The Problem With The Right Path

Imagine that your making a decision and you are stuck to choose between two things that could change and impact your life greatly. What would you do? What pathway would you take?

On that same note, the corporate world is rapidly changing and many job expectations are becoming unstated or implied. Often times training materials for positions cover standard policies without actually detailing the roles within a certain position. This lack of actual knowledge can cause gaps that require new employees to take initiative and speak up when they are unsure of their role within a position. The following case study details the implications of failing to take such initiative.

The poem “The Road Not Taken” by Robert Frost describes the dilemma in decision making, generally in life each individual has countless decisions to make and those decisions lead to new challenges, dilemmas and opportunities. In Frost’s poem, the careful traveler observes the differences of each path, one is bent and covered in undergrowth (Frost 5) and the other is grassy and unworn (Frost 8). In the end he knows he can only choose one of the paths, after much mental debate he picks the road less traveled and is well aware that he will likely never return to experience the other. By examining Frost 's "The Road Not Taken," we get a deeper understanding of

Employment- in employment, there may be individuals who are experts in a particular field. When employers employ different people they will get the chance to work with people who have different talents, and also someone might be able to learn something new from someone. Staff members will also get the opportunity to work with people of different background, religion and beliefs.

Employment continues to be one of the fastest growing industries. Employment can be found about in any occupations. Jobs vary from a business setting, to Production Company, to small organizations and more. Above all, employment comes with requirements and knowledge’s that employers seek to satisfy their needs. If one does not meet the requirement nor have the qualifications it is a competitive industry that continues to impact many job seekers and had impacted my parents. My mother who migrated to America over thirty years ago had experienced several of employment opportunities. An American born, I understand that my work experience may be different to my mother. To compare and contrast it will allow me to evaluate the different work experiences

Amongst reading the material presented in this chapter about the job market trends, I was able to determine that the job market is extremely dynamic and has a great rate of change depending on the company’s needs. These adjustments also affect salaries, if there is a high demand for a position where there is a shortage in qualified candidates the salaries and benefits will be higher. As new technologies grow, the need for employees in these areas do as well, people need to maintain their skills up to date and seek professional growth to be able to keep up with the requirements and challenges of this fast pacing changing job market. However, some of these changes in the job market are being caused by the rapid change in the workforce. Companies are having to adapt some of their philosophy and the way they view employees, because so much has changed in the way the workforce behaves. Let’s examine the

Another important aspect of creating opportunities revolves around the concept of doing a job well regardless of whether you enjoy it or not. In reality, the dream job is not typically the first job, the second job, or even the third. However, this does not count as an excuse for not performing to the highest capacity at any level of work. Adam expands, saying that it is crucial to “get in the habit of doing things well” and not judge a job because you it feel it might be below you. Doing a job properly and to the fullest ability demonstrates attention to the detail and is a key indicator of overall job performance to employers.

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

In large corporations, there is a certain kind of interchangeability. Humans are assigned titles and ranks that separate them from other workers, but also make them replaceable. No longer is a worker their name but also their job title. This title entails all components of necessary work, and allows the body to conform to the appropriate discipline.

In addition, typically both of two articles were related to work and identity, but they varied in their themes. For Rebecca Riffkin’s article, she presented the data and then argued that 55% of workers in U.S. got sense of identity from their jobs rather than just what they do for a living. Furthermore, she convinced readers with people from different fields. There was one sentence from the article said that :“Education is one of the most significant predictors of how workers approach their job”. More people that graduated from college got the sense of identity from their job compared with

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

Job analyses are important because they describe the differences and similarities of a job position. They help to create the job description of a position so that a person who wants to apply for that position will know what the “job duties, tasks and responsibilities” (Milkovich, Newman, & Gerhart, 2014) of the job will be and what they will be doing if hired in to that position. Job analysis also give job specifications of the “knowledge, skills and abilities” (Milkovich,

This diversity audit begins with a background about the company, as well as some important information about key Diversity executives. What will be addressed in the audit are what efforts Johnson & Johnson made to foster diversity competence and understand, what efforts were made in furthering the knowledge or awareness about diversity, what strategies were used to address the challenges of diversity and how will you ensure that your leaders and managers will be committed to the diversity initiative. The audit concludes with a quote from the vice president of recruiting at Johnson and Johnson, as well as

Job placement – working with employers to match individuals with the right job for their interest and skill level,

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise