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The importance of a good job description
Organizational Management Approach And Management
Organizational Management Approach And Management
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Discussion Board Thread
RE: Job Description
Definition:
“Organizational Management & Leadership” defines a job description as “a general list of responsibilities and taxks of a specific position.”
Satterlee, A. (2013, 2009). In Organizational Management and Leadership: A Christian Perspective (p. 206). Raleigh: Synergistics International Inc.
Summary:
Marie Gan and Brian H. Kleiner are associated with the Department of Management, College of Business and Esconomics, at Califormia State University-Fullerton. In their article, “How to Write Job Dexriptions Effectively” they discuss the importance of a job description in order to fill a job positon effectively. The arthors explain that a job description is the blueprint of the positon and is essential in the hiring process. They discuss the importance of a job description in helping an employee understand the duties of the position and the responsibilties of the job they are applying for. It gives the employee career guidence and help them develop their careers. The authors conclude that it takes careful thought and planning in order to write an effective job description. Writing a job description can be easy, but to write an effective on can be difficult. They also state that a job descritptions should be updated regularly to keep up with the duties of the postion.
Discussion:
Job descriptions are an esstentail part of hiring and managing employees. They are written summaries to ensure that the applicants and employees understand their roles and what is required for the position. Job descriptions help aquire the right applicant for the job. It describes the area of the job or postion, outlines the expectations of the job, job training, and the compensa...
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...on. A job description helps in having an effective hiring process. It helps the interviewer and applicant have a mutual understanding of the position.
Works Cited
Gan, M., & Kleiner, B. H. (2005). How to write job descriptions effectively. Management Research News, 28(8), 48-54. Retrieved from http://search.proquest.com/docview/223523999?accountid=12085
Luszcz, M. A., & Kleiner, B. H. (2000). How to hire employees effectively. Management Research News, 23(1), 19-26. Retrieved from http://search.proquest.com/docview/223553341?accountid=12085
A supervisor asks: "the employee and the job". (1996). The Health Care Supervisor, 15(1), 76. Retrieved from http://search.proquest.com/docview/224916784?accountid=12085
Satterlee, A. (2013, 2009). In Organizational Management and Leadership: A Christian Perspective (p. 206). Raleigh: Synergistics International Inc.
Jay, J. (2012). Strategic Leadership Review, Volume 2, Issue 1. In Scholasticahq. Retrieved Janurary 26, 2013, from https://scholasticahq.com/supporting_files/397/attachment_versions/394.
Kelley, R.E. (1992). Followership. In Goethals, G.R., Sorenson, G.J. & Burns, J.M. (Eds.). (2008). Encyclopedia of leadership (pp. 504-513). Thousand Oaks, CA: Sage
The presentation of a job description is important and Sainsbury's job description is always neatly presented. A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. It describes the characteristics and attributes which a person needs to be able to do the job to the required standards. A person specification is normally set out under these headings: * Physical make up- what should the job holder look and sound like *
The spiritual leadership theory was developed during an evolution and progression of modern leadership theories. Research suggests that the spiritual leadership theory is the solution for addressing work overload and increased stress due to globalization, culturally diverse environments, robust technology, and competitive markets (Fry & Cohen, 2009). The theory’s purpose is to motivate others through values, attitudes, and behaviors; incorporating basic human needs: vision, hope, faith, love, work spirituality, and spiritual well-being (Fry & Cohen, 2009). As a result, several changes occurred such as, team empowerment, increased levels of organizational dedication, and increased organizational productivity and performance. The purpose of this
Although written for church leadership, everyday church members would also benefit from understanding the concepts that Dawn is directing at God-empowered leaders. Ms. Dawn's work is predominantly scholarly, and she cites several other works at great length.... ... middle of paper ... ...
Upon receiving notice to layoff and redesign job descriptions of employees, specific areas were reviewed in order to make a decision that would provide the best outcome for the company. These areas included job performance, productivity, special achievements, job responsibility, educational qualifications, absenteeism and status.
Satterlee Anita. (2013), Organizational Management and Leadership: A Christian Perspective. 2Ed. Synergistics International Inc. Raleigh, NC
The way person leads a group of people or an organization is key to a successful business or outreach. There are many styles and techniques for a leader to implement. Christian leaders are no exception; some might say being a leader in a church organization can be a more scrutinizing position than other leaders. Since, a church leader has expectations on how they should act or conduct themselves because of the Christian faith. This paper will discuss an interview with a person in leadership brother Larry and will give an account of his leadership approach. Furthermore, what strengths and weaknesses are prevalent according to authors Kouzes and Posner and the model they have in their book, Christian Reflections on The Leadership Challenge.
Leadership within Christian community should be with distinct qualities and traits of an effective Christian leader. The author defined leadership by not focusing on profit when Christ said, “Instead, whoever wants to become great among you must be your servant, and whoever wants to be first must be slave of all.” The author explored the leadership qualities and practices that are not only distinct within the community of Christian leadership but also applicable in any arena of leadership. Significance comes from working with associates and friends. Similarly, the joy of success comes from the journey toward it than its accomplishment. Grace-full leader is a responsive leader who allows an organization to discontinue practices that are no longer effective and replace them with other good ideas and effective methods.
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
Bakewell, Ken. "A Christian Approach to Management and Work." n.d. librarianscf. 30 March 2011 .
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation