Job Position For Personal Recruiting Assistant Business Essay - Free Essay Example

Sample details Pages: 8 Words: 2298 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? As a personal manager working at a successful insurance company, City Insurance Services, I have been asked to take on a task involving recruiting a new personal assistant who will assist me with my day to day duties. The chosen candidate will also be trained so that they are familiar with the day to day operations of the company, as well as building a good skill set to develop the successful candidate in a fast paced working environment. The reason why this responsibility has been delegated to me is because my line manager wishes to free up some of her time to focus on other matters. Don’t waste time! Our writers will create an original "Job Position For Personal Recruiting Assistant Business Essay" essay for you Create order Therefore, this report will discuss a handful of human resource management related subjects such as job rationale, recruitment and selection, and the legal requirements that need to be addressed during the recruitment and selection procedures. Why the Position is needed City Insurance Services is a highly reputable company that is known for its unique insurance services. My line manager has asked me to recruit a new personal assistant to help with me with my day to day duties. This responsibility has been passed on to me due to my line manager wanting free up time to attend to other managerial duties. So, the needs of the new recruitment assistant role will help towards meeting the companys initial objective that involves changing the current business role, the recruitment and selection process, with training and skills development. Furthermore, given the amount of liability that has been placed on myself and the limited time span that the line manager has means that recruiting and selecting a worthy candidate will have to be carried out swiftly. Job Content and the Type of Person to Recruit Job Position for Personal Recruiting Assistant The chosen candidate will be working in a highly reputable insurance company. You will be involved in a series of recruitment related tasks and will carry a great amount of responsibility for providing administrative support to the recruitment department. The chosen candidate will also have the opportunity contribute towards up and coming recruitment practices that will help to drive the companys future success. Furthermore, you will help to pitch ideas that can help the recruitment department to recruit and select ideal candidates for given jobs more efficiently and efficiently in order to maintain the companys good cooperate image, besides, providing support for the recruitment manager. Specifically, you will help the recruitment manager to arrange interviews, to screen C.Vs, and other related tasks such as responding to recruitment queries. In addition, the successful candidate will report to the manager and write weekly reports based on your contributions and ideas put forwa rd to the recruitment team, as well as recording the day to day operations of the recruitment team. Roles and Responsibilities Firstly, you will be handling email that has been received, which reflect on recruitment opportunities and other related queries, besides swiftly replying to and forwarding emails. You will be involved in communication based activities such as your involvement with queries addressed my applicants and employees, the manager and recruitment partners, which will be handled in a professional manner. You will be responsible for booking rooms for interviews and setting up interviews, besides notifying applicants about interviews. Diary management will be another task where you will be organising and recording recruitment diaries for managers during and after the interviewing process. Helping out the recruitment team with administrative duties in line with arranging candidate assessment days. Recording expenses, invoices and other business finances using the MS Excel spreadsheet software. In addition, providing feedback to the recruitment team about possible candidates for the relevant jobs and your contributing ideas throughout the recruitment and selection process. Updating and uploading new job adverts or existing adverts regarding job roles. Lastly, you will be responsible for updating the recruitment departments intranet pages, as well as brushing up on the latest legal requirements that are relevant to the recruitment and selection process in order to avoid any bias and legal implications. Personal Specification Skills Needed You must have administrative experience and have previously worked in recruitment and administration that involved engaging with customers or clients. You must have worked in a fast paced working environment and to handle the pressures of heavy workloads. Have outstanding organisational skills and have the skill to multi-task. It is pivotal that you are IT literate given the administrative nature of the role and have previously worked with MS Office