Job Interview Essays (Examples)
Study Document
Immigration Terms And Analysis Of Interview
… the Mexican-American war. Todos somos Americanos.
To elucidate the core principles, theories, and concepts addressed in the sociology of immigration in America, an interview was conducted with a first-generation immigrant from Mexico. The interview subject will be referred to as Juan for anonymity. Juan was born in Guadalajara and later moved to Mexico City with his family. ……
References
References
Fox, C. & Guglielmo, T.A. (2012). Defining America’s racial boundaries: Blacks, Mexicans, and European Immigrants, 1890–1945. American Journal of Sociology 118(2) (September 2012): 327-379.
Gonzales, R. G. (2011). Learning to be illegal: Undocumented youth and shifting legal contexts in the transition to adulthood. American Sociological Review 76(4) (AUGUST 2011): 602-619
Huntington, S.P. (2009). The Hispanic challenge. Foreign Policy, 28 Oct, 2009.
Jones-Correa, M. (2012). Contested ground. Transatlantic Council on Migration. July 2012.
Massey, D. S. (1986). The social organization of Mexican Migration to the United States.” The Annals of the American Academy of Political and Social Science 48(7):, Vol. 487, Immigration and American Public Policy (Sep., 1986): 102-113?
Massey, D. S. (n.d.). What were the paradoxical consequences of militarizing the border with Mexico?
Study Document
Performance Situation
The Me Self and the I Self
Performance Situation at Work for an interview
The interview setting for this performance situation is meeting room at the workplace where I am interview. Three people are conducting the interview: two are department heads and one is the HR manager. Each is looking at me in a way that makes me very uncomfortable, … though they are compiling data that is very important. I wonder briefly at the data they think they are able to obtain from interview like this that will help them to make up their mind about the best hire. I also think briefly about how many others … how many of them prepared the “right” answers ahead of time and how many of them said the same “right” thing to their interview. I wonder what I will say because I have not prepared at all.
The level of strangeness……
References
References
Becker, H. (n.d.). Becoming a marijuana user.
“Mind, Self and Society.”
Study Document
Middle Adulthood Age 45 60 Female
…
Adult’s FIRST name: Claire Age: 54 Gender: Female
Marital Status: Married Children (number, ages): 3 children, 29, 25, 20
Others present during the interview: N/A
Time/place of interview: Claire’s residence, 12:00 pm
1. PHYSICAL CHANGES.
What changes have you noticed occurring in your body in comparison to your teens and twenties?
… did a Diploma in Child Psychology and my career started taking shape. However, family life soon became my priority, making me quit my job. It was the constant support from a close buddy that turned me around and landed me a job with the special children.
What are your future work/career goals that you would like to accomplish before retirement?
I usually follow the crowd. … the special children.
What are your future work/career goals that you would like to accomplish before retirement?
I usually follow the crowd. My job is the best that I could ever……
Study Document
Culture Analysis At A Software Company
… outline the culture at K via primary sources, supplemented with secondary source material on organizational culture theory.
Primary research consisting of several employee interview revealed some challenges, especially the domains of underlying assumptions and values. There is a lack of artifacts that provide meaning, which is another … will need to be resolved.
Primary Research
As I know people who work in this company I was able to conduct a few interview and get a sense of what the culture is like. At the baseline level, K has a culture that blends some of the … culture. The former is manifested in a fairly casual office atmosphere, and perks that would be familiar to most tech employees. The people interview found the company fairly progressive at the lower levels in terms of things like social norms and diversity. At the higher levels, where … maintained as distinct business units……
References
References
Chambers, K. & Honeycutt, A. (2009) Telecommunications mega-mergers: Impact on employee morale and turnover intention. Journal of Business & Economics Research. Vol. 7 (2) 43-52.
Dencker, J., Joshi, A, & Martocchio, J. (2007) Employee benefits as context for intergenerational conflict Human Resource Management Review. Vol. 17 (2) 208-220.
Lund, D. (2003) Organizational culture and job satisfaction. Journal of Business and Industrial Marketing. Vol. 18 (3) 219-236.
North, M. & Fiske, S. (2015) Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional and international. Research in Organizational Behavior. Vol. 35 (2015) 159-179.
Yamanoi, J. & Sayama, H. (2013). Post-merger cultural integration from a social network perspective: A computational modeling approach. Computational and Mathematical Organization Theory Vol. 19 (2013) 516-537.
Study Document
Recruitment And Retention Human Resource Policies
… orientation, disability, and ethnicity (Patterson & Zibarras, 2018). To achieve this, the recruitment process will not ask some questions, especially in the pre-employment interview, and there shall be the same legal requirements for hiring. At the federal level, the U.S. Equal Employment Opportunity Commission (EEOC) enforces the … processes, and being flexible in design and schedule are essential elements of diversity and inclusion.
