Contribution #7 - Chapter 14

After reading through Chapter 14 I came across the Competing Through Sustainability article called “Employers in China Have Issues Shedding Workers.” This article talks about employers in China having issues in cost cutting, termination and redundancies. Landmark labor laws recently enacted in China have strengthened protection for workers, including wage standards and social security benefits. Chinese labor law prohibits “at will” firing practices which is very common in the United States. Employers must have a legal basis for firing any employee. Another important topic in this article is that going on strike is illegal in China. Although it is illegal, workers have been known to engage in work stoppages and slowdowns.

This article was interesting to read because some of the labor laws and practices in China are quite different from that in the United States. On occasion, employees in the United States will go on strike whether it be for a raise in wages or for unsatisfactory work conditions. Also, the “fire at will” practice is common in the United States. It would be interesting to see if that practice was outlawed and how companies would react and what they would do to downsize their workforce.

Contribution #6 - Chapter 12

After reading Chapter 12 in the book, I came across the Competing Through Sustainability article called “Google’s ‘One-to-One’ Exchange Could Prompt Others to Follow”. This article talks about Google Inc.’s exchange offer for employees with worthless stock options. This is a relatively generous offer and could prompt other companies to follow suit. This was interesting to see because Google Inc. does this to help employees whose compensation has suffered in the stock-market meltdown. The past few classes we have been talking about alternatives methods compensation rather than cost-of-living compensation or merit-based compensation. This is a very interesting method to combat employee’s compensation that is suffering, a method I would have never thought of. Many experts say that since Google Inc. is such a large company, that other companies may follow in the steps of Google Inc. and offer option exchanges. One expert said that it is an appropriate method and that generosity is in the eye of the beholder. He also said that the option exchange is better for other shareholders than Google issuing new shares, which would dilute other shareholders’ ownership stakes. This is a good alternative to help employee’s whose compensation is suffering.

Contribution #4 - Chapter 8

After reading Chapter 8, I came across an Evaluation of Approaches to Performance Measurement chart on page 383. The chart includes Comparative, Attribute, Behavioral, Results and Quality approaches. These approaches are then compared through strategic congruence, validity, reliability, acceptability, and specificity. The comparative approach depends on the manager because the manager must take time to make a link for strategic congruence and to be valid, the manager has to do the ratings carefully. For the attribute, the manager is also required to make link and it must be developed carefully. The behavioral approach is difficult to develop. The results and quality approaches both have high validity but also can both be contaminated and deficient. I did not know about these approaches to performance measurement so it was very interesting to see all these approaches compared to each other. The job I had for the past two summers did not have any performance measurements. I think it would be beneficial if the company integrated one of these approaches into their strategy. It would require employees to always give their full effort in completing the tasks at the job. I think the behavioral approach is the most efficient as long as it can be developed, which is the most difficult part. It is accepted well for use and also minimizes contamination and deficiency. It has high strategic congruence, reliability, and specificity.

Contribution #3 - Chapter 7

After reading Chapter 7, I found that there were many different training methods for different jobs. Chapter 7 describes a number of different training methods that I have not encountered such as presentation methods, support networks, Electronic Performance Support Systems, and hands-on methods. The one method I want to focus on in this contribution is On-the-Job Training (OJT) because I have experienced this training method in previous work. This is where peers or managers train new or inexperienced employees who learn the job by observation, understanding, and imitation. Over the past two summers I worked in a warehouse and this is basically the type of training I received. It was difficult at first to adapt to the job because the only help I had was from other employees. Other employees would help me if I had problems with certain tasks the job entailed. If I ever had a question I would just ask fellow employees. There were not any videos or presentations that showed how to do the tasks involved with the job. The main tasks were refurbishing 275 gallon and 330 gallon totes and also unloading and loading semi-trailers of 55 gallon drums. I believe that videos and presentations would be a great asset to this particular company’s training methods. This would benefit the employee’s because it would show the correct way or performing tasks and it would also benefit the employer because it would improve the overall quality of the products.

Contribution #2 - Chapter 6

In Chapter 6, there is a chart showing a summary of personnel selection methods. This chart includes interviews, reference checks, biographical information, physical ability tests, cognitive ability tests, personality inventories, work-sample tests, honesty tests and drug tests. These methods are then compared through reliability, validity, generalizability, utility and legality. It is interesting to see that interviews, one of the most common methods of hiring in a job process, has a low reliability and validity rate. Everyone has to go through jobs interviews, but problems with this can be the unstructured nature of interviews. Also, another problem with job interviews are employers who may get a bad first impression with a possible future employee which can then ruin the whole interview from the beginning. I believe the most important selection method is drug testing. It has high validity and high reliability. It is quite expensive, but it is shown that there are more problems with employees who are drug users compared to employees who are drug-free. Some of these problems with drug users are tardiness and absenteeism. If I were an employer, one test I would not use is the honesty test. Applicants may try to answer honesty test questions with answers they think the employer wants to hear. This is a dishonest approach to honesty tests.

48 Hours of Twitter

The 48 hours of Twitter was a great experience.  Connecting with the students and professor was very easy and also fun to do.  I had a Twitter account from last year but I never connected with friends.  All I did was follow players from the Packers.  Now I have actually used the account and made some tweets which was very easy.  I think maintaining this account will be valuable for finding jobs and such things.  It is very easy to connect with other people in business along with businesses themselves.  Twitter is very simple and easy to use.  Updating statuses and connecting with people are a few things you can do on there.  Many businesses are looking for new employees who are familiar with social networks and also with using them.  Getting a head start on using them before trying to find jobs could be a big help.  I will continue to use this twitter account. It will allow me to stay in touch with friends, follow athletes, and connect with businesses.