nothing whatsoever to do with modern climate change. It has to do with looking back on the past with affection and nostalagia-and a lack of realism. A few people’s schooldays might genuinely have been the happiest days of their lives. On the other hand, some people’s schooldays might have been an absolute nightmare with stern schoolteachers administering harsh punishments and fellow students teasing and bullying them, not to mention the often unbearable pressure of exams. For most people,neither of these extremes fits the bill. Their schooldays are the usual mixture of happiness and unhappiness,like the rest of their lives. Schooldays are not the happiest days of their lives.

Critical Thinking and Business Decisions Essay -- GCSE Business Market

Critical Thinking and Business Decisions Our basic concept of critical thinking is, at root, simple. We could define it as the art of taking charge of your own mind. Its value is also at root simple: "if we can take charge of our own minds, we can take charge of our lives; we can improve them, bringing them under our "self-command" and direction (McCall and Kaplan, 1990)." Of course, this requires that we learn self-discipline and the art of self-examination. This involves becoming interested in how our minds work, how we can monitor, fine tune, and modify their operations for the better. It involves getting into the habit of reflectively examining our impulsive and accustomed ways of thinking and acting in every dimension of our lives and business. Many various "Forms of Thinking" affect the way we rationalize problems and situations. We could approach a problem by utilizing the forms such as in "a logical, scientific, persuasive, or creative fashion (University of Phoenix, 2000)." The way we approach a problem or situation can be and is very important. In addition, all that we do, we do based on some motivations or reasons that are forces which influence our ways of thinking. However, we rarely examine our motivations to see if they make sense. We rarely scrutinize our reasons critically to see if they are rationally justified. "Some of the forces that influence are thinking can be gender, culture, ethnicity, religion, race, economic status, ethics, etc (University of Phoenix, 2000)." As consumers, for example, we sometimes buy things impulsively and uncritically, without stopping to determine whether we really need what we are inclined to buy, whether we can afford it, whether its good for our health, or whether the price is competitive. As parents, we often respond to our children impulsively and uncritically, without stopping to determine whether our actions are consistent with how we want to act as parents, whether we are contributing to their self-esteem, whether we are discouraging them from thinking, or from taking responsibility for their own behavior. The two examples above, illustrate how we could have used a "scientific form of thinking" to come to a conclusion but the "force", whatever it may have been, that influenced that way of thinking, was very strong. The same remains true in business as it pertains to our manageria... ...en seriously, it can transform every dimension of work life: how we formulate rules, how we relate to our employees, how we encourage them to relate to each other, how we cultivate their speaking and listening skills, as well as their decision making skills. Of course, we are likely to make "Critical Thinking" a basic value in work only insofar as we make it a basic value in our lives. "Therefore, to become adept at contemplating critical thinking, we must become committed to thinking critically and reflectively about our own lives and the lives of those around us (Shermerhorn, Hunt, and Osborn, 2000)." We must become active, daily, practitioners of critical thought. We must regularly model for our employees what it is to reflectively examine, critically assess, and effectively improve the way we live and think. References Morgan W. McCall Jr. and Robert E. Kaplan, (1990). "Whatever It Takes, Realities of Managerial Decision Making," (New Jersey: Prentice Hall) Schermerhorn, Hunt, and Osborn. (2000). Organizational Behavior. 7th Ed. New York: John Wiley & Sons, Inc. University of Phoenix, (2000). Critical Thinking: Strategies in Decision Making. (Module) MGT 350.