3. Accepting of resumes or applications
Once a job Description has been designed, and the vacancy is made public, it is expected that the application for the job will start streaming in. the application period will be bound to time. Applications will be required to be made online, and no hard … be sent to the right recipient, i.e., the H.R. Director. Acceptance of applications will end at midnight of the day indicated in the job advert as the deadline for applications. Any application that is……
References
References
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn.
Avery, D. R., McKay, P. F., & Volpone, S. D. (2013). \\\\\\"Diversity staffing: Inclusive personnel recruitment and selection practices.\\\\\\" In Q. M. Roberson (Ed.), Oxford library of psychology. The Oxford handbook of diversity and work (p. 282–299). Oxford University Press.
Becker, W. J., Connolly, T., & Slaughter, J. E. (2010). The effect of job offer timing on offer acceptance, performance, and turnover. Personnel Psychology, 63(1), 223-241.
Breaugh, J. (2016). Talent acquisition: A guide to understanding and managing the recruitment process. Society of Human Resource Management.
Compton, R. L. (2009). Effective recruitment and selection practices. CCH Australia Limited.
Flynn, W. J., Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2016). Healthcare human resource management, 3rd Edition. Cengage Learning, U.S.
Garner, E. (2012). Recruitment and Selection. Bookboon.
Gusdorf, M. L. (2008). Recruitment and Selection: Hiring the right person. USA: Society for Human Resource Management.
Study Document
Nurse Practitioners Collaboration With Physicians
… and use of collective knowledge of all stakeholders involved in the care process.
Collaboration with physicians has tremendous impacts on the practice and job satisfaction for nurse practitioners. The collaboration changes the practice of nurse practitioners by shifting their focus to patient-care, holistic care. When collaborating with … necessary tools for managing their conditions (Stewart & DeNisco, 2019).
Since collaboration enables nurse practitioners to streamline patient care, it contributes toward improved job satisfaction. The improved job satisfaction is attributable to the fact that the streamlined patient care contributes to better patient outcomes. Nurse practitioners are among clinicians who experience … is attributable to the fact that the streamlined patient care contributes to better patient outcomes. Nurse practitioners are among clinicians who experience increased job satisfaction based on collegial…[break]…qualifications and how they fit the job since effectiveness in NP role requires alignment of qualifications with scope of practice (Dillon &……
References
References
Dillon, D. & Hoyson, P.M. (2014, January). Beginning Employment: A Guide for the New Nurse Practitioner. The Journal of Nurse Practitioners, 10(1), 55-59.
Stewart, J.G. & DeNisco, S.M. (2019). Role of development for the nurse practitioner (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
Study Document
Strategies To Improve Retention Rates At A Consulting Firm
…
· Recommendation #1: Immediately eliminate the practice of using sign-on bonuses as an incentive for recruitment;
· Recommendation #2: Immediately begin conducting exit interview with employees that announce their intention to quit in order to identify underlying causation; and,
· Recommendation #3: Provide all lower-level employees and … intention to quit in order to identify underlying causation; and,
· Recommendation #3: Provide all lower-level employees and staff members of ABC with on-the-job training concerning their respective career management planning and optimal strategies for advancing on the company’s career ladder (see Figure 1 in the background … strategy that has demonstrated ineffectiveness is the use of sign-on bonuses (Hansen, 2009). In this regard, Hansen (2009) emphasizes that, “Signing bonuses generate job hopping, damage morale among existing employees and exacerbate financial pressures. Although sign-on bonuses are common, we find that the practice can almost encourage … hopping, damage morale among existing……
References
References
Christie, J. (2014, September). Cochrane review brief: Exit interviews to reduce turnover amongst healthcare professionals. Online Journal of Issues in Nursing. 19(3), 7-11.
Dobbs, K. (2009, April). Knowing how to keep your best and brightest. Workforce, 80(4), 56-60.
Hansen, F. (2009, March 27). Refining signing bonuses. Workforce Management, 85(6), 1-3.
Johns, R. & Gorrick, J. (2016, April). Exploring the behavioral options of exit and voice in the exit interview process. International Journal of Employment Studies, 24(1), 25-29.
Ohunakin, F. & Adeniji, A. (2018, March). Perception of frontline employees towards career growth opportunities: Implications on turnover untention. Business: Theory and Practice, 19(1), 278-283.
Tatham, P. (2008, Spring). At my desk. Australian Journal of Career Development, 17(3), 6-9.
Turnover rates by industry. (2019). Compensation Force. Retrieved from https://www.compensationforce.com/2017/04/2016-turnover-rates-by-industry.html .
Study Document
Why Uber Refuses To Hire Drivers As Full Time Employees
… and describe why it is one that needs to be solved. It will discuss the qualitative design used to collect data using the interview method and will present the findings from three interview with local area Uber drivers. Finally it will conclude with a reflection from a Christian perspective on how Uber should address its driver … were happy with the idea. They did not have to undergo an evaluation or hiring process. They did not have to sit for interview. All they had to do was download the app, show that they had a driver’s license and a suitable car, and they qualified … same terms). The arrangement not only meant that those who drove full-time for Uber would be making less, they would also have no job security, and no safety in terms of their physical health if they should be attacked while on the job (North,……
References
References
Bhuiyan, J. (2018). Uber’s sleek new product? Your safety. Retrieved from https://www.vox.com/2018/9/6/17824294/uber-safety-product-feature s
Bond, S. (2019). Uber Received Nearly 6,000 U.S. Sexual Assault Claims In Past 2 Years. Retrieved from https://www.npr.org/2019/12/05/785037245/uber-received-nearly-6-000-u-s-sexual-assault-claims-in-past-2-year s
Kaltner, J. (2018). Employment status of uber and lyft drivers: Unsettlingly settled. Hastings Women's LJ, 29, 29.
Malos, S., Lester, G. V., & Virick, M. (2018). Uber drivers and employment status in the gig economy: Should corporate social responsibility tip the scales?. Employee Responsibilities and Rights Journal, 30(4), 239-251.
North, A. (2019). It’s not just passengers being assaulted in Ubers. Drivers are at risk, too. Retrieved from https://www.vox.com/2019/12/7/20998646/uber-safety-report-sexual-assault-lyft-case s
Rapier, G. (2019). Uber scored a major victory when the US government ruled drivers aren't employees, but not everyone is happy. Retrieved from https://www.businessinsider.com/uber-drivers-disappointed-ruling-not-employees-2019-5
Reingold, J. (2013). Southwest’s Herb Kelleher: Still crazy after all these years. Retrieved from http://fortune.com/2013/01/14/southwests-herb-kelleher-still-crazy-after-all-these-years/
Rogers, B. (2016). Employment rights in the platform economy: Getting back to basics. Harv. L. & Pol'y Rev., 10, 479.
Study Document
Retention In The National Guard
… the retention rate is when the rate is low resulting in fewer experienced soldiers and leaders. This often, in turn, results in lower job satisfaction and reduced efficiency. Poor retention was especially a concerning issue a few years ago when many soldiers opted to leave the military … materials written less than 14 years ago were considered for this study.
4. Literature Review
Serving the United States military is a high-demand job but with very little control. Some former soldiers say it is one of the most stressful job they have ever done (Kapp, 2014). Soldiers usually are given tough tasks but not enough resources to complete them quickly and effectively. And … to recruits signing up for that kind of action. And after a while, when the unit does not to war the excitement and job satisfaction goes down and hence the defections. However, in some cases, the……
Study Document
Effect Of Training And Re Education On Employee Performance
… capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental measures to increase productivity. Training and education is … whether training and education have an impact on employee performance within an organization. The report incorporates three employees selected from different organizations and interview on the subject matter. The findings of the report indicate that training and education do have impact on employee performance through improvement in … matter. The findings of the report indicate that training and education do have impact on employee performance through improvement in weak areas of job undertaking, increased skill-sets and proficiencies and also increased motivation and satisfaction knowing their worth to the company. It is recommended that management of … behavior. It encompasses making a……
References
References
Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Translating talent into strategic impact. Harvard Business Press.
Brayfield, A.H. and Crockett, W.H. (1955). Employee attitudes and employee performance. Psychological bulletin, 52(5), p.396.
Dessler, G. and Varrkey, B. (2005). Human Resource Management, 15e. India: Pearson Education India.
Falola, H.O., Osibanjo, A.O. and Ojo, I.S. (2014). Effectiveness of training and development on employees' performance and organisation competitiveness in the nigerian banking industry. Bulletin of the Transilvania University of bra?ov, 7(1), p.161.
Halidu, S.G. (2015). The Impact of Training and Development on Workers’ Productivity. Review Public Administration Management, 3(160).
Keep, E. (2014). Corporate training strategies: the vital component? New Perspectives, pp.109-125.
Kothari, C. R. (2004). Research methodology: Methods and techniques. New Age International.
Lussier, R. N. (2010). Human relations in organizations: Applications and skill building. McGraw-Hill.
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