Week 10 EOC: Job Evaluation Experience

In the past four years that I have been working I have received just a handful of performance reviews. In the company that I currently work for, I have had about three reviews. There are two reviews in particular that  I would like to talk about. The first review that I received was an official performance appraisal that was measured against company standard. "When an absolute standard appraisal method is used, employee performance is compared to an established standard independent of any other employee."
I feel that this was a great opportunity to learn about my strengths and weaknesses. I received this review after being with the company for a year and a half as well as receiving a promotion. When I received my promotion, I do not recall having a one-on-one to discuss the perimeters of the job as a visual lead. From the review I was able to gauge what my job entailed and how I could improve in this position.
The second review I received was issued as an informal appraisal. This review was issued to address my supposed lack of interest with the company. When the review was being read to me, I felt that it was really unprofessional and emotionally loaded. One comment said, "I do not believe Jessica performs well if she has not had a coffee."

Week 9 EOC: Sexual Harassment and the NFL

Lately, in the media there has been a lot of attention towards ex-Baltimore Raven's football player, Ray Rice. The reason for this being is that a video of Rice assaulting his, then girlfriend, now wife in an elevator. After the release of the video Rice was initially suspended for two games. Soon after his contract with the NFL had been terminated. I do not believe that his termination was a justified punishment. This matter was a personal-familial issue that should have been handled outside of the media. "The two people obviously have a couple issues that they have to work through, and they're both committed to doing that. That was the main takeaway for me from the conversation. They understand their own issues. They're getting a lot of counseling and those kinds of things, so I think that's really positive. That was the main takeaway."(Harbaugh) That is a quote said by head coach, John Harbaugh in response to the Rice situation.

"While criminal activity is clearly outside the scope of permissible conduct, and persons who engage in criminal activity will be subject to discipline, the standard of conduct for persons employed in the NFL is considerably higher. It is not enough simply to avoid being found guilty of a crime. Instead, as an employee of the NFL or a member club, you are held to a higher standard and expected to conduct yourself in a way that is responsible, promotes the values upon which the League is based, and is lawful" Since this particular case involves somewhat of a public figure there is a higher standard held against him. Had Rice been working for an average company there would not be much the company could do unless the assault issue happened on-site of the workplace, or they were actively searching for post-employment charges. 

"Some employment lawyers, meanwhile, think all the attention given to the NFL's handling of the crisis could prompt more employers to examine their policies, even if they have a very different set of workers." I believe that the response to the Ray Rice situation will have a large effect on how even average employers will handle similar situations.

EOC Week 8: The Power Behind The Throne

In the film 9-5, Judy is the new girl at the office is at her first day of training. Much of her so called training is fast-paced and lacks follow-up from her supervisor. "Training: The process of developing a staff member's knowledge, skills, and attitudes necessary to perform tasks required for a position." In one scene, Judy's supervisor, Violet, takes her to the copy room and swiftly teaches Judy how to make copies on the machine. Violet takes a second to ask if Judy understands how to use the copier and immediately leaves after receiving an unconvincing, "Yes." Violet does not stick around to make sure that Judy understands how to use the equipment and is found in a sea of paper by the boss of the company, Mr. Hart.

Mr. Hart is known around the office for making inappropriate commentary to the female employees. "Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature." The character that receives the worst end of it all is Mr. Hart's secretary, Doralee. She is constantly being harassed by Mr. Hart who asks her inappropriate questions and makes unwanted physical passes at her.

"Changing labor conditions include a shrinking labor force, lagging wage rates, industry reputation issues, and a de-emphasis on training and employee satisfaction." Later on in the movie, Judy, Violet, and Doralee kidnap their boss and take over the office. By doing so they have made significant changes to increase employee morale and performance.

Week 7 EOC: Minimum Wage

The minimum wage? Or is it the living wage? In a time where there are a number of progressive changes, the standard of living as well as the cost of living. Over the years our people and government have fought to raise the minimum wage, but I believe there are too many who rely on the minimum wage to live on. "The least amount of wages that employees covered by the FLSA or state law may be paid by their employers." (Hayes 271) In this quote the words, "the least amount..." are used to describe the minimum wage, under that note I don't think there should be an expectation from people to use minimum wage jobs as a way of living.

I believe those that wish to have higher wages should go the route of seeking a job that is related to their skill set or seek out a company that allows for growth. "Wage and salary increases are often based on performance and thus are discussed during performance review sessions." Traditionally we earn raises if we receive a good performance appraisal. Instead of expecting jobs to give us higher wages based upon our expectation of living, we should expect to grow and advance in our jobs.