Aggression as a Negative

Aggression is viewed by many as a negative response in sport, but theories of why aggression occurs contradict each other. Evaluate critically theories of aggression that seek to explain why negative responses often occur in sporting situations Use practical examples for the theories you evaluate. Aggression is any behaviour outside the rules of the game that aims to harm an individual that is motivated to avoid such harm. Some skills appear aggressive for example, a slide tackle in football, however they are perfectly legal in the games rules so it is not seen as aggressive behaviour.Possible negative responses relating to aggression are caused by; actual/perceived unfairness, frustration at performance, displaced aggression from other sources, pressure to win, retaliation, copying others, nature of the game, reaction to a hostile crowd, being on the losing team and previous ill-feeling (derby game). There are 4 theories of aggression; Instinct Theory, Social Learning Theory, Frustr ation Aggression Hypothesis and Aggression Cue Hypothesis.Instinct Theory (Freud) suggests that behaviour is predictable, genetically inherited and it is the Trait view of behaviour. According to this theory, we can tell which players and when they will perform aggressive acts. This says that everyone has aggression within them, it is just a continual build-up of energy that needs to be released through catharsis, for example, small lashes out at an opposition to release pressure (Lorenz). However this theory completely disregards an environmental stimulus that we know exists.Social Learning Theory (Bandura) suggests that behaviour is learned from our environment, for example we observe behaviours through a role model, we perform the behaviour (copy) then this mode of behaviour becomes accepted through reinforcement. For example, young footballer copies Wayne Rooney and kicks out at an opposition player, then gets praise from team-mates, this behaviour is reinforced, then the young player will do it more to create this sort of response again.This theory does the opposite of Instinct Theory and accepts the environmental stimuli however disregards the genetic influence, that we also know exists. These next two are Interactionist Theories that aim to combine environmental and genetic influences. Frustration Aggression Hypothesis suggests that frustration occurs when our goal-directed behaviour is blocked, and there is more frustration if the behaviour is outcome orientated. This hypothesis suggests that environmental build ups create a biological reaction as a cathartic release, if this release fails then we become more aggressive.For example, Jordan Mutch of Cardiff blocked Wayne Rooney from getting past so Wayne Rooney (goal blocked), Wayne Rooney got frustrated, Kicked out at Mutch and received a yellow card as punishment, this cathartic release failed. Aggression Cue Hypothesis suggests that frustration is equal to arousal; it creates a readiness for aggressi on. This aggression will only occur upon environmental cue. For example in football, being on the receiving end of a bad tackle provides the environmental cue which will increase arousal. If there is the presence of aggression, chances of aggression are increased dramatically.

Energy drink lab Essay

Questions: 1. When we say that something gives us â€Å"energy,† what does that mean? What is a biological definition of energy? When we say that something gives us â€Å"energy† it means that, that drink gave us power to get up and do things. It energizes us so we can accomplish something. The biological definition of energy is the strength and vitality required for sustained physical or mental activity. 2. What is the physiological role of each of the molecules in your table? The role of each of the molecules in my table is to 1. Which ingredients provide energy? How do they do that? Caffeine, sugars and many more provide energy by stimulating the central nervous system giving the body a sense of alertness. It can raise heart rate and blood pressure while dehydrating the body. 2. Which ingredients contribute to body repair, I.e., which help build or rebuild muscle tissue? Glucose (sugar) to provide energy quickly to the muscles. Because sugar is short-lasting, the resulting energy burst is also short-lasting. Ingredients with protein repairs, and Folic Acid, since it helps with DNA synthesis which makes protein. In our case the amino acid group help build muscle tissue in the drink Nos. 3. In what ways might the one that does not have a metabolic energy source provide the perception of increased energy after consumption? The main purpose of an energy drink is to increase stamina and physical performance. With the consumption of caffeine the person will increase performance. 4. How are the ingredients in these drinks helpful to someone expending a lot energy a runner? I believe the ingredients in these drinks are not helpful to someone expending a lot of energy because it’s not healthy and the energy that’s given off these energy drinks do not last long. Therefore it’s unreasonable to drink energy drink when you can drink water and maybe Gatorade or Powerade. 5. Does your analysis substantiate the claim that this is an â€Å"energy drink†? If so, what molecules are the sources of energy? 6. Yes the claim substantiate that Nos is an energy drink. The sources of ener gy in are carbohydrates, proteins, and fats, being burned in the presence of oxygen. But the chemical reactions required to consume this energy do require water. 7. Could you drink serve different  purposes for different consumers? Explain. Nos energy drink could be used to provide energy to those who play sports and need the energy, those who need the energy because of lack of sleep, or those who simply enjoy the taste of it. 7. What is the normal physiological response to increased intake of sugars? To increased intake of caffeine? The glucose levels in the blood increase and cause and increase in insulin production with and increased amount of sugar intake. With an increase of caffeine intake the heart rate increases and cause anxiety, insomnia, and the blood vessels to expand. 8. Is there such a thing as â€Å"sugar high†? Explain your answer. No, there is no such thing as sugar high. Many people believe sugar makes people hyper but that is a myth. It is because some people are low sugar tolerant and some have a higher toleration for sugar. 9. Evaluate, in terms of basic physiology and biochemistry, the statement: A lack of sleep causes a lack of energy. Sleeping is essential for everyone and we at least need 6 hours of sleep a day to let our body rest after it has been active for many hours. One lacks energy because your body and brain did not have enough time to fuel up again so therefore one feels tired. 10. Are the product claims legitimate? Why? No, they are off because the amount of caffeine listed is much lower then what it actually has 11. Should you simply buy a can of coke rather than one of these energy drinks? Why/ why not? Yes, but then again no because coke products are honest about what the drink has in so therefore you know what you are consuming and how much but then again it can still affect your health. Coke is a better then Nos but not the healthiest choice. Assessment: Claims: Enhances mental focus High performance Fuels gamers Natural caffeine People should really think about the things they put in their bodies. Many are not aware of the risks that one put themselves in because of the products they consume. Energy drinks are an example of beverages that many  people drink but not everyone knows the risks. A lot of young adolescents enjoy drinking these type of beverages. Energy drinks have high caffeine but the product does not inform you of how much caffeine one is actually consuming. High levels of caffeine cause the heart rate to increase and it could cause death if people are not careful. The claims say that it enhances the mental focus; however the drink cause anxiety problems and insomnia. The high levels of caffeine cause these side effects and increase the consumers heart rate. The claims also state that it is high performance, which is partially true. The caffeine makes one feel wide awake and have more energy but deep down their body is forcefully being told to act that way. The Nos Energy drink tries to catch the eye of adolescents by the logos on the drinks such as â€Å"Nos fuels gamers.† The drink states that it has natural caffeine and even though it may be natural, it has 260 mg of caffeine. A girl in Missouri drank 2 Nos drinks and passed out which caused her to be hospitalized according to EnergyFiend.com. This is why consumers need to be careful when buying these types of beverages because they could end up hospitalized or possibly dead. It clear states on the can that it is only recommended for adults, but yet anyone is allowed to buy not matter what age they are which is unbelievable. Sources of Energy Amino Acids Stimulants & Vitamins Other-Please Categorize Caffeine Citric Acid Acesulfame Potassium Fructose Glucose Glucuronolactone Inisotol Pyridoxine HCL Sucralose Sucrose Aspartame (Carnitine) 1-Glutamine (B12) (B6) (Taurine) (Guarana) Cyanocobalamin Folic Acid Niacin Niacinamide Pantothenic Acid (Potassium Sorbate)- Salt of sorbic acid Water

Employee Selection Principles and Techniques Essay Example

Employee Selection Principles and Techniques Essay Example Employee Selection Principles and Techniques Essay Employee Selection Principles and Techniques Essay Organizational Entry A study of managerial, professional and technical employees of a large OLL company mound that those who demonstrated success early In their career were more Likely to be promoted than those who were less successful early in their career (Dither Brett, 1991). Initial Job challenge has a positive impact on employee performance and success. The challenge should be compatible with your expectations and preferences. Employee preferences Challenging, interesting and meaningful work High salary Opportunities for advancement Job security Satisfactory working hours Pleasant working conditions Compatible co-workers Feeling of being respected and appreciated Opportunity to learn new skills Fair and loyal supervision Being asked ones opinion on work Issues Assistance with personal problems A study of business students showed the most important consideration to be the companys location, followed by salary and benefits (Barber Rolling, 1993). Another factor that affects employee preferences Is level of education. College graduates nave Deterrent preferences Trot null cocoons graduates anon tenure are also differences BTW college graduates. Engineering majors differ from liberal arts majors and students differ from C students. Age also plays an important role as well as specialization. Employee preferences change as a function of economic conditions. When Jobs are difficult to obtain, new employees may be more interested in pay and Job security. In a better economic climate when there are plenty of Jobs, issues such as challenging work or the opportunity to develop new skills rank higher. Preferences also differ as a function of race. A survey comparing Job preferences of black and white women college students, found that more blacks than whites wanted a high-paying Job rather than interesting work (Muriel, Frieze Frost, 1991). The recruitment process Sources of potential employees Recruiter characteristics College campus recruiting Information provision to Job recruits Sources of recruiting: Formal > ads in newspapers, referrals from employees, employment agencies, search services, placement services of professional associations, Job fairs, outplacement agencies, college campus, online recruiting (e. G. Several major newspapers including the New York Times, the Washington Post and the Chicago Tribune have Jointly begun an online career employment service). Informal > contacting friends and acquaintances > more accurate information and more often lead to hiring. A study of 186 students at universities and training schools found that the longer the bob search, the less the students used formal recruiting sources. However, those who remained unemployed 3 months after the study began significantly increased their use of formal sources > the use of formal sources was high in the early stages of a job search and again later if the search proved unsuccessful (Barber, Daly, Contamination Phillips, 1994). Recruiter characteristics like smiling, nodding, maintaining eye contact, demonstrating empathy and warmth and showing thoughtfulness, competence and personalities are important and influence applicants to accept Jobs. College men expressed en same Kelvin AT JODI acceptance winter tenet recruiter was male of female, but college women said they would be much more likely to accept a Job offer if the company recruiter was male. Research has shown that 50% of women interviewed are offended by gender-related comments made to them by male recruiters about their personal appearance. Also, Job applicants prefer recruiters to spend time during the interview to provide information about the company, to seek information about the applicant (give the chance to the applicant to speak about their achievements), and answer applicant questions. Also issues like how comfortable the applicant feels in the presence of their prospective superiors and the location of the company are important. Campus recruiting Fewer than half of the corporate recruiters have received training in the proper techniques for interviewing Job applicants > problems with the success of campus recruiting. Many organizations are turning to computerized recruitment databases: compilations of student resumes. Colleges and universities also maintain online resumes of graduating seniors as well as listings of companies that are hiring. Also dents can access information about alumni who will serve as mentors. Universities also offer computerized videoconferencing facilities in which companies can conduct long-distance interviews with college seniors > company access to schools they may not visit. Major problem for campus recruiting is finding Job candidates who have a realistic view of the business world. Both applicants and recruiters may present misleading images in order to attract attention > high incidence of turnover in the first 3-5 years of the first Job entry. Realistic Job previews: provide information that is as accurate as possible about all aspects of a Job. Such information can be supplied through a brochure or other written description of the Job, through a film or videotape, or through an on-the-Job sample of the work to see if the applicant can perform the required tasks > reduction of unrealistic expectation about Jobs. Research shows that realistic Job previews correlate positively with Job satisfaction, 100 performance Ana reach turnover rates. Also teeny reduce ten mummer AT applicants accepting Jobs. Their effect varies as a function of the prior exposure applicants have had to the Job in question > a study of 1,117 applicants for positions as correctional officers found hat applicants with previous experience at prison work were far less likely to accept job offers after watching a realistic Job preview on videotape than were applicants who had no such prior experience (Meaning, Denies Ravioli, 1993). After the recruiting process has been completed and applicants and organizations have decided that each meets the others needs, the selection process formally begins. The Selection Process Job and Worker analysis > 1/0 psychologists must investigate the nature of the Job. The organization will not know what abilities potential employees should have unless t can describe in detail what they are expected to do to perform the Job effectively > Job Analysis: the study of a Job to describe in specific terms the nature of the component tasks performed by the workers. A Job analysis determines the specific skills necessary to the Job and from it a profile of worker qualification can be developed. Once these abilities have been specified, the human resource manager or the occupational psychologist must determine the most effective means of identifying these characteristics in potential employees, and evaluate them in each applicant. Then a score or level for the various abilities is established > the 1/0 psychologist may look at the present workers of the company to determine