Tuesday, April 20, 2010
Thursday, April 15, 2010
Tuesday, April 13, 2010
Thursday, April 1, 2010
Tuesday, March 30, 2010
Tuesday, March 16, 2010
Thursday, March 11, 2010
Tuesday, March 9, 2010
Thursday, March 4, 2010
Tuesday, March 2, 2010
What if the standards for incentive pay are not equal?
I have worked in environments where various managers will conduct performance reviews on their perspective employees. I have seen a rating process that is not clearly defined and therefore employees from different shifts are rated with different interpretations and therefor there are fluctuating scores among staff within same positions. Some average employees from one shift will receive similar scores to high achievers on another shift.
When the incentive is a pay increase and this is the standard for the pay increase, then where is the incentive?
I know that there are some companies out there that reward their employees with an incentive laden contract, and when it is practiced effectively I think it maximizes an employees potential. I think by creating a contract laden with incentives, it lays out a framework that motivates an employee to strive for excellence and it rewards the employees in their progression.
Thursday, February 25, 2010
It is required by law for a company to maintain a soldiers position if they are called to duty.
What if these two things combine. There are several companies that will make up the employee/soldier's income with a differential. If the job salary is greater than their military salary, then the company will make up the difference. Some companies will go so far as to continue the full pay as well as continue the full coverage of benefits.
Although this is a very noble act, it can also prove to be very costly. In essence, the organization is paying a salary without the work. What if temporary help is needed? This would turn out to be even more costly.
Can there be a sense of discrimination between higher and lower positions? What if an employees position makes less as a civilian than in the military? If differential is used, then what benefits is he affored to?
Tuesday, February 16, 2010
Thursday, February 11, 2010
Thursday, February 4, 2010
Wednesday, February 3, 2010
Tuesday, February 2, 2010
Wednesday, January 27, 2010
Tuesday, January 26, 2010
Concept and Brief Description
Analyzing Work and Designing Jobs
It’s interesting to learn that there is actual strategy in designing job descriptions, job analysis, and job designs. These things are essential in workflow for an organization. There is so much creativity needed to maximize employee production and satisfaction. If a company fails to connect with the employees prior to starting, there can be many discrepancies in job duties. There are many employees that lose satisfaction because they don’t always know what they’re getting into. There are also many employees that lose satisfaction because they lose interest. Being creative in structuring standard job details such as work hours and breaks allows for staff to be more satisfied and committed.
(provocative question/ claim/real-life problem):
Thinking of your current job or previous jobs, what could have been done by administration that would have created more interest and loyalty without sacrificing your job output?
Key points to elicit in discussion.
It’s important to maintain focus on the company’s purpose and what they hope to accomplish, but that purpose can be achieved if employees can also become an important focus. Job satisfaction is has a strong ability to create loyalty.
Is job output directly correlated to job satisfaction?
Wednesday, January 13, 2010
My name is Ron Albert. I moved to Utah from a small town in Louisiana in 1995. I grew up in Hawaii until I was eight years old prior to moving to Louisiana. My father is a physician and he did his internship and residency at Tulane University in New Orleans. After making the big adjustment between Hawaii and Louisiana, I figured the transition between Louisiana and Utah would be a piece of cake.
I lived in SLC for a couple years before moving to Provo in 1998 upon an invite from a cousin that was played football for Brigham Young University. I tested it out here, and the rest is history.
My first job in Provo was at Provo Canyon School, a residential treatment center, and I have been there ever since. I started as a counselor, and am now the program manager of the boy’s facility.
I met my wife here in Provo, and we have been married for 7 ½ years and have 3 daughters. Our daughters range in age from 6 to 1. They definitely keep us on our toes, and ensure that there is never a dull moment.
I love sports, especially LSU football. I try to go home to Louisiana once a year for a big game. I also love to fish. I will fish anywhere that I possibly can, but I love to go deep-sea fishing. I also love to hunt waterfowl in the winter. I’ve become more appreciative of the outdoors since I’ve moved to Utah.
I am currently a communications major with a public relations emphasis. I am currently in my last semester and look forward to graduation this spring. I have intentions of applying to an MPA program, and thought that maybe this class would be beneficial if that route came to fruition.