software such as Word and Excel, as well as having the ability to compile well-organised and structured reports. Furthermore, experience of using the Internet and sending email are essential. You must also be a confident and outspoken communicator with people, and be a highly creative problem solver. Your aim in this role is to ensure that your clients will receive the best quality service, so a good first impression and good appearance would be required. Above all, you must be a self-motivated and willing to do the job to the best o f your ability in order to maintain the companys reputation and professionalism. Ideal Skills Ideally, it is required that you have good experience in the proceeding areas: had experience working in a previous recruitment agency and had worked in journalism but not essential, however we recommend someone who has worked in publishing. Have extensive knowledge about Human Resource Management and the entire recruitment and selection process, as well as knowledge in the legal aspects of recruitment. Lastly, must have ideal skills working with candidate management systems. See appendix 1: Job Advertisement. The Recruitment and Selection Process Recruitment Process The recruitment process will be handled in a well-structured and stable way that is in line with necessary laws that protect individuals throughout this process. The recruitment process can also be handled both internally and externally, so whether to hire someone within the company or outside the company via a recruiting agency. The management team must be aware of the things that can be said and cannot be said or established throughout the recruitment process. When appointing jobs to ideal candidates, it tends to be regulated or meticulous by law. There is a huge amount of charges in terms of gender, race, age and disability etc., where the majority leads to the courts. The law needs the recruitment process to be handled in the most consistent way where all those involved must be treated in a fair and equal fashion. (Schuler, 1987) The whole idea behind the recruitment process revolves around the processing, elimination and the selection of the best matched candidate for a giv en role. This procedure can be carried out successfully following the below steps: Placing a job advertisement in the most ideal places; Appraise the information provided in every job application; Screening applicants to decide which ones get interviewed; Approving references and information; arrange and establish personal interviews; Decide who gets the job. Overall, the key objective involves selecting the most knowledgeable and relevant individual for the position by prudently reviewing all necessary information (Schuler, 1987). Internal Recruitment Internal recruitment involves hiring someone from with the company, and the following advantages and disadvantages of this recruitment method are list below (Dessler, 2000): Advantages: Cheaper and quicker Individuals are already familiar with the company and how it operates Highly motivating: possible promotion and other incentives The business is aware of the applicants strengths and weaknesses Disadvantages: Places a limitation on the number of potential candidates Limitation on the number of possible applicants Rules out external ideas and help Possible resentment amongst candidates not being hired Opens up another vacancy that has to be filled External Recruitment External recruitment involves hiring someone from outside the company via government or recruiting agencies, and the following advantages and disadvantages of this recruitment method are list below (Dessler, 2000): Advantages: New ideas can be pitched from external people Opportunity for larger groups of workers that can help to find the ideal candidate Extensive range of experience from the groups of workers involved in the recruitment process Disadvantages: The process is time consuming Highly expensive due to advertising costs and interviewing candidates Possibility of an ineffective selection process, thus failing to find an ideal candidate for an open vacancy By looking at the advantages and disadvantages of the two recruiting method, the decision is to recruit externally. This is because the likes of job centres, which are government agencies can help those who are unemployed to look for jobs and provide training for them. The use of job advertisements, which is widely used when recruiting externally. Depending on the cost, businesses choose the most relevant place to reduce costs and job are distributed all over the country, hence job coverage has to be taken into account. Therefore, knowing how far a candidate is willing to travel is vital information when choosing the most suitable candidate. In addition, external recruiting agencies provide employers with information based on the most ideal candidates for the given jobs advertised; these are commonly known has head hunters. They tend to work for fixed payments, who focus on a particular field of employment. Personal recommendations or word of mouth is a simply a