the cutoff scores that should be set. Recruitment decisions The company should then decide what recruitment method they will use to recruit new employees > ads, employment agencies, referrals from current employees. The response number of potential employees affects the criteria set for their selection > The selection ratio: the relationship between the number of people to be hired and the number available to be hired ( the potential labor supply). If there is a shortage of applicants and the Jobs must be filled within a few weeks, some requirements will have to be changed (e. G. He cutoff score on an intelligence test). A shortage of applicants may also force the company to expend its recruiting campaign and to offer higher wages, enhanced benefits or improved working conditions to attract and retain new employees. Selection techniques Application blanks, interviews, letters of recommendation, assessment centers and psychological tests. Usually a combination of techniques is used. In the U. S. Testing for drug use is no w widespread for all types of Jobs. Also, there is an increased concern for AIDS and some organizations screen their applicants for the HIVE. Some scientists have suggested that in the future, genetic testing may be applied to identify applicants who may be sensitive to certain chemicals used in the workplace and to predict those individuals who are likely to develop specific diseases. Testing the Selection Techniques Every new selection program must be investigated to determine its predictive accuracy or validity. This is done by evaluating the performance of the employees selected by the new procedures, through e. G. Supervisor ratings of their performance. By comparing hose ratings with the performance on the selection techniques we can determine how the 2 measures correlate. Did the selection techniques predict which of the applicants turned out to be the better workers? Based on the results, we either keep or modify our selection procedures. Fair Employment Practices 1972: regulations of the Equal Employment Opportunity Commission (EEOC) > all Job applicants regardless of race, religion, sex or national origin are guaranteed equal opportunities for employment > discrimination on such grounds is illegal. Adverse impact When a minority group of applicants or employees is treated markedly worse than he majority group in personnel decisions, that minority group is said to be the target of adverse impact in the selection process. Any selection rate for a minority group that is less than 80% of the selection rate for the majority group is evidence of adverse impact > the company could be challenged in court for maintaining different rejection rates for minority and majority applicants, but other evidence would also have to be presented and not Just statistical documentation. Dilatoriness Stetsons Interviews and application blanks have been greatly affected by nondiscrimination isolation because questions that discriminate against a particular group can lead to lawsuits. No questions can be asked that identify applicants national origin, race, or color. Applicants cannot be asked to name their birthplace or that of their relatives, to identify their religious affiliation, or to give the maiden names of female relatives. It is also unlawful to inquire about the clubs or societies to which the applicants belong and to ask them to submit photographs with their employment applications. It is lawful to ask if applicants have ever been convicted of any crime (as conviction loud be considered relevant to Job performance in certain instance such as when someone convicted for embezzlement applies for a Job as a bank teller), but it is unlawful to ask if someone has ever been arrested because members of certain minority groups are much more likely to be arrested on suspicion of wrongdoing. Reverse Discrimination Equal Opportunities legislation has sometimes resulted in discrimination against members of the majority group > reverse discrimination: the phenomenon that may occur when recruiting, hiring, promotion and other personnel decisions in favor of embers of a minority group result in discrimination against members of the majority group. A 4-year study of 13,509 employees in scientific and engineering occupations found that women and blacks had greater promotion opportunities than equally qualified white men (Sheehan, 1992). Persons hired or promoted on an affirmative action basis may be stigmatize in this way. New legislation notes that the rights of the majority group must not be unnecessarily restrained in the effort to help minorities and that minorities should not be hired or promoted solely on the basis of percentages. Other targets of discrimination Older workers The work force is aging. Life expectancy is increasing and health in later life is improving. At the same time, working lives have been getting shorter with a trend towards early retirement. Old age formally starts at the point of retirement: 60 for women, 65 for men, but older workers are considered the ones who are above 50 years AT age. However, management still prefers to hire younger workers, despite consistent evidence from 1/0 psychology research that older workers are as productive and sometimes more so, as younger workers and have lower absenteeism and turnover rates. In general, older employees do not suffer from poorer health, diminished vigor or declining mental abilities when compared with younger employees. Studies of about 24,000 