Answer:Job description is all about collecting and recording basic job-related data that includes job title, job location, job summary, job duties, reporting information, working conditions, tools, machines and equipments to be used and hazards and risks involved in it. A job description may or may not have specific purpose. It depends on what HR managers want to determine and what is the objective of conducting the process of job analysis.
Job Description is a summary of job analysis findings that helps managers determine what an employee is supposed to do when onboard. The purpose of job description depends on the level of details the job findings include. Job description carried for general purpose typically involves job identification (title, designation, location) and a statement of duties and functions of a prospective or existing employee. A specifically carried job description includes detailed information about the kind of job, how it is supposed to be performed and what is expected to be delivered
The main benefit of general purpose job description is that it does not consume much time and quickly provides basic information to managers. It does not require much human efforts and is very easy and convenient to carry out. Additionally, a job analyst does not have to conduct deep research to gather the required details.
Specific purpose job description includes detailed information about job responsibilities of an employee. It also covers sub tasks, essential functions and detailed job duties. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc.
it offers ample information to evaluate job performance and determine training needs of employees. It serves as a basis for all other HR processes including recruitment and selection, performance appraisal, compensation decision and many more.
Explanation:There is no organization that can survive without the use of Job description because it's job easier and more flexible,it's gives direction about the job and also the organization bas a whole.
A job description is a management tool that defines the roles and tasks of a position, aiding in effective HRM, talent acquisition, and performance management.
A job description essentially serves as a tool for management to define the roles and responsibilities of a particular position. This not only helps in the HRM process and talent acquisition by providing a clear picture of what the role entails, but also plays a significant part in formulating an effective performance management system.
Each section of a job description contributes to the overall functioning of a performance management system in the following ways:
The above points demonstrate how a job description forms an integral part of management strategy, contributing significantly towards performance management and enhancing the efficiency of the talent acquisition process.
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A)
The employee will not work as hard to meet the monthly sales quota
because there is no personal benefit to be gained.
B)
he employee will try even harder to meet the monthly sales quota in an
effort to convince the company to reinstate the bonus.
C)
The employee will encourage customers to buy elsewhere in an effort to
get revenge on his or her employer.
D)
The employee will continue to try to make as many sales as possible
because making sales gives the employee great satisfaction
Explanation:
Jack has met his sales quota even though he was hospitalized for appendicitis during the year. b. ... aligning employee behavior with organizational business goals. A ... As long as most employees will experience an increase in pay with this system, they will be ... bonuses do not become part of employees' base wages. D.
The most likely effect of an employer removing a bonus for meeting sales quotas is that employees who are extrinsically motivated will reduce their effort, as their primary incentive for hard work has been taken away. Intrinsic motivation, such as personal satisfaction, may still drive some employees, but it is not the typical response in this context.
If a company announces that it will no longer offer a bonus to employees who meet monthly sales quotas, the most likely way this might affect the behavior of an employee who is motivated extrinsically is that the employee will not work as hard to meet the monthly sales quota because there is no personal benefit to be gained. This is because extrinsic motivation is driven by external rewards such as money, praise, or status. Removing the incentive, which is the reward given for work, often leads to a decrease in extrinsic motivation.
Using another scenario as an example, a businessman who feels he deserves a raise may find consolation in the idea that hard work is its own reward, showing how intrinsic motivation can still drive an individual even without external rewards. However, in the case of an employee motivated primarily by extrinsic factors, the removal of tangible rewards like bonuses often results in reduced motivation and effort. Additionally, market pressure sometimes can lead businesses to adjust pay, but in this scenario, motivation and performance are more immediately impacted by the company's decision to eliminate the bonus.
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Answer:
In the context of Johari Window, the larger the hidden area, the:
lesser the chances of your relationships developing beyond the acquaintance level.
Explanation:
Developed by psychologists in 1955, the Johari Window is a technique largely used in self-help groups. The Window has four areas: open, blind, hidden, and unknown. From a list of adjectives, a subject selects the ones that describe himself. Then his peers also select adjectives from the list to describe the subject.
The hidden area refers to the area of the window where the adjectives selected only by the subject are placed (unlike, for instance, the open area, where adjectives chosen by the subject as well as the peers are placed). These adjectives represent qualities the subject sees in himself, but that he most likely keeps from others, since the peers are unable to see them. The larger this area, the more this person is "hiding" from others. Therefore, the lesser the chances of his relationships developing beyond the acquaintance level.
Answer: it can be used for a lot of good things and also some bad things
Explanation: some are for good and some are for bad
The colloidal bismuth subcitrate (CBS) experiment provided evidence supporting Warren and Marshall's hypothesis that H. pylori bacteria cause gastric ulcers. Administering CBS to patients led to the healing of ulcers, supporting their hypothesis. This experiment played a significant role in accepting the role of H. pylori in gastric ulcers.
The colloidal bismuth subcitrate (CBS) experiment provided evidence supporting Warren and Marshall's hypothesis by demonstrating the effectiveness of CBS in treating gastric ulcers caused by Helicobacter pylori infection. Warren and Marshall hypothesized that H. pylori bacteria played a significant role in the development of gastric ulcers, and CBS helped to eradicate the bacteria, leading to the healing of ulcers. The experiment involved administering CBS to patients with gastric ulcers and observing their response. The positive outcome of the experiment supported their hypothesis and contributed to the acceptance of the role of H. pylori in gastric ulcers.
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