The Position Analysis Questionnaire (PAQ)

The sources of support for planning and reviewing own development could be from my manager, colleagues, meetings, mentors, or through observation.

Marijuana is the most commonly used illicit substance in the United States. More than half of American adults have tried using marijuana at least once in their life. You may have read or heard stories on how marijuana use was mostly linked to people who were very vocal with their opinions. Seeing their favorite performers during a live concert may have been the start of the spreading of this illegal drug which has caused so many lives. When experts found out about the ill effects of marijuana, people who were found to be using them were put behind bars. But as the years went by, some people believed that using marijuana may have some benefits which can actually help people be relieved with their discomforts

I choose to discuss the Albemarle v. Moody case. This case was brought against Albemarle Paper Company by current and past African American employees. The main issues discussed in this the case was the companies seniority system and the employment ability tests utilized by the company (Albemarle Paper Co. v. Moody, 1975).

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management. This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position.

Upon completing the Focus 2 career assessment program, I am quite impressed at the quality of information it presents. It allowed me to not only look at careers that would fit my personality, but also those that take into consideration the fields I am already interested in. Also, as with any form of self-assessment, there were strengths and weaknesses that I did not expect based on how I feel I live my life currently.

Throughout history, dating back as early as the 1800’s, the government has worked to reform the welfare system in the United States. The goal of reform is to reduce the population of government dependent people and to assist those who are dependent in finding self- sufficiency (Welfare Reform …). In July, Scott Walker addressed the need for reform in his budget proposal. In the revision, he omitted any wording that would limit the ability of government to test applicants and recipients of Food-share and unemployment in Wisconsin. He claims the testing will be used to better prepare individuals for the workplace and rehabilitate those, testing positive for drugs, with state funded treatment plans (Scott Walkers Light …).

When times get rough it meant work harder, but now thats in the past. Today when life gets tough it means go Welfare. Welfare is a widely abused program, for example, nationwide there are millions of Americans that receive welfare from the government. (“Welfare Drug Testing”). It is very important that our taxes aren’t going to people who repeatedly and purposefully choose to abuse the welfare program. This becomes indeed critical that those who choose to receive welfare must pass certain standards. These standard being as simple as a standard drug test. Some people wonder still, what is welfare? Welfare, by definition, is financial support given to people in need. The financial support is brought to these people through the taxpayers money.

While there are no broad federal laws on random drug tests in private jobs, there are some federal laws that require drug and alcohol testing in some industries. Random drug testing can become a big issue to lots of people. Wither it’s because of privacy rights or to make sure that you can work better with coworkers. Although in some people’s eyes, the pros over rule the cons and the vice versa, everyone one is equal to and have the same privacy rights. This can become a problem to some and cause them to exercise their rights in the court of law. Random drug testing can be an effective and not so effective at the same time.

The Model of Human Occupation (MOHO) was the first occupation-focused model to be introduced in the profession developed by G. Kielhofner, J. Burke and M. Reilly in 1980. The Person-Environment-Occupation-Performance (PEOP) model began its development in 1985 by Baum, C.M and Christiansen, C.H, and was first published in 1991. In this article, these two model will be compared from each other.

In the article, Snoopers at Work author Bill Bryson, suggests that nearly every American employee is being spied on in some way by their employers. Many companies have taken advantage of the advances in technology by using it daringly to spy on their employees by intruding in medical records and monetoring phone calls. Furthermore, other companies are observing their employees as they work by hiding recording cameras and spying on them secretly. Meanwhile, there is also a distinct paranoia around drugs. Multiple companies have introduced a regulatory system called TAD or tobacco, alcohol, and drugs which forbid their employees from consuming any of those substances at any given time, including in their homes; infact, these companies enforce

additional information to that available in skill surveys. Psychometric tests are most likely to be used

Question - How might a manager redesign the job of a person who delivers newspapers to raise levels of the core job dimensions identified by the job characteristics model?

Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).

HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).