persons in managerial Jobs in the manufacturing, clerical and service sectors of the work force found that age was positively related to performance in highly complex and cognitively challenging Jobs and that performance declined with age only in less demanding Jobs such as low-level clerical or repetitive assembly-line work (Viola, Walden McDaniel, 1990). However, the stereotypes about older workers persist. They receive more negative reference evaluations than younger workers > a meta-analysis of studies of ratings of older employees found that workers 34 years old and younger tended to give less favorable ratings to workers aged 55 and older than they did to younger workers (Finniest, Burke Raja, 1995). Older workers are protected by law against ageism (discrimination in hiring and promotion with regard to age). The emphasis in the developed world should shift from planning for early retirement towards encouraging longer working lives. In Finland, the government has taken an active approach towards the employment of elder people for some years > longitudinal research program: the Finance project > developed the concept of work ability to assess the ability of workers to do their Job and to predict quality of life > increasing heterogeneity in work ability amongst older groups of workers > Nation-level action programs to promote health and lifestyle, to make adjustments to the physical work environments and to design work and organizational systems more carefully to the needs of older workers (adjustments include improved workplace design to reduce the physical workload, regular updating of professional skills and knowledge, and the introduction of more flexible scheduling of work, for example, by introducing micro-pauses following peak loads). Different countries have adopted different approaches to the issue of ageing, work and health due to their policies towards labor market intervention as well as the organizat ion of their health care systems. A major factor is whether health care is supported through employer-funded insurance or through general taxation. Workers with disabilities Employees with physical and mental disabilities are protected by law against Job Localization. Employers are required to make reasonable accommodations to ten physical or mental impairments of a qualified applicant or employee with a disability if it would not impose an undue hardship on normal business operations. Defining the term disability has proven difficult and requires some 60 pages of government regulations: in general, a person is considered disabled if s/he has a physical or cognitive impairment that limits one or more major life activities. [sensory impairment: vision or hearing disabilities, motor impairment, cognitive impairment: learning disabilities, speech impairment, mental retardation]. Research has shown that disabled employees perform as well as or better than nondurable employees do. Job opportunities for disabled persons vary as a function of type of disability: Pl with impairments of vision, hearing or motor skills experience greater difficulty obtaining employment than Pl with less disabling conditions. Women workers Women face discrimination particularly when applying for what are still considered to be traditionally male Jobs. Once hired, women receive lower wages than men with similar skills and qualifications that are performing the same Jobs do. Gender-based wage discrimination: lower pay for comparable worth. Comparable worth: the idea that Jobs that require comparable or equivalent skills should receive comparable compensation. Thus, discrimination against women today may occur less in the hiring process but more in terms of pay and promotion. Discrimination based on sexual orientation Gay men and lesbian women face discrimination in hiring in public agencies and private companies. Some companies, such as ATT, Xerox and Levi Strauss actively sponsor support groups and networks for their gay employees. Discrimination based on physical attractiveness Beautys: Judgment based on a pleasing physical appearance > has shown to affect ring and promotion decisions. Many Pl Delve Tanat phonically attractive persons also possess more sealed personality and social traits. A bias against overweight Job applicants has also been found. Job Analysis Job analysis: the study of a Job to describe in specific terms the nature of the component tasks performed by the workers. Includes information about the tools or equipment used, the operations performed, the education and training required, the wages paid and any unique aspects of the job such as safety hazards. Essential for employee selection and the design of training programs. Also, it helps in he design of Jobs and workspaces for more efficient performance. Example: if an operator has to walk a long distance from the machine to the storage shelves every time it is necessary to replenish the supply of raw material, this wasted time and effort can be eliminated be redesigning the work area. Job analysis can also uncover safety hazards or dangerous operating procedures. It can also be applied to the development of Job evaluations which are used to determine appropriate wages for various Jobs > in order to determine fair pay, judgments are made by experts that are based on Job analyses after the collection ND evaluation of data from large numbers of employees on such Job-related factors as the specific skills required, the level of education, the level of responsibility and the consequences of making errors. 2 basic approaches to Job analysis: the Job-oriented approach and the worker- oriented approach. The Job-oriented approach: focuses on the specific tasks involved in performing a Job and on the Job outcome or level of productivity. The worker-oriented approach focuses on worker behaviors on the Job and on the specific skills, abilities and personal traits needed to perform the Job. Most Job analyses involve a combination of Job-oriented and worker-oriented data. Interviews: used in Job analysis and involve extensive meetings with the persons directly connected with the Job: the workers performing the Job and their supervisors, and sometimes the instructors who trained the workers for the Job. I nose Interviews may De supplemented Day quaternaries. Questionnaires: 2 types used: the unstructured one and the structured one. In the unstructured or open-end approach, the subject matter experts describe in their own words the components of the Job and the tasks performed. In the structured approach, workers and supervisors are provided with descriptions of tasks, operations and working conditions and are asked to rate the items or to select those items that characterize their Jobs. Length of Job experience and race have been shown to influence the content of the lob analysis. Level of education and gender have only minimal effects. A widely used questionnaires is the PAS: Position Analysis Questionnaire: consists of 194 Job elements related to specific behaviors. These elements are organized into 6 categories of Job behavior: information input, manila processes, work output, legislations with other persons, Job context and other Job activities and conditions. Subject matter experts rate each element for its importance to the Job in question. Such quantifiable ratings have an advantage over the kind of information yielded by the unstructured questionnaire. Direct observation: direct observation of the workers on the Job. But Pl may behave differently when they are being watched, so it is necessary for the Job analysts to remain as unobtrusive as possible. Also, they should observe a representative sample of workers and make observations at various times throughout he workday to take account of changes caused by such factors as fatigue. Systematic Activity Logs: workers maintain a detailed written record of their activities during a given period. Critical Incidents: The critical-incidents technique is a means of identifying specific actions or behaviors that lead to desirable or undesirable consequences on the Job. It is based on identification of those incidents that are necessary to successful Job performance. The goal is to have subject matter experts indicate the behaviors that differentiate good from poor workers. A single critical incident is of little value, but undress of them can effectively describe a Job task sequence in terms of the unique behaviors required to perform it well. Research comparing the effectiveness of various approaches to Job analysis indicates that they vary in their usefulness. The choice of a specific technique must depend on the organizations reasons for conducting the analysis in the first place. Unless the purpose of the Job analysis is stated (e. G. Refining a selection or training program), the company cannot make an informed decision about which technique to use or what kind of information to seek. But generally, a combination of methods provides

A People Essays

A People Essays A People Essays October 13, 2014 A People’s History of the United States: Chapter 4 The fourth chapter of â€Å"A People’s History of the United States† is about how Britain started to become more aggressive towards the American colonies in order to tighten their loosening grip they had on the colonies. The colonies were supplying their mother country with raw materials needed in order to produce goods to send back to the colonies, benefitting the mother country. The colonists began to get tired of the on ­going monopoly with Britain and tried cutting ties all together by rebelling against Britain. To lead these rebellions, the founding fathers led groups prioritized on the hate and opposition of British ruling. The colonies had longed for an independent, self ­government, completely detached from British power. As in any place, wealth was not distributed evenly throughout the colonies causing more problems than it was probably worth. The separation between the classes throughout t he colonies led to an unequal balance between the rich and poor. The struggle for unity in the colonies was just another spark leading up to the revolution. The basic point of Zinn’s argument is â€Å"tyranny is tyranny†. He argues the American Revolution was one substitution for tyranny after another. He states the founding fathers were just as greedy and malicious as the king of England was. Zinn states the founding fathers were able to, â€Å"take over land, profits, and political power from favorites of the British Empire. In the process, they could hold back a number of potential rebellions and create a consensus of popular support for the rule of a new, privileged leadership†. The founding fathers wanted to keep the lower class suppressed as much as the king did. Zinn points out prior to the revolution, there was a great deal of anger and resentment already existing between the upper and lower classes of the colonies. However, in the time leadin g up to the revolution, the colonial â€Å"elite† had managed