recommendation from a friend or colleague at work. Obviously the candidate still has to go through the assessment process, however it does cut advertising costs for the company. Overall, given that external recruitment costs more than internal recruitment, the point addressed above sets an example on methods in which businesses can effectively recruit applicants by the adoption of cheap advertising that can reduce advertising costs. (Richardson, 2000) Selection Process The selection process entails hiring the most suitable applicant for the most suitable job. This is a process of the employer having to match business needs with the relevant skills and qualifications of the individuals being screened. The most effective method of selection is met only if there is an effective match. By the most suitable selection of the applicant for the given job, the organisation can benefit from getting the best out of the appointed candidate, as well as improving the likelihood that the chosen candidate will perform outstandingly. Thus, the organisation will have a reduction in the number of absent employees and rules out the issue of being understaffed, besides saving time and money. The act of properly screening candidates is carried out throughout the selection process and all possible applicants that applied for the role are rigorously tested. (Ryan and Ployhart, 2000) Nevertheless, the selection of candidates has to be separate from recruiting them, de spite them being the two stages of employment procedures. On the one hand, the recruitment process is said to be the positive process as it is a means of motivating candidates to apply for vacancies. On the other hand, selection is regarded as the negative process as all irrelevant candidates are ruled out. In all cases during the two processes, recruitment always follows selection throughout staffing procedures, where selection comprises of selecting the most ideal candidate who possesses the necessary qualifications, skills, knowledge and experience for the job. (Ryan and Ployhart, 2000) Legal Requirements Equal Employment Opportunity Laws (EEO) People protected under the EEO laws are protected from illegal discrimination that occurs when individuals who share certain attributes that are discriminated against such as race, age or gender. The laws below have been found to protect peoples attributes: Race, ethnic/cultural background and colour (people who are Hispanic African American, Asian or Native American) Age (individuals over the age of 40) Gender (women and those who are pregnant) Religion (certain beliefs and practices) Persons with disabilities (physical and mental) Moreover, the whole concept behind EEO laws is to ensure that everyones chances are equal when applying for jobs and seeking promotional opportunities in the workplace. (Braithwaite, 1998) Sex Discrimination From a managerial outlook, sexual harassment is a huge concern as it negatively affects employees of the two sexes, affects job performance and exploits company liabilities. It is vital that companies respond quickly to complaints that concern sexual harassment as employers are held responsible for the incidents if the appropriate action is not taken. As a result, organisations can incur a huge cost if no action is taken. As outlined by the Civil Rights Act of 1991 allows jury trials for those who have been a victim of sexual harassment and allows them to collect compensatory damages in the case where employers proceed with malice or irresponsible indifference to the individuals civil rights. (Donohue, 1989) Equal Employment Opportunity Commission (EEOC) Employees are also protected through the Equal Employment Opportunity Commission (EEOC), which was established by the Civil Rights Act of 1964. The extent of authority of the EEOC has been expanded so that today it portrays the key enforcement authority towards the following laws: Civil Rights Act of 1964 Civil Rights Act of 1991 Disability Discrimination Act (DDA) Equal Pay Act of 1963 Pregnancy Discrimination Act of 1978 Vocational Rehabilitation Act Overall, most employees have to adhere to a set of requirements. Agreements are needed from all employees who fall into the private category that have 15 or more individuals, employment agencies in the public and private sector, educational institutions, labour unions that have 15 or more members, state/local governments, as well as joint committees for training and apprentices. (CliffsNotes, 2013) Conclusion Moreover, deciding who the most appropriate candidate for an open vacancy is can be somewhat of a herculean task, which takes a lot of time and effort. The process of screening applicants, scanning through high volumes of CVs, as well as listening to what applicants have to say, and then coming to the decision as to which person to give the job to, can be challenging and stressful. Overall, bear in mind that all this hard work can pay off as it can turn into a long-term asset for companies who choose the right candidates for a job, thus contributes to the companys future endeavours.

