Effective management strategies and responsible human resource are solutions to control work stress related problems. Today, most of us have to wake up and rush early in the morning, to go to work, attend to our families, do house works, accomplish unending chores etc.. And often than not, after all the work we did all day, ironically, we will call it a day by planning for the next day and rewarding our self with late night sleeps. Our shoulders are just heavily loaded with responsibilities. However, we find satisfaction and life purpose in accomplishing something, especially when doing it makes us feel happy or we love and enjoy what we do. In some point this is not always the case. Like in workplace, if we love our job, days pass so quick but when we do not, every second of it, is a physical and mental suffering. But, we need to earn for a living. Although at times, even we like what we do; people around us and other external factors can make it so difficult to do our job. For instance, the environmental condition of the workplace; untrained co-workers who are not prepared to do their job; unfair treatment of the bosses, unclear descriptions of the role and responsibility of the workers which could result to workers encroachment to other’s job, are just few factors which could make life in …show more content…
This department can lessen the burden and stress of the present workers by training and conducting proper preparation of the newly hired employee on the nature of their work and on what are the expectations. Like when it is a fast phase in environment, he must be alert and quick, or when one is working in health department, he must be extra careful of handling body fluids etc. On workers confidence and skills problem, free trainings should be provided. A proper administration of workers compensation is also important to take away financial stress on
Case management refers to when a person or people in need require an environmental intervention. The Conrad Hilton Association defines case management as “one of the primary services offered to individuals and families who face multiple challenges, including severe mental illness, addiction, and homelessness.” Case management often helps those who are struggling or who are in need, however, the term tends to be used very loosely within organizations.
According to the Case Management Society of America, case management is "a collaborative process of assessment, planning, facilitation, care coordination, evaluation, and advocacy for options and services to meet an individual's and family's comprehensive health needs through communication and available resources to promote quality, cost effective outcomes" (Case Management Society of America [CMSA], 2010). As a method, case management has moved to the forefront of social work practice. The social work profession, along with other fields of study, recognizes the difficulty of locating and accessing comprehensive services to meet needs. Therefore, case managers work with these
The case study, The New Principal: Managing Human Resources by Jane A. MacDonald (2006) brings to light many issues a first-year principal could face. For this analysis, I am going to focus on three main ideas: school readiness for change, integrating technology, and human resource needs. All of concerns and tasks that Ms. Zola identified during her brief visit to Roma Elementary fall into one of those overarching ideas.
For nearly half a century, Target has ran as a successful company dedicated to their unique business model. To stay competitive in the market, Target Corporation faces a constant challenge to be innovative, intelligent, and resourceful to provide the best shopping experience. Target’s culture is one of its main contributing factors to becoming the second largest retailer in the United States. As executives, HR structure is a major component to a company's success and has many key aspects that must be met. Businesses are kept in operation through their Recruitment and Selection process, Performance Management and Employee Development, and Compensation and Benefits. We will analyze these aspects of Targets HR structure and provide recommendations
Hardinge Inc. was founded in 1890 and operates in the metalworking machinery industry. The company specializes in super-precision and general precision turning machines, milling, grinding, rotary and workholding parts. With eight unique and reputable brands, Hardinge Group has manufacturing operations in United States, China, France, Germany, Taiwan, United Kingdom, Switzerland and India (Hardinge Group, 2014). The base operations for North America are based out of Elmira, NY. The human resources policies and functions are decentralized and dependent on the local laws and regulations of each geographic location. Hardinge Group employs 1478 employees globally with 33% of the Hardinge Group workforce based out of the United States (Hardinge Group, 2015). Senior management has identified recruitment, employee development, corporate communication and culture of collaboration as the four primary human resources challenges that the company is facing (Tifft, 2015). Currently, the HR Director Job is vacant at the Hardinge Inc. NY office leaving the HR functions to be assumed by other senior leaders. Recruitment and development HR issues are intertwined and will be reviewed for the US
The clear understanding of both the role of the Human Services Worker and the role of the client in treatment.
