Hrm 531 Week 2 Individual Assignment

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During my co-op work placement, I was employed at Evichat Inc. in the position of Full Stack Developer. The total size of the company is 5 people. The Software Development team where I worked with was relatively small compared to other companies as it is an early stage startup. Throughout the work placement, I was worked on projects that involved integrating with third parties including Relativity and Clio, improving web app security with role based authentication and improving site SEO.

Daniel emphasized how strict the entertainment departments budget were that I caused them to go over budget by not taking breaks and that from there on out I would be getting scheduled 28 hours a week. David changed my time sheet and added breaks on days that I did not take breaks. Daniel also stated that by the time I had replied to Davids missed time punch text that the time sheet was already sent in. I asked Daniel how this could be corrected and he told me he would have to check with HR but that I could just not clock out for 3 days. Daniel also asked me I meant by "I was doing lead work". I replied by telling him I lead my staff, performed closing lead duties; such as End of Day report, contacting guest services, reporting directly to

In 2011 I decided upon a career change away from a fast paced sales environment and towards my ambition of becoming a teacher. Since leaving school in 1997 I worked for a small family run architectural hardware company. In my final role with the company my main duties included travelling the country giving seminars to architects and building contractors. It was during the development and delivery of these seminars that I realised I had a passion for teaching. The development of my industry based presentations was thorough and took into account the differing abilities and background of my audience. With constantly shifting standards and regulations, Power Point presentations to create for each session and handouts for the individuals in attendance

On July 1, 2015 I purchased a large drink, a small fry, and a cheeseburger with no onions. It was around 8pm there wasn’t very many workers there at the time. I explained to the cashier the reason why I did not want any onions. I was being nice and it seemed like she was concerned. At the same time she looked as if she was upset.

This is my placement report which will talk about my year long industrial placement as a full time employee at the Midlands and Lancashire commissioning support unit as part of my course of study on the BSc Hons Computer Science. During the report I will introduce the company and share some background information in regards to what the company is all about. This report will mainly revolve around my placement position at the Midlands and Lancashire Commissioning support unit and the work I have been involved with during my time at the company. In relation I will report about the training and work experienced I gained as a computing professional and how this industrial placement proved to be an priceless experience as it enabled me to become a more proficient individual and computing professional

1) Based on this research and analysis, how did your perspectives change, if any? Explain your rationale whether your views changed or remained the same.

We really appreciate all the work that has been done by your team in order for the 8.8.1 upgrade to go into production. Enrollment Services has really put in a lot of time and effort to understand the process, create the test plans, and walk through individual accounts in PRVW in order to make sure we will be able to report accurate data to NSLDS. I am sure I will still have some questions until that final file is submitted but I am confident we will be able to provide accurate and on-time information by July 31st. This last week Sam, Monica, Snow, and Liz worked many hours with us and for us to get this accomplished. They are amazing! We understand that you all have many projects and daily operations in motion. Yet, still made adjustments

There are several leaders that I have admired in my career over the years. One in particular that stood out was a Chief Master Sergeant in the Air Force who I served under. He was a very intelligent and vibrant leader who placed importance in military customs and core values. He was one whom I emulated in the military because of his task –motivated leadership style. He focused on the goals of the organization with the emphasis on service before self. The implications of his style of leadership lead me to believe that there was little to no relationships formed with lower ranking airmen. He was always able to get the job done because of the driven culture he represented. I learned a wealth of knowledge and information from this particular leader; I was able to create a balance by embracing his style of leadership and relating it with my style, transformational leadership. I believe it was successful, because of my efforts to focus in on the mission and create a balance in inspiring, influencing, and motivating Airmen across the globe.

Something interesting about me is that for 4 years in the marching band I played the saxophone. It is during those years I learned how to properly communicate with other students working in a large group to accomplish our shared musical goals. Eventually I would end up in a leadership role during my senior year of high school it’s during this time I learned the importance of dividing personal relationships and from leadership role. Often during my leadership role, I found myself at conflict due my personal friendships with other band students in the organization. Additionally, I listen to classical music, using photo editing software, and using different programming languages. The results from my TypeFocus were the following: ‘I’ introversion, ‘S’ sensing, ‘T’ thinking, and ‘J’ judgement. I will honestly say I did not learn not anything new from the taking the assessment about myself and the careers I will likely enter. Even more the assessment just confirmed everything that I’ve known about myself like how tend to be more introvert often takes me a while to open up personally to most individuals.

I am writing with regards to an online order I placed with your company on September 05, 2015. At the time of my purchase, I was guaranteed delivery by the 20th of September, 2015.

I really appreciate you clarifying this information for me. I do understand that there are rules in every organization that one must abide by, and I will remain compliant. Like you stated sometimes information written in black and white comes off as harsh however, in actuality it isn’t so bad. It’s okay that I can’t move, I will adapt and learn as much as I can from my manager because she appears to be very knowledgeable. Thank you for all of your help, and I am very grateful for this

Since she has problems skipping a question and forgetting to check back over the test, I have personally gone back over my tests as many times as I’ve had time for. I’ve quadruple-checked several math tests because I have a fresh outlook when I come back to the question. Sometimes I check for mistakes and other times, my inspiration kicks in and I’m not stumped anymore. She should depend on her Sequence still, but perhaps lean towards one of its other characteristics, organizational objectives. Before she even goes into a test, take some breaths and break down in her head of what she’s going to do if she gets stumped. Go in with a game plan.

CEO compensation is not “fair” top 25 CEOs had an average annual pay of $32.7 million, which is more than 900 times the annual salary of the typical US worker.  In an era which many companies are cutting costs by laying off employees, such compensation seems to be unjust.  Solomon argues that workers may not be loyal to someone they perceive as being unfair.  At some level, trust and loyalty are needed for a company to prosper.  Without these, this company will be left with a group of resentful, unhappy employees.

Immense salary imbalances between CEOs and the people who work for them can send bad feelings throughout an organization, weakening loyalty and eroding the talent syndicate. Year in and year out, the same custom is played out in the business press; compensation figures for the highest paid chief executives elicit predictable talks about overpayment. Although economists have found that many CEOs are worth every nickel they get, social scientists are looking more closely at the psychological effects of executive pay on corporate life. One standout associate; Charles O 'Reilly, director of Stanford GSB 's Center for Leadership Development and Research who has conducted a series of studies that try to explain CEO compensation, ranging from how corporate boards decide upon salaries to how social status figures in setting executive pay. One of O 'Reilly 's latest papers examines how chief executive salaries affect employees. The study found that inequity in CEO pay triggers increased turnover among managers below the chief executive. Using data from 120 large public companies over a five-year period, O 'Reilly found, for example, that in one firm