Essay on Experiment on Photocromism and Piezochromism

Experiment B10- Photocromism and Piezochromism Reece Harms 4320288 Introduction This experiment investigates an oxidative coupling reaction in an to synthesise triphenylimidazole dimer from 2,4,5-triphenyl-1H-imidazole. The resulting compound was investigated for both photochromic and piezochromic properties by way of formation of a stable radical, utilizing visual observations and UV-Vis as a means of distinction. Both the oxidative coupling reaction and the dimers interaction with light are depicted in the reactions in figure 1. Figure 1: Oxidative Coupling reaction of 2,4,5-triphenyl-1H-imidazol Experimental Ethanol (100ml), potassium hydroxide (8.065g, 2.568mmol) and water (5ml) were added in order to†¦show more content†¦This could be improved by utilizing an inert atmosphere of solely nitrogen. Melting the compound resulted in an intensely dark purple liquid. This is a result of the resonance stabilized radical being formed by the homolysis of the carbon-to-carbon bond validating the photochromic properties. The colour change further substantiates that the desired product was produced despite the inaccuracies in melting point values. Homolytic cleavage of the dimer prepared by solvation with toluene results in a deep purple solution confirming the formation of the resonance stabilized radical. After placing in darkness the colorless solution resulted by reformation of the radical intermediates to a new thermodynamic product via C-N bond at room temperature. UV-Vis was conducted on the solution before and after the irradiation with sunlight: UVtoluene 554.92nm, A=0.12 before irradiation and A=1.05 after. The peak at 554.92nm corresponds to yellow/green light and its complementary colour is red/violet. This validates the solutions violet color. The increased absorbance was accounted for an increase in the radical component. The radical was formed when exposed to light, which was visually apparent with the purple coloration and proved the thermodynamic dimer was also photochromic. When dimer 4 is exposed to light photons collide with the molecule and impart energy upon them. This energy is significant enough to break the bond between the two rings and results

Key Themes (Organizational Behavior)

Quesitions: 1. A Senior Official at a labour Union stated All Stress Management does it help people cope with Poor Management. Employers should really be into Stress Reduction. Discuss the accuracy of this Statement. 2. Emotional Intelligence is more Important than Cognitive Intelligence in Influencing an Individual's success.  Do you agree or disagree with this Statement? Support your perspective. 3. Intuition is both an Emotional Experience and an Unconscious Analytic Process. One problem, however, is that not all Emotions signaling that there is a problem or opportunity represent intuition. Explain how we would know if your  gut feeling  is Intuition or not, and if not Intuition, Suggest what might be Causing them. 4. A Management Consultant is hired by a Manufacturing firm to determine the best site for its next Production Facility. The Consultant has had Several Meetings with the Company's Senior Executives regarding the factors to Consider when making the recommendation. Discus s the Decision Making problems that might prevent the Consultant from Choosing the best Site location. 5. In your Opinion has the Introduction of E-mail and other Information Technologies Increased or Decreased the Amount and Quality of Information Flowing through an Organization. Explain your answer. Answers: 1.According Richardson (2017), a healthy and stress free organizational set up is unlikely to experience the issues like low productivity, absenteeism, lack of enthusiasm and employee turnover. Stress, be it personal or occupational, can cause lack of interest in daily and occupational activities, deteriorate the immune system, create depression which will straightly direct to lack of productivity in the workplace. Hence, it is important for the organizations to opt for stress management of the employees. As mentioned by Lloyd, Bond and Flaxman (2017), managing the stress level of the employees is typically beneficial for the organizational management as it serves the in providing business advantages. Improved job performance: The employees who face less level of stress are more likely to perform better than the stress ones. Lack of stress in the organizational set-up serves as the tool of increasing employee satisfaction. As opined by Purnawati et al. (2016), in a less stressed organization, the employees are happy enough to ignore basic mismanagement. Moreover, lack of occupational stress helps the employees to put their complete concentration and dedication to the provided task. Thus, by reducing the stress level among the employees performance can be improved. Improved employee health: Stress among the employees can create a number of health disorders. As opined by Giga, Cooper and Faragher (2013), stress may create lack of appetite, panic sticks, depression, lack of concentration and many more. These may lead an organization to experience issues like absenteeism or increased employee turnover. Hence, by concentrating on stress management, the management can obtain cost benefit and undisturbed operation. Increased employee retention rate: As mentioned by Lloyd, Bond and Flaxman (2017), poor human resource management may create the issue of increased employee turnover rate. A high level of employee turnover makes the companies experience operational cost increase, lack of productivity and the most importantly the issue of decreased brand value. However, a stress-free work environment is capable to retain the employees within the organization and helps in eliminating these operational threats. Increased involvement: As discussed by Giga, Cooper and Faragher (2013), a stressful work environment is itself an example of poor employee management within an organization. It naturally withdraws the interest of the employees to work hard and make spontaneous inputs to the job role or organizational advancement. However, as stated by Lloyd, Bond and Flaxman (2017), reduced stress in the occupational life creates a sense of satisfaction among the employees which drives them to take intrinsic initiative for advancement of the organization. This increased involvement within the organizational process helps in upholding creativity and employee commitment to the organization. Improved team work: As mentioned by Giga, Cooper and Faragher (2013), poor management can create a dissatisfaction and irritability among the employees, which lead them to obtain a negative attitude towards the organization and a non-collaborative approach to the team. On the other hand, reduced stress in the organizational setup is a motivational factor to the employees. It helps them to be patient and collaborative to each other. It helps in team building and managing of the organization. Hence, the statement of the senior official can be identified as accurate for the organizational contexts. 2.As opined by Ashkanasy and Dorris (2017), emotional intelligence is the capacity of being aware of, control or express ones emotions and to manipulate it for successful interpersonal relationships. On the other hand, Dong Seo and Bartol (2014) have stated that cognitive intelligence is a specific function of brain- it is the ability analyze logical problems. Now, depending on the studies of the scholars and my own experience, I support the above mentioned statement. As mentioned by Fallon et al. (2014), in the occupational setup, people surely depend on their cognitive strength, however, it constitute a very small portion of their occupational life. People need to interact with their team members, seniors, managers and the clients. In such a context, one needs to focus on his or her ability to handle an effective interpersonal communication and interaction, which is largely dependent on their emotional intelligence. Hence, As discussed by Coetzee and Harry (2014), individuals with high level of emotional intelligence are likely to understand their emotions or mental cravings of their colleagues. Hence, it helps them to work with less commotion or conflict. Moreover, this understanding of others perspective helps them to manipulate or lead effectively. Moreover, as discussed by Fallon et al. (2014), the ability to label, understand and prioritize ones own emotion helps a person in handling his own anxiety, sadness, joy and fear, help in regulate the professional life in a better way and obtain a work-life balance. Dong Seo and Bartol (2014) have stated that emotional intelligence is more important than the cognitive intelligence as an individuals success in an organization is largely dependent on his or her behavior in that institution. For a higher level manager, the faculty of emotional intelligence is essentially connected to his power of motivation and personal performance management. According to Ashkanasy and Dorris (2017), a good level of control over ones own emotions helps the employees to successfully perform and maintain a professional relationship with the organization. As opined by Dong Seo and Bartol (2014), an emotionally intelligent manager is likely to collect a better level of commitment from the employees as he is efficient in handling his and others emotions. As discussed by Ashkanasy and Dorris (2017), when one can empathize with others they tend to create an intimate relationship. With a high degree of emotional intelligence, the managers can build a highly committed and intimate relation with employees. As discussed by Dong Seo and Bartol (2014), a leader needs to have a high level of emotional intelligence to recognize emotion, maintain the positive motivation and identify the transformational leadership qualities among others. Moreover, a leader with high level of emotional control can handle a stressful situation without losing his or her emotional status and temperament. A clam composure often help in positively handle a commotion within an organization. As discussed by Dong Seo and Bartol (2014), a person who has a balance feelings with reason, logic and empathy is able to create a place for himself within an organization. A good level of emotional intelligence serves a strong social skill. The ability to communicate in a clear, concise and courteous manner helps an individual to win the heart of others. Hence, it can be stated that a high level of emotional intelligence helps an individual to be successful in his personal and professional life. 3.According to Thoma et al. (2015), all the gut feelings are emotional signals but not all emotional signals are intuition. Experience over a certain situation creates a mental model or template of the mind. The gut feeling which involve a rapid comparison of between the observed situation and the deep sited mental model and guide the individual to act according to the status of the template fit of that situation can be identified as intuitions. As opined by Remmers and Michalak (2016), the accuracy of the emotional signal largely depends on the strength and depth of experience of the individual. When someone observes a situation, he starts to compare the facts with his/her mental model or template, developed through experience. Then he or she takes the decision on well the facts has fitted to that model. As discussed by Heintzelman and King (2016), intuition is when ones mind collects a massive amount of data, and sorts it out or process so methodically, and promptly, that one is un aware of the development, but only left with the decision. On the other hand, as mentioned by Price (2016), all the emotional signals cannot be designated as intuitions. Not all the emotional signals are triggered by firmly grounded mental models. As discussed by Thoma et al. (2015), people often compare the current situations with some remote mental templates based on their small scale of experience, the relevance of which is relatively doubtable. In such a context, the gut feeling is more likely to direct to the decision which is prone to be proved as wrong. Such a gut feelings cannot be identified as the intuition. As mentioned by Remmers and Michalak (2016), gut feeling is an emotional signal when an individual can sense an unexplainable connection among a few apparently unobvious factors, or becomes aware of an environment by identifying it as not right, without any apparent logic. Hence, it can be said that to identify the whether the gut feeling is intuition or not, the individual needs to make introspection upon his/her level of expe rience on that certain fields or similar situations. However, the emotional signals those are not the intuitions, may have created based on the similarities one found in the pattern of the current situation and his or her experience on some remotely related situations. Hence, all the gut feelings should not be trusted for taking decisions, as the mental model used in a certain situation may not be the one which has been shaped depending on a good base of experience. 4.As mentioned by Schmoldt et al. (2015), the process of decision making is largely dependent on the mental or psychological setup of the decision maker. In this selected context, the major decision making problems those the consultant may experience are the followings: Emotional biasness: As mentioned by Trianni, Cagno and Farn (2016), humans are susceptible to various cognitive biasness that prevent them for making rational decisions. Individuals have their own notion or prejudices upon various factors. While making decision, these prejudices are often being used a information for supporting or rejecting a certain a alternative. In this context, if the consultant has any emotional longing for a certain place or a negative idea or experience regarding a place, he can take the decision based on that personal prejudice which may become non-profitable for the organization. Heuristics: As discussed by Blumenthal-Barby and Krieger (2015), heuristics are simple and efficient rule people use to make judgments or decisions. The three major types of heuristics can create discrepancy within the decision making process of oneself. Here, the availability heuristics, representative heuristics and anchoring and adjustment heuristics can be mentioned. As opined by Maitland and Sammartino (2015), the tendency to overweight the probability of events that are vivid or dramatic can direct to wrong decision. On the other hand, Blumenthal-Barby and Krieger (2015), has stated that overweighting the representatives and expecting the result produced by the representatives will surely be replicated with the population may create a fallacy in a decision. Last but not the least, as discussed by Trianni, Cagno and Farn (2016), in the anchoring and adjustment heuristics, overweighting the first piece of information received may also lead to a mistaken decision. People often tend to make su bsequent judgments on the first piece of information and ignore the probability of the different pattern in following scenarios. Thus, heuristics often lead to distorted decisions. The self justification effect: As mentioned by Schmoldt et al. (2015), people tend to make decisions which creates a positive public image for them. While making decisions in a organizational context, the decision maker often try to create an imagery that he rational, competent and continue to support his or choice as the withdrawal of support may create a sense of lack of confidence. According to such self justification effect can often be found when the decision maker identifies the organizational project as personal engagement and start to think that he is staking his reputation with that decision. Here, the consultant may also face such a situation while making decision regarding the selection of new project site. Memories or experiences: As discussed by Trianni, Cagno and Farn (2016), while making decisions the decision makers often rely on their mental makeup shaped by previous experiences. In the context of evaluating the situations, people often believe upon their gut feeling. However, as mentioned by Schmoldt et al. (2015), not all the gut feeling prove to be effective as those may not be based on a firm root of experience and consecutive mental models. People often relate the situation with a remote template based on their memory which may not be relevant in present context. On the other hand, as mentioned by Trianni, Cagno and Farn (2016), a bad experience may debar the decision making from taking a alternative which closely matches the variables of current situations and ignore the possibility of opposite result in this new situation. Hence, in the selected context, such a weak gut feeling may direct the consultant to take a relatively profitable alternatives for the cite selection for the organization. 5.In the business organizations, the flow of information along with the information practices seems to be the most important facts. With the emergence of technology along with the introduction of e-mail facility makes the information flow in the organization easier than the other non-technical means. With the help of electronic means like email, text message system etc the organizations try to transfer important information and files swiftly and without hampering the security measures. By employing one single unit called data base, the organizations can be able to acquire information from its different departments (Durugbo, Tiwari Alcock, 2013). With the help of Online Analytical Processing (OLAP), the employees of an organization can get the access information of any particular client with which they can come to a decision. The electronic technologies help the organizations to store their important information at one single location from where all the employees can access data. This employment also enables the employees from lower designation to communicate with their employers more easily. In this way, the information flow can be made more lucid. Moreover, the implementation of email and other technologies help the introvert individual to seek for assistance which they may not ask in face to face communication system (Quaresma, Silva Marreiros, 2013). Less paper oriented work helps the organizations to work in a more structured way as they can get the access of any information at any time with the help of the data base. The email facility enables the employees to verify their ideas with the help of drafts which saves the time for face to face enquiry. In this way, the attention can be shifted to increase the organizational production level. By employing electronic information circulating mediums, the organization allows its employees to take active participation in the open discussions and express their views over several organizational aspects (Lim, 2013). It also breaks the stereotypes which tend to differentiate the employees into certain groups and classes. It also ensures the participation of each and every employee of the organization in the information flow process which helps the talented employees who do have innovative ideas for organizational growth but fear to express them face to face. However, this employment has several negative aspects as well on the organizational culture. Though this strategy saves maximum of organizational time by transferring the information in faster way, it also faces difficulty to acquire all the advantages of face to face communication. In face to face communication system, the employees tend to face obstacle to clarify all their confusion at a time for which they need to send mail frequently to their seniors (Ledbetter, 2013). Moreover, employees who are not tech savvy enough, face difficulty to acquire electronic communication means to transfer information. The employment of technology for data transferring is not always regarded as safe because any individual with bad intention can also have the access of the information with which they can take any action the organization. In addition, the installation of new technology in large organization can be expensive based on their number of employees. References: Ashkanasy, N., Dorris, A. (2017). Emotions in the Workplace. Annual Review of Organizational Psychology and Organizational Behavior, 4(1). Blumenthal-Barby, J. S., Krieger, H. (2015). Cognitive biases and heuristics in medical decision making: a critical review using a systematic search strategy. Medical Decision Making, 35(4), 539-557. Coetzee, M., Harry, N. (2014). Emotional intelligence as a predictor of employees' career adaptability. Journal of Vocational Behavior, 84(1), 90-97. Dong, Y., Seo, M. G., Bartol, K. M. (2014). No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence.Academy of Management Journal,57(4), 1056-1077. Durugbo, C., Tiwari, A., Alcock, J. R. (2013). Modelling information flow for organisations: A review of approaches and future challenges.International Journal of Information Management,33(3), 597-610. Fallon, C. K., Panganiban, A. R., Wohleber, R., Matthews, G., Kustubayeva, A. M., Roberts, R. (2014). Emotional intelligence, cognitive ability and information search in tactical decision-making. Personality and Individual Differences, 65, 24-29. Giga, Sabir I., Cary L. Cooper, and Brian Faragher. "The development of a framework for a comprehensive approach to stress management interventions at work." In From Stress to Wellbeing Volume 2, pp. 113-128. Palgrave Macmillan UK, 2013. Heintzelman, S. J., King, L. A. (2016). Meaning in life and intuition. Journal of personality and social psychology, 110(3), 477. Ledbetter, R. (2013).Organizational Structure: Influencing Factors and Impact in the Grand Prairie Fire Department. National Fire Academy. Lim, F. P. C. (2013). Impact of information technology on accounting systems.Asia-PasificJornal of Multimedia Services Convergent with Art, Humanities and Socialgy,3(2), 93-106 Lloyd, J., Bond, F. W., Flaxman, P. E. (2017). Work-related self-efficacy as a moderator of the impact of a worksite stress management training intervention: Intrinsic work motivation as a higher order condition of effect. Journal of occupational health psychology, 22(1), 115. Maitland, E., Sammartino, A. (2015). Decision making and uncertainty: The role of heuristics and experience in assessing a politically hazardous environment. Strategic Management Journal, 36(10), 1554-1578. Price, A. L. (2016, April). Clinical Decision Making in Nursing Students: When Intuition Helps and When It Hurts. In STTI/NLN Nursing Education Research Conference. STTI. Purnawati, S., Kawakami, N., Shimazu, A., Sutjana, D. P., Adiputra, N. (2016). Effects of an ergonomics-based job stress management program on job strain, psychological distress, and blood cortisol among employees of a national private bank in Denpasar Bali.Industrial Health, 2015-0260. Quaresma, R. F. C., Silva, S. P. R. D., Marreiros, C. G. (2013). E-mail usage practices in an organizational context: a study with Portuguese workers.JISTEM-Journal of Information Systems and Technology Management,10(1), 5-20 Remmers, C., Michalak, J. (2016). Losing Your Gut Feelings. Intuition in Depression. Frontiers in Psychology, 7. Richardson, K. M. (2017). Managing Employee Stress and Wellness in the New Millennium. Schmoldt, D., Kangas, J., Mendoza, G. A., Pesonen, M. (Eds.). (2013). The analytic hierarchy process in natural resource and environmental decision making (Vol. 3). Springer Science Business Media. Thoma, V., White, E., Panigrahi, A., Strowger, V., Anderson, I. (2015). Good thinking or gut feeling? Cognitive reflection and intuition in traders, bankers and financial non-experts. PloS one, 10(4), e0123202. Trianni, A., Cagno, E., Farn, S. (2016). Barriers, drivers and decision-making process for industrial energy efficiency: a broad study among manufacturing small and medium-sized enterprises. Applied Energy, 162, 1537-1551.

What Is a Loser free essay sample

A loser, according to Mr.. Oxford, is a person or thing that loses or has lost something, esp.. A game or a contest. However, the word loser isnt always used in that context. Usually, appointing someone the title of Loser indicates lack of social status and assumes (and/or expects) of them the consistency of failure-?failure at life. The term loser is closely associated with losing to someone or failure to succeed at something.In a game, someone who does not win is not the winner, and is therefore, automatically the loser. A loser at school takes on the role of an individual tit no or a scarce number of friends though may have many academic accomplishments and may be viewed as someone who has no life. A loser in society is defined as one who is never or seldom been successful at a Job, personal relationship, etcetera-?someone who generally sucks at life. We will write a custom essay sample on What Is a Loser? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page What type of term is a loser and how is it used? It is a term used to degrade or describe the degraded, and at most times degrades those who use it. But who is a loser? A loser, in the eyes of the victims of public opinion, is a person who may have all of the above traits; a real user is a mindless human specimen holding an identity illustrating everything but a loser, but assigns the term, labeling others, as if it would in some way upgrade themselves.They (who they have been taught by some kind of idiocy or trickery of another alike their kind) ridicule those who fall under the falsely defined definition of a loser. But the most essential lot that makes one an authentic loser is the failure to recognize themselves as one-?the lack of perception as they are faced to faced to their loss of and detachment from their own self-worth.