In 1966, the Community College of Beaver County, CCBC, was first located in Freedom, Pennsylvania. In 1971, it relocated its headquarters to Monaca, Pennsylvania. There are two additional CCBC sites, the Aviation Sciences Center located at the Chippewa Airport in Beaver Falls, Pennsylvania and SouthPointe located at the Southpointe Industrial Park in Canonsburg, PA. Southpointe provides training to workers for emerging regional job opportunities in the casino and oil and gas industries. In addition to the casino and oil and gas industries, students can earn credit for degrees in the areas of criminal justice, liberal arts, and business. If the demand exists, the college will invest in offering additional degree programs at the new location. A the beginning of this year, the …show more content…
Over the years, most employees have developed a comfort zone and a daily routine of performing their day-to-day tasks. Consequently, employees are now discovering that their routines are changing and will impact their personal and work lives. The College does reimburse employees for their travel expense. At the present time, the standard mileage rate is 57.5 cents per mile. Employees must complete a travel expense statement to claim reimbursement for their travel within 30 days. If employees do not complete the form correctly or fail to turn in a travel expense form within 30 days, the implications are they will not be reimbursed for their travel expenses. Other implications arise if employees refuse to travel to the new location. This results in insubordination, and can have a dramatic impact on the organization. Employees who fail to adhere to the direct orders from the administrators to travel to the new location can lower morale and force other employees to be directed to travel to the new location. Therefore, this change could lead to a hostile workplace and an unfair distribution of duties affecting other
On October 1st, 2015 a religious incident affected Umpqua Community College in Roseburg, Oregon forever. Sadly people were killed in this horrific incident by a twenty six year old man named Chris Harper-Mercer’s. He killed about thirteen innocent people and he, also, left about ten people injured. This incident impacted and changed many students, staff, and parents lives forever.
potentially make employees more hesitant to approach a situation they may see or know is
For the past few decades, receiving a college education has been a stressed importance in today’s society. However it is often misunderstood that attending a 4-year school is the best and only way to go. Following this belief, many students attend these schools with out being academically, financially, or mentally prepared. Unfortunately students like this have failed to over look the more realistic options available to them, such as community college. Junior college is a resource available to anyone regardless of his or her previous academic performance. The variety of courses and the inexpensive tuition gives students flexibility to explore the many options presented to them. Though Universities hold more prestige, community colleges provide endless opportunities for students who aren’t fully prepared for a 4-year education
This kind of uncertainty always puts employees at risk. Their knowledge and skills might be out of date; their valued work space, or social relationships might be removed and disrupted. Therefore, people resist change out of worry that they cannot adjust to the new work requirements or they will produce unknown costs. Issues such as “fear of the unknown” and “the inability to see the need for change” are common in resistance to change research (Hickins, 1998; Wienbach, 1994). For instance, if change had been poorly implemented during the past and employees have been subject to broken agreements, unfair treatment and poor management decision making, it is unlikely that trust damaged by such actions will be easily restored (Dent and Goldberg, 1999; Ford et al., 2008; Piderit, 2000). Ultimately, employees also would feel bad towards
When both contingent and core employees work in the same location, the following problems may arise:
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
...nication and documentation of employee absences will improve absenteeism, employee productivity, and customer service. Improving communication between employees and managers is an important practice that improves employee attendance. Managers can decrease absenteeism by make enforcing clear attendance policies and have proper documentation of employee absences. Managers must keep accurate and consistent record keeping of absences. Employees must report absences immediately so managers can properly document in the records. Readings from the sources also indicate that absenteeism not only affects productivity and customer service, but absenteeism also affects employee morale. Employee morale will diminish if managers ignore the abuse of absenteeism among employees. Both absenteeism and employee morale can have a negative effect on productivity and customers service.
In this paper, I will cover the employment-at-will doctrine, cover three scenarios with actions that the Chief Operating Officer (COO) can take to resolve the problems in the scenarios. Also, cover my state’s employment -at-will doctrine and provide an example of a recent situation that has happened in the last five years.
One huge disadvantage that employers face with the use of telecommuting is losing direct control over the employees.
Employee retention is a practice in which the employees are convinced to stay in the organization for the most period of time or until the accomplishment of the plan. There is no scarcity of opportunities for a capable person. There are countless organizations, which are looking for such employees. If individuals are not satisfied by the job they are doing, they might switch over to some other more appropriate job. In today’s upbringing it turns out to be very imperative for organizations to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with that of the employee. Employees today are diverse. They are not the ones who don’t have first-rate opportunities in hand. As soon as they dissatisfy with the current organization or the job, they switch over to the next job. It is the duty of the organization to keep their paramount employees (Phillips and Connell, 2003). Employee retention concerns taking measures to convince employees to remain with the organization for the most period of time. Today employees’ retention has become the major issue for organizations. Hiring knowledgeable workers for the job is essential for an organization. However retention is even more crucial than hiring (Inkson, 2007).
This thread will discuss and analyze the business problem of job dissatisfaction through the application of Core Self-Evaluations and the personality-job fit theory. This work will also offer a spiritual and biblical examination of job dissatisfaction as they relate to the biblical principle of Covenant. Two key elements of Covenant, hesed and mutual accountability will also be examined.
All of this is proved but still management and employees of many companies resist this change. Major reasons why people resist this change are: - 1) fear of failure 2) disruption of interpersonal relationships 3) personality conflicts 4) politics
Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that all these factors create disoriented and unmotivated employees and affect the organizational overall targets and higher dissatisfaction of the employees.
Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.
An organization is expected to implement changes since the organization must prioritize and understand the overall benefits as a result of the change. Organizational change is stressful for employees and the organization (Spector, B. 2010). Management and the staff should collaborate to ensure the changes within the organization operate smoothly. In regards to resistance, it is impossible for an organization to satisfy all of its employees however, the company can take the necessary steps to accommodate the employees such as offering a bonus or extra vacation time. Management should also be prepared to respond to pertinent questions and reactions to the changes or the company. By explaining the importance of the change and the commitment level, the employees will realize organizational change is necessary and pertinent to the success of the