Hrm 531 Week 3 Reaction Paper

It's an efficiency ratio "that calculates how long, on average, credit customers take to pay the amounts that they owe to the business" (Mclaney and Atrill, 2012 p. 256). It is obvious that a business will prefer a short settlement period than a large one to improve both cash flow and cash flow efficiency.

Summarize and