Wednesday 31 March 2010

Week 7 - Personality

Compare and contrast the differences between the nature and nurture approaches to personality? Include the nomothetic and idiographic approaches. Provide links to any articles which review this topic. Summarise with your views – do you feel nature or nurture is the dominant influence.

Hall and Lindzey (1957) explained that personality is the main frame of being a human. There are two different traits that exist in all people which are either nomothetic or idiographic (McLeod, 2007).

Nomothetic approaches are based on nature, which means that the person inherited their personality from their family DNA, for example, their family culture, their backgrounds. Also nomothetic is related to ‘nomos’ which means ‘law’ in Greek (McLeod, 2007).
Well known psychologists like Hans Eysenck and Raymond Cattel, believe that human personality is made up from a number of traits that come from sharing with others but the theory stills points out that they are still individuals with their own uniqueness of combination of traits.

Idiographic approaches believe nurture, which means that the person studies and adapt their personality to the environments, for example, the cultural and social groups or situations and they live in (Abbott, 2001).


Include a summary of your findings about your own personality in your portfolio

I did two questionnaires one from Mind Frame and the other BBC. Both the questionnaire were fairly accurate.

The questionnaires results from Mind Frame were quite accurate because it points out that my comfort zones are: control, socialise, proactive, order and sensitive. Initforlife (2009) stated that my pattern is quite special because it mentioned that I may never encounter another individual who has a similar pattern.
Also in the questionnaire recommended how I can develop my success, for example, when working in one of my comfortable zone try to push myself to higher levels of performance.



The second questionnaire that I did was from the BBC (2009), “What Am I Like?" personality questionnaire. The questionnaire is based on five different traits which are: Openness, Conscientiousness, Extroversion, Agreeableness and Neuroticism. On the questionnaire I score high on Neuroticism which means that I am most of the time tense, self-conscious and concerned a lot.
The rest of the traits I score medium which suggested that I am self motivated, get things done and at the same time I think about am I good enough. It also suggested that I want everything to be right.



Compare the findings of both tests; do you agree with the findings of the tests?

The two questionnaire result was quite similar, which indicated to me that there were some accurate points, for example, I get worried and stress over small things. There are some areas that I agree with, for example, how I can improve myself and skills.

Would you be happy for such a test to be used as a selection tool, explain your answer.

I would say it depends on the situation, for example, in a job group interview I would be happily to use it as a selection tool. The reason why I said job interview is because the interviewers would like to know as much as possible about the interviewee. But these tests cannot determine how a person reacts in a certain situation, for example, in an emergency situation or when they are nervous and their behaviour.
Also in personality there is more than one area of aspects so it is complex to judge people’s abilities and qualities.


Conclusion

Personality test can be important to a certain extent although these questionnaires are not 100% accurate because personality changes over times.
However test can still give the candidate a better view of them self and point out areas that they may need to be improve on.


References:

Abbott, T (2001) Social and personality development [online] Available from: http://books.google.co.uk/books?id=taN4WVfh_-oC&pg=RA1-PA10&dq=Hans+Eysenck+and+Raymond+Cattell+personality+nomothetic&cd=1#v=onepage&q=Hans%20Eysenck%20and%20Raymond%20Cattell%20personality%20nomothetic&f=false [Accessed 18 November 2009].


BBC Science (2009) What Am I Like [online]. Available from: http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml [Accessed 16 November 2009].

Hall, S and Lindzey, G (1957) Theories of personality. New York: John Wiley & Sons

Initforlife (2009) MindFrames [online]. Available from: http://www.initforlife.com/home/tm.asp [Accessed 16 November 2009].

McLeod, A (2007) Simply Psychology [online]. Available from: http://www.simplypsychology.pwp.blueyonder.co.uk/ [Accessed 16 November 2009].

Friday 26 March 2010

week 14 Role of the Line Manager

• List five benefits and five drawbacks of line managers being more involved in HR activities

The benefits of having a line manager are that the line manager is closer to their staff and the HR manager. Also the line manager has a better knowledge of certain areas because line manager usually deals with day to day bases.
It was mentioned in Mullins (2007) that line managers provides better feedbacks then the HR manager because line managers has the hand on approach and observing at their staff directly.
According to Mullins (2007), line managers can identify the needs and wants from staff without certain barriers, for example, staff may be scared of asking the HR manager because the question may seen to be outrages.
Another benefit of having a line manager is that it can share the work load from the manager.

The disadvantages of having a line manager are that there are two managers in one department and this might course conflict between the line manager and head of the department due to different believes.
Another disadvantage is that a line manager is closer to their staff and this may affect their decision making, for example, disciplinary.
It was stated in Needham, D (date) is that line managers are not specialist in certain areas of the department.

http://books.google.co.uk/books?id=8w3hXLIBfywC&pg=PA223&dq=disadvantages+of+having+line+managers&cd=5#v=onepage&q=disadvantages%20of%20having%20line%20managers&f=false

Business for Higher Awards
By David Needham


2 more




• Visit the CIPD web site using the address below to read the Fact Sheet on the role of the front line manager in HR :-

http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm

What skills do you think that line managers need to develop
in order to effectively manage people and why? How are
your line managers developed at work?

According to CIPD (2009), line managers has wide areas of responsibilities, for example, organising work allocation and rotas, checking quality and monitoring work processes. Also line managers are on the lower levels of management so therefore they have a wide range of areas that they need to improve on, for example, good relationship with colleagues so communications is one of the key roles of improving line managers development.
Another area that line managers have to take on is carrying out activities which were traditionally belongs to the HR department such as providing coaching, guidance and dealing with discipline and grievances. However line managers will be provided training to deal with these issues and line managers can also improve their skills during work, for example, improving their confidence when dealing with conflicts (CIPD, 2009).
During my employment with John Lewis the line managers were very professional when they were carrying their tasks and our team relationship was very good because at every day before and after the store is open or close, there will be a team meeting so that we are up to date with sales targets and improve our relationship between colleagues.

• Go on to Prospects website and research the job roles for an HR manager. Do you feel your skills are more suited to the role of a line manager or an HR Manager? Explain your reasons.


http://jobs.timesonline.co.uk/job/390323/hr-manager-human-resources-manager
http://jobs.guardian.co.uk/job/978057/hr-manager/
http://www.reed.co.uk/job-details/London/HR-Manager/?JobID=18830429&k=hr+manager&ns=True&lit=3

After looking at numbers of career web sites and news papers, for example, The Times, The Guardian and reed.co.uk. I feel that I am not quite suitable for the role of line manager or HR manager because there is numbers of reasons, for example, experience that I do not have and this is one of the main reason why I think I am not suitable. Also if I am going to apply for the role of line manager or HR manager, I will be competing with other candidates that have more experience than me.
When applying for this kind of level of employment usually employers will look for any special training they have received, for example, CIPD qualification, skills and knowledge of the sector. Although I have been studying the HR throughout my career in education I still think it is not enough because I have not been putting in use of employment. If I am go in to a HR sector I will prefer an assistant role or clerk role because these roles will provide me the skills, knowledge and experience
In this time of day having a degree in HR is quite essential but also experience will be needed because this can prove to the employer that I have put my knowledge into good practice.


sory not finish yet

Tuesday 23 March 2010

Week 11 Organisation and Management Theory

 Provide 2 case studies to demonstrate 2 of the key theories discussed in the lecture. How do they relate to the theories?
Compare and contrast the 2 organisations highlighting good practice from each.

The two organisations that have been chosen are John Lewis and McDonalds. The theories will be discussed and how it links to the chosen organisations through the example of scientific management and bureaucracy.
According to Mullins (2007) there are lots of different ways to identify trends in an organisation’s behaviour and management, for example, the Classical School which includes scientific management and bureaucracy.
Mullins (2007) stated that scientific management focuses on shop floor workers. Decision making is only for managers. Bureaucracy points out clear duties for all staff and set of rules to be follow. Companies are usually hierarchy structure.
Another theory that an organisation and manage can be link to is Human Relations School which includes motivation theories such as Maslow, Herzberg and Hawthorne. These theories attention is to identify the behaviour of people and the needs of worker or groups (Mullins, 2007).

McDonalds (n.d) uses scientific management. Firstly their staff is told to follow specific instructions to produce the goods, for example, temperature settings for catering equipment and this illustrate that McDonalds use their staff as robots. Usually managers will make the final decisions.
On the other hand John Lewis uses the same management styles in certain department, for example, call centre customer service, staff usually have a script in front of a monitor telling them what to do.
Both organisations use the Human Relations Schools to motivates their staff and indentify needs and wants. But McDonalds uses the Human Relations Schools less effectively. This is because the staff is less committed to the job role.
On the other hands John Lewis uses the theory more effectively. This is because the staff is more committed to the job role and managers listen to their staff.

Another way to show that an organisation has a good practice is through their staff turnover. For example, John Lewis’s staff turnover is reasonably low but on the other hand McDonalds has a high staff turnover. this is due to the sector they are in.
McDonald has provided some good practices, for example, offering employees the chance to gain diplomas, A – levels and this could lead to a management course.
As John Lewis is an up-market department they also offer courses too but it’s to the take undergraduates.

 What are the pros and cons of scientific management? Think of five of each.

The pros of scientific management are that decision making will be faster. The theory also makes the employees to achieve a higher target. Also this will result in clear goals and easier to identify employees who are not suitable for the job.

The cons of scientific management are that the theory does not consider staff feelings and needs and wants. This will lead to de-motivation and result in a high staff turnover. Also this theory does not give employees any power or any challenging roles and this will result in employees leaving the organisation.

Write a brief conclusion about organisation and management theory.

To conclude organisation and management theory is that managers are people who help an organisation to meet its objectives.
In order to move the organisation forward managers will need to control its employees and at the same time lead and inspire.


Bibliography and References

John Lewis (2010) John Lewis jobs [online] Available at: http://www.jlpjobs.com/jobs/waitrose-jobs.htm [Accessed 20 March 2010]

McDonald’s (n.d) Make up your own mind [online] Available at:http://www.makeupyourownmind.co.uk/qualification.html [Accessed 20 March 2010]

Mullins, L. J. (2007) Management and organisational behaviour. 8th ed. Harlow: FT Prentice Hall.

Wednesday 10 March 2010

Week 16 Recruitment

• Go on the internet and review an on-line recruitment site such as www.monster.co.uk, www.fish4jobs.co.uk,
Comment on the use of the site, layout, accessibility etc.

Fish4jobs
On the Fish4jobs.co.uk web site there were plenty of unrelated adverts, for example car, holidays and homes. At first I thought I have logged on to the incorrect web site. Their home page was full of adverts and it was too busy, by which I mean there was too much information going on at once.
Also there were plenty of pop-up adverts which led to slowing down the loading time. But there were some advantages of using this site which are that it can help the candidate to calculate estimated monthly wages but they have to be a member to use this service.
Another advantage is that Fish4jobs.co provides advice, for example, C.V. advice and at the bottom of the page there is a help link however I did not find it useful because there is insufficient information.

Monster
Monster.co.uk web site has provided an optional link which is where the candidate can look into the related sectors, or can just type in the job search which will bring up the available posts at the current moment. The advantage of using this site is that the user can get information about the company that they have an interest in.
The disadvantage of this site is that the user has to click too many times to get the information needed
My overall opinion on this site is they are an acceptable professional web site to use.

Both
They both have simple and clear lay out of the job descriptions. To attract the candidates they have provided essential information at the beginning of each job description, for example, outlines of duties, wages and salary.

• Brainstorm five advantages and five drawbacks of on-line recruitment.

Five advantages of on-line recruiting
1. Easier to short list
2. Save time and money (work efficiencies)
3. Reach wider range of candidates (can be worldwide depending on the job or organisation)
4. Provide more customised information relating to the position
5. Candidates can access the web site 24 hours a day, 7 days a week


Five disadvantages of on-line recruiting
1. On-line security (due to hackers and viruses)
2. Some candidates maybe unable to fully use the technology due to their disability
3. Design and mapping of the web site (If unattractive or too confusing web sites may put off candidates.
4. High competition, for example, search engines ranking
5. On-line recruiting may not be the first option for candidates

• Identify a recruitment campaign which has really interested you. Explain why you feel this campaign caught your interest.


http://adhunt.blogspot.com/2008/11/careerbuildercom.html

Nowadays competition recruitment process needs to be creative on one side and professional to attract the candidates to apply. One of the major tools that are being used by all types of companies is the internet because it provides one of the fastest channels of advertising and attracting candidates. Careerbuilder.com is trying to attract more candidates to sign up using their site and the message they are trying to send across is ‘Maybe it’s time to move on’.
The reason why this campaign attracted me is because it links to the business sector and when I graduate from university, I would like to go into banking industry and it is linked to the course that I am studying at the moment. Also I always had an interest in investments.

• Go onto the CIPD website and read and explain what you understand by the Psychological contract http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm


According to the CIPD (The Chartered Institute of Personnel and Development) (2009) the term of psychological contract was firstly introduced in the 1960s and it became popular in the 1990s. The meaning of psychological contract is an agreement or commitment between employer and employees.
Usually these agreements are informal and sometimes vague. When agreements are not written down then this mean they are set apart from the formal contract like employment contract.
It is expected by parties that they will do or act professionally, for example, personal hygiene, an employee is not allowed to wear after shave or perfume that is too strong. When either side of the parties does not perform as expected this will lead to psychological contract breakdowns and staff may leave the company due to negative emotions between parties.

Conclusion
To conclude all personnel need to act professionally during their shifts and also one of the most important points of agreements is to respect each other. The importance of psychological contract is that it contributed to relationship between all staff.

Bibliography and Reference

Career builder [online] Available at: http://www.careedrbuilder.com/default.aspx?cbRecursionCnt=1&cbsid=13f9b2b53f844c688a8af3d4b20077bb-320847359-RT-4&ns_siteid=ns_us_g_careerbuilder
[Accessed 25 February 2010].

CIPD (2009). The psychological contract [online] Available at: http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm [Accessed 25 February 2010].

Fish 4 jobs (n.d) Job search [online] Available at: www.fish4jobs.co.uk [Accessed 25 February]

Foot, M. and Hook, C. (2009) Introducing human resource management.5th ed. Harlow: Pearson Education Limited.

Monster (n.d) Your call is calling [online] Available at: www.monster.co.uk [Accessed 25 February]