The field of Human Services can be very challenging. However, it can also have moments of being very rewarding. Human Services, according to the National Organization for Human Services, “is broadly defined as having a unique approach towards meeting the goals of human needs. These goals are met through interdisciplinary knowledge, being involved with the totality and overall quality of one’s life, remediation of problems, and maintaining a commitment throughout the process” (NOHS, 2009). With the ability to work well with people, it is evident that Human Services personnel would make a positive contribution to our world.
The theoretical frameworks are Unitarist, Pluralist and Marxist/Radical which is proposed by Alan Fox in 1966. The employment relationship will be conceptualised by these theories so that these will improve the understanding of the concept of employment relationship within businesses. Although Unitarist, Pluralist and Radical/Marxist by Alan Fox are the most used theories, individualism and collectivism by Purcell in 1987 can also conceive the topic of employment relationship.
One thing that I have learned this semester about the human service world is that nonprofits provide the largest contribution towards addressing social issues and advocating for change in the United States. To help achieve their goal, nonprofits receive contributions that are tax-deductible. Consequently, the trade-off for having such benefits also creates limitations on certain activities. In this case, the Internal Revenue Service (IRS), which is a government agency that oversees nonprofits and their tax-exempt status, restricts the act of legislative lobbying. As a result, nonprofits are prohibited to directly interact and influence decision makers.
Chet Craig is the Central Plant Manager of the Norris Company. He started as an expediter in the company's eastern plant and was quickly promoted to Production Supervisor in three years. After two years, he was promoted to Assistant to the Manager of the Eastern Plant. Five years later, Chet was transferred to the central plant as an Assistant, and after one month, was promoted to his current position.
The culture of a human service organization (HSO) impacts the managers, workers, clients, and all entities interactions. Culture is created and influenced by varies aspects and can be positive, negative, or a combination of the two. This paper will discuss the impact of culture and learning within an organization, and how it relates to supervision, personality differences as well as risk and safety as it relates to culture.
Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.
Ashok Som (2008) , the study examined that the role of innovative Human Resource Management (HRM) practices and specifically questions how HRM practices, such as the role of HR department, recruitment, retraining and redeployment, performance appraisal and compensation, enhance corporate performance during the change process. A multiple-respondent survey of 69 Indian organizations was undertaken to study the impact of innovative HRM practices on firm performance. The study found that the innovative recruitment and compensation practices have a positive significant relationship with firm performance. It was observed that recruitment, the role of the HR department and compensation practices seem to be significantly changing within the Indian firms in the context of India’s economic liberalization. The synergy between innovative HRM practices was not significant in enhancing corporate performance during the liberalization process.
In order to find a solution to the issue of stress in the workplace, it is important to first understand what stress is. Stress is a difficult issue to solve because everyone experiences stress differently. According to the National Institute of mental health, stress can be defined as the brain’s response to any demand (“Fact Sheet on Stress”). When there is any sort of change going on, it usually triggers the stress response. Since people are always dealing with certain changes in their lives, they are always dealing with some type of stress. One of the biggest growing issues with stress is stress in the workplace. According to Northweste...
Stress is a dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what they desires and for which the outcome is perceived for both uncertain and important. Robbins claimed that not all stress are negative and some may be a healthy stress as such, pressure of heavy workloads and tight datelines are the positive challenge that can enhance the quality and satisfaction of job. Robbins, referring to A Model of Stress (exhibit 18-9) identified three set of stress factors; environment, organisational and individual. Although Robbins confess that such level of stress may be functional and may lead to higher employee’s performance, the employees perspective may be differ. Individual may not want to have any amount of stress in their life depending on how they manage their lifestyle. In this topics, Robbins believed that many people have a problem with their time management. He promotes a work life balance by making a daily to do list, activity prioritize based on importance and urgency, and knowing the daily set of the most demanding part in individual’s life. Apart from that, Robbins suggest that random physical activity and relaxation techniques can be among the popular activity to reduce individual’s level of stress. From the other point of view, organisation can be another source of stress for the individual. However, the way each individual response to their stress may be differ from one