THE FLOOD (Case 1)

Questions

1. Should Phil and Linda ignore the old-timers protests and write the job descriptions as they see
fit? Why? Why not? How would you go about resolving the differences?

Phil and Linda should be working the old imer’s and not ignoring the protests from them. They have
been an important part of the company for several years and I feel as though ignoring them would be a
bad decision on Phil and Linda’s part in terms of the company. They should be involving the old- timers’
in the job descriptions. The old timers’ would be Phil and Linda’s inside help regarding the job
description. They are the one who have completed the job for several years and they know “best” what
the job entails and the skills required for the job. Involving the old- timers’ will allow them to feel
important like they have in the past, by completing a job description for those who will need it in the
future

2. How would you have conducted the job analysis? What should Phil do now?

Ans. Conducting a job analysis for the potential employees and old-timers’ involved with the company,
would be beneficial to the company for finding out what they bring to the table.I would have conducted
the job analysis in one of the two ways. Either I would have used questionnaire (with both structured as
well as unstructured questions) or the interview method. In the interview method, after collecting the
information, I would further proceeded to get the information reviewed and verified by the immediate
supervisor of the interviewee and theinterviewee. Karan should now use the information, which is
verified and reviewed by supervisor and worker both, for the training purpose of the new worker. The
information consists of task, duties &responsibilities of the workers. When the workers will be trained
accordingly they’ll know what to do and how to do, resulting in lesse
CARTER CLEANING COMPANY (Case 2)
Questions

2. Is it practical to specify standards and procedures in the body of the job description, or should
these be kept separate?
3. How should Jennifer go about collecting the information required for the standards, procedures,
and job description?
THE HOTEL PARIS (CASE 3)
Questions

1. Based on the hotel s stated strategy, list at least four important employee behaviors for the
Hotel Paris s staff.

Answer: The four important employee behaviors for the Hotel Paris Staff/Employees are given

below:

Positive ‘Can Do’ Attitude:

Being ready, available and willing to get the job done, and done well, should be traits that Hotel Paris
employees keep on the front burner. Hotel Paris management should appreciate employees who seek
out quality work to remain busy as well as productive and who eagerly desire to go above and beyond
their normal duties to bring further success.

Courteous and Friendly:

Hotel Paris employees should do their best to be courteous and friendly to their coworkers, managers
and customers. These employees will make office life much more pleasant than those who seek to cause
disturbances or drama. They will leave their egos behind, thus creating a good work atmosphere and
brightening the office.

Strong Work Ethic: Setting and Achieving Goal:

A strong work ethic is clearly one of the most popular qualities Hotel Paris management will look for in
an employee. Employees who set high goals for themselves, or respond well to stretch goals from
supervisors, indicate a willingness to do more than clock in and clock out every day.

Be Dependable and Take Responsibility:

Dependability can make all the difference between an employee who usually follows through,and one
who always does. Hotel Paris employees who will value their work, their word andtheir future with the
hotel will take responsibility and tell the truth whenever they makemistakes. Making errors may or may
not cause great problems, but when an employee honestlyand earnestly explains an oversight or
mistake he has made, the Paris hotel management will understand that the employee values his integr
Carter cleaning company case 2:

1. What would be the advantages to Carter Cleaning of setting up a career planning program?

-Carter cleaning will benefit from setting up a career planning program in terms of knowing the
talents, preferences, and what drives each employee so that the employer can understand
how to help the employee achieve their career goals. They could set up a workshop to do this,
which has the workers doing drills and inventories. They will also engage in preparation
sessions for job skills. Career preparation will support Carter cleaning in the next few years
with what the priorities of the individual are and how to direct them to accomplish their goals.
Carter cleaning establishing a career planning program will give the company advantages such
as developing organizational qualities, maintaining a career on track, tackling career
challenges, helping to accomplish educational goals successfully and even helping to
determine personalities.
2. Who should participate in the program? All employees? Selected employees?

-Both workers (managers and employees) should participate in the career planning program
because it's not just the staff (presses, spotters, and clerks) who have career aspirations.

Managers have ambitions and interests that wish to be met too. Both staff and managers
should be participating in career programs because career paths can change for certain
people. Often the participation and re-tests can alter the opinions and thoughts of everyone
regarding those occupations. Feelings mature as time progresses, having career programs will
only make someone understand what they need or desire with their personal career goals.

3. Outline and describe the career development program you would propose for the cleaners, pressers,
counter people, and managers at the Carter Cleaning Centers.

- Career plans can be laid out in many ways, depending on how specific you want to be with
your goals – in this case, Jennifer wants to help her employees know their career path so
below are what i would propose as their career development program. However, your career
planner should always follow a clear and easy-to-read format. A career plan lists short- and
long-term career goals and the actions you can take to achieve them. Career plans can help
you make decisions about what classes to take, and identify the extracurricular activities,
research, and internships that will make you a strong job candidate.

7 Steps to an Effective Career Plan

1. Identify Your Career Options. Develop a refined list of career options by examining your

interests, skills, and values through self-assessment . Narrow your career options by reviewing

career information, researching companies, and talking to professionals in the field . You can

further narrow your list when you take part in experiences such as shadowing, volunteering,

and internships. MIT students can log in to access MyPlan , an online self-assessment tool

offered through our office, can be a useful starting point.

2. Prioritize. It's not enough to list options. You have to prioritize. What are your top skills? What

interests you the most? What's most important to you? Whether it's intellectually challenging
work, family-friendly benefits, the right location or a big paycheck, it helps to know what

matters to you -- and what's a deal-breaker. We provide skills and values assessments -- set

up an appointment with a Career Advisor to take advantage of this service.

2. Prioritize. It's not enough to list options. You have to prioritize. What are your top skills? What

interests you the most? What's most important to you? Whether it's intellectually challenging

work, family-friendly benefits, the right location or a big paycheck, it helps to know what

matters to you -- and what's a deal-breaker. We provide skills and values assessments -- set

up an appointment with a Career Advisor to take advantage of this service.

3. Make Comparisons. Compare your most promising career options against your list of

prioritized skills, interests and values.

4. Consider Other Factors. You should consider factors beyond personal preferences. What is

the current demand for this field? If the demand is low or entry is difficult, are you comfortable

with risk? What qualifications are required to enter the field? Will it require additional education

or training? How will selecting this option affect you and others in your life? Gather advice from

friends, colleagues, and family members. Consider potential outcomes and barriers for each of

your final options.

5. Make a Choice. Choose the career paths that are best for you. How many paths you choose

depends upon your situation and comfort level. If you’re early in your planning, then identifying

multiple options may be best. You may want several paths to increase the number of potential

opportunities. Conversely, narrowing to one or two options may better focus your job search or

graduate school applications.

6. Set "SMART" Goals. Now that you’ve identified your career options, develop an action plan to
implement this decision. Identify specific, time-bound goals and steps to accomplish your plan.

Set short-term goals (to be achieved in one year or less) and long-term goals (to be achieved

in one to five years).

●Specific -- Identify your goal clearly and specifically.

●Measureable -- Include clear criteria to determine progress and accomplishment.

●Attainable -- The goal should have a 50 percent or greater chance of success.

●Relevant -- The goal is important and relevant to you.

●Time bound -- Commit to a specific timeframe.

7. Make it Happen. To achieve your goals, you need to have an agreed course of action. You

(and your advisor/mentor) need to have a clear understanding of what steps you will be taking,

the commitment required by you and relevant time frames.