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Research proposal on employee satisfaction and performance
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The Interview was performed with Margaret Kato who holds the position of Human Resources Director for Genesee County Habitat for Humanity, located in Flint, Michigan. 1. What is your current educational and career background? Response: My background consists of multiple years of management experience within many varying industries. I have been with Habitat for Humanity for just under ten years representing all HR functions since the organization is a small affiliate. I also hold a bachelor’s degree and various certifications. 2. What is the main focus of this business? Response: Habitat for Humanity’s mission is to bring people together to build homes, communities, and hope. Habitat for Humanity believe that everyone deserves a decent place to live and brings resources together to build affordable housing for the in need population. 3. What is your current recruitment process? Response: The process consists of screening and interviewing potential candidates through online posting boards and third party listing sites. Once a candidate pool is acquired the top qualified individuals are passed onto the Directors of the respected department. Once the candidates resumes are reviewed they are called in for a first round interview. Members present at the interview at the department heads and the CEO/Executive Director of the organization. A second and third round interview is conducted to narrow down the candidates based on strategic questions. 4. What opportunities to you have (if any) for advancement within the company? Response: There are minimal opportunities for advancement as departments are small and only consist of a few employees per department. Normally someone would have to leave the company in order to move up th... ... middle of paper ... ...owth due to the increased performance of the current employees. 9. What are some areas with your organization that are in need of improvement? Response: Some areas that could use improvement are our sales generated in our ReStore and our marketing and advertising campaigns. Our store management team has been evaluated to determine the strengths and weaknesses of the time. Often time the problem is miscommunication between one of our driver and our shipping and receiving department. 10. What methods are put into place to increase employee satisfaction and motivation? Response: Recognition is a big factors that helps with employee satisfaction and motivation. When an employee is excelling in their work and completing all goals and objectives, there hard work is recognized by means of gifts, announcements, and even the prime parking space at the organization.
Habitat for Humanity is a nondenominational and nonprofit Christian organization(Habitat for Humanity International). It is involved in the manufacturing and building of houses for those in need of an adequate shelter. Habitat for Humanity was established in 1976 and since, has built more than 150,000 attainable, sturdy houses
But before you ever experience the dedication ceremony, the home must be planned and built. After a homeowner applies, a family selection committee chooses families based on their level of need, their willingness to become partners in the program, (to build their house) and their ability to repay the loan. Just because Habitat homes are built strictly by volunteers, doesn't mean that they're free. It is the responsibility of the homeowner to pay monthly mortgage payments and a down payment just like anyone else would.
Everyday Lindsey plants homes to help underprivileged families all across Delaware County. “Each and every family, that Habitat serves, I believe we have a really deep personal connection with,” Lindsey stated. Habitat For Humanity not only works alongside the family but, Lindsey really gets to know that individual family. In hope to understand the families even more, Lindsey and her co-workers get together with each of the families and spends a great deal of time with them. To try to know the families even better, Lindsey has meetings and spends a great deal of time with each family. During this time Lindsey gets to know the family’s circumstances and builds a deep personal connection with them. Lindsey opens her generous heart and makes the family feel loved and special. Whatever the family is in need of, Lindsey always finds a way to satisfy those needs. With this being said, every family is impacted by Lindsey, and enjoys a better life than before. After several weeks the family is ready to move into their new home. Lindsey states that “the best
Habitat for Humanity’s main goal is to eliminate poverty housing and homelessness by constructing and building sufficient and necessary housing that are in good neighborhoods and communities (Fuller 18).
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
Every day millions of people worldwide call our streets their home. In cases like these, people may need a helping hand; Habitat for Humanity is an organization working to put a roof over the worlds head, one house at a
Based on the key qualifications for the Program Coordinator Position, my experience and education make me an excellent candidate, but my passion and love for service are what make me an exceptional applicant for this role.
This is a short paper that uses the annual reports and form 990 for the past three years for Habitat for Humanity International (HFHI) in order illustrate and explain their financial information: two pie charts from last year annual report represent HFHI’s expenses and revenue and their relationship, does HFHI last reports satisfy FASB’s SFAS 117 (why or why not) and three years financial ratios (liquidity – current ration, capital – cash flow to total debt and profitability – total margin) to evaluate and analyze the changes in HFHI in the past three years.
Rewards can have a positive influence on work motivation and performance. They contribute to fundamental human needs such as esteem or self-actualization, create a basis for communication amongst co-workers, and push employees to complete work related tasks. Rewards such as recognition, monetary payments, and privileges have many advantages and uses but also have some drawbacks. An example of a drawback of rewards is when the rewards reduces intrinsic motivation, this relates to the overjustification effect.
"A simple thing such as giving a employee a little reward for outstanding performance for a month or a year could help motivate other employees to want to do better so that they could have the chance to be recognized for their outstanding work.
I would like to work for Habitat for Humanity because I want to lift families out of poverty and help them build lifelong tools, so they can teach others how to get out of poverty too. In detail, I believe that I am called to work for Habitat for Humanity because I was provided with a stable shelter that enables me to continue my education to success. If it was not for Habitat for Humanity enriching and providing my family a home, I would not be at Berea College. Most importantly, I can help Habitat for Humanity continue providing low-income families affordable homes through my past experience with community service and working past jobs that held high standards. For example, I have been volunteering with Berea Buddies for two semesters now,
Habitat for Humanity can be found at www.habitat.org. The operational headquarters is found in Americus, Georgia, and the administrative headquarters are in Atlanta, Georgia. Habitat for Humanity was founded in 1976. Habitat could identify themselves as poverty or basic human rights. Habitat for Humanity’s mission is to put God’s love into action by bringing people together to build homes, communities and hope. Habitat for Humanity is a non-profit organization where donations are vital to help buy supplies to help build and repair homes. More than 1 million people each year volunteer to build with us under trained supervision. Habitat for Humanity also has “A Brush with Kindness” and a “Disaster Response”. “A Brush with Kindness” is an exterior home preservation program that offers painting, landscaping and minor repairs. “Disaster Response” provides shelter assistance, education, training and partnership to those affected by disasters. Anyone that wants to get involved can choose to donate and/or volunteer. To volunteer, the website has a link to find your local Habitat for Humanity so you can volunteer locally.
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
Recognition is a positive thing; there's no disputing this truth. It helps employees to be motivated and engaged with both the corporate and their role within it. It can take several forms and be expressed in an exceeding multitude of ways. It may also lead to a circle of positivity where recognised employees start to give due recognition back to their company only because they first initiated it. Several corporations are beginning to feel the pressure to enforce contemporary recognition programmes to make sure their employees are rewarded and become more and more conversant with them, thus embracing peer-to-peer recognition as a means to not only boost staff morale but to also benefit from it.