Week 6 EOC: Perform Job Analysis, Write Job Descriptions, and Job Specifications

 Marketing Coordinator

The Marketing Coordinator will be responsible for performing a variety of marketing tasks including research, preparing reports, handling information requests, working with other departments to understand their marketing requests, and interacting with partners to coordinate joint marketing efforts. In addition, the Marketing Coordinator will work with all members of the marketing team to provide the tools, cooperation, and cohesiveness that are needed to maintain a productive working environment. 

"What experience, skills, knowledge, educational, and/or other personal requirements are judged necessary for an incumbent in the position to be successful? job specifications provide this information."

Responsibilities

• Assist in preparing marketing, public relations, and advertising materials
• Compile and scrub pre- and post-event contact lists, newsletter distribution lists, customer lists, etc.
• Traffic all incoming submissions via our website to various departments (Support, Accounting, Sales) for proper follow-up
• Support event activities, including messaging and lead-generating activities; assist in event planning and tradeshow coordination/participation (e.g., booth materials, travel, registration, etc.)
• Coordinate marketing initiatives that promote Shift4 and our product offerings
• Monitor email campaigns, events, advertising, and other marketing efforts; report on them regularly
• Provide research support for events/campaigns, nominations/awards, and other company-related projects such as maintaining up-to-date address information online, competitor news, and industry legislation/regulations, etc.
• Create communication vehicles that clearly explain our positioning and product offerings/benefits
• Analyze trends in customer/prospect feedback collected from the Web site, and suggest marketing projects/programs to address it
• Prepare reports, presentations, memos, letters, financial statements, and other documents, using Microsoft Office applications such as Word, Excel, and PowerPoint
• Communicate professionally in person, in writing, and by telephone or e-mail with people inside and outside of the organization; positively represent the organization and the marketing department

"The increased role, if any, of technology and other means to increase productivity of those working in the positions, and to fulfill the communication needs of the organization, should also be considered as the number of future position incumbents is addressed."  
Requirements

• B.A. in Marketing or a related field (or equivalent experience)
• Experience in a corporate setting, preferably in a technology company/B2B environment
• Having an interest and/or background in technology and/or the payment processing industry is recommended

Week 5 EOC: Marijuana in the Workplace

This week, we are presented a touchy subject, marijuana in the workplace. Brandon Coats, a former Dish Network employee was released from his job after testing positive for marijuana during a random drug test. Coats suffers from upper spinal injury due to a car accident he was in at the age of 16; this event has left him unable to walk. "Many managers feel a drug-free environment tends to attract better-quality employment candidates, with the resulting impact of a higher-quality workforce." Many companies follow the Drug-free Workplace Act, but in this quote itself it speaks of better quality employment candidates. Dish Netowrk may have let go one of its best employees.

In the audio tape there are several points brought up, the first is that usage of marijuana is a protected constitutional amendment. On the other hand, there is also the Drug-free Workplace Act. "If you elect to implement either a pre-employment or post-employment drug-testing program, it is best to first seek advice from an attorney who specializes in labor employment law in your state." Possibly given this information, Coats may have been protected earlier. "In some cases, applicants whose erroneous test results have cost them a job have successfully sued the employer." Coats case has been taken to the Colorado Supreme court.

Today there are two states that have legalized the usage of marijuana and approved for medical use many companies still follow old policy. There has been enough medical study to prove that it is safe for patients to use as a prescribed medication. Just like with any other medications there are precautions they should follow. As long as the precautions are followed then I believe that companies can still be in compliance with the Drug-free Workplace Act, but there should be a revision for those who use for verified medical purposes. There should be a revision in the way drug tests are performed to protect those who are entitled to their privacy and comfort.

Week 4 EOC: Physical Attractiveness

"An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness." Although law prevents us from being hired based off of physical appearance, it is still common for employers to underhandedly hire based off of physical attractiveness. For instance, those with tattoos. I believe that companies have the right to include this as a reason not to hire.
Let's say this person is applying for a job at a high-end boutique or 9-5 office job. They're both environments that require a sense of professional appearance and dressing appropriate to the brand. "In many hospitality organizations, physical attractiveness is unquestionably a factor used to select employees in such positions as front-of-the-house food servers and hotel front desk agents."
For an employer to hire someone based off of appearance can only mean losing potentially good employees. It will be difficult for companies to rid of their biases in hiring, but I think there should be more of an open mind during the hiring process. "What the best of new employees can bring to the operation is a sincere commitment to serve guests, a willingness to learn, and the work ethic needed to perform as a valued employee"