Bus 210 Week 9 Final Project Report

Once we get the contract back from the retailers we need to sit down with Nancy, our Human Resources, and get started with the hiring. For hiring the new employees that we will need for the addition work, the steps of advertising for the positions, scheduling interviews, and meeting to choose the correct candidates must be taken. Let us start off by writing the job descriptions down so we have clear definitions of what each job will entail.

A: I try to always have a positive outlook on things. I have a great husband and a great family that supports me with my work. My personal

I also added the percentages for all experiences ranked over 4. The percentage of time I ranked myself as productive (ratings 5, 6, and 7) was 11.65% of the time. The percentage of time I ranked vitality as a 5, 6, and 7 was 12.06%. Finally, the percentage of time I ranked my experiences as pleasurable (ratings 5, 6, and 7) was 12.32%. I had more pleasurable experiences than productive or renewing experiences.

The ultimate goal of descriptive statistics is to describe a set of data, identify patterns, and draw a conclusion, which enables an organization to make effective and informed decisions (McClave, Benson, & Sincich, 2011). The company, Ballard Integrated Managed Services (BIMS), a support services company will leverage statistics to gather information on the company’s employees to analyze and identify patterns. The goal of this research project is to determine the reason for the high employee turnover and low morale. The research team has developed a strategy that ensures that the management dilemma will be resolved in the most

In response to your request for our team’s Project progress, we are submitting a memo to indicate how our project is proceeding. Included below are five elements to demonstrate how we are working together and our projected completion dates.

Second, would be Lack of feedback. Feedback means a lot in communication, and feedback should be present throughout the company. Feedback can bring positive or negative effects to the workplace, but can make the workplace grow together. An example would be if a company departments send out

Job fatigue is reviewed and included in this article with a physical component, such as headaches, medical conditions, increased illness, and body aches. The article identified that emotional exhaustion and feeling overwhelmed is another descriptor of fatigue. The second consequence identified is job performance, which in essence is an emotional grounding of being satisfied, vested, the desire of functioning at high levels at the job. If individuals feel connected with the organization and feel a sense of gratification then it is suggested that job performance is predicated on the level of moral distress. The third identified consequence is turnover. This is essentially self-terminating and making a decision to leave the job secondary to moral distress.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

In fact, job satisfaction can be seen in three ways, namely as a function of :

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job;[1] an affective reaction to one’s job;[2] and an attitude towards one’s job.[3] Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.[4] This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

3. Where would you like to see yourself in your career one year from now? Three years from now?

After receiving responses from nine workers, five student workers and four full time, the concluding results were 43% of participants were dissatisfied with their employment, while 47% were satisfied. Although the percentage of satisfaction is higher than the other option, it was still close to being split in half. Other comments concerning poor communication among the managers/employees were voiced, as well as stealing within the company, which are both negative comments. In addition,

What is job satisfaction? Use the research literature to evaluate the claim that, ‘a satisfied worker is a productive worker’.

Low morale cannot result in high productivity for a long period. However, this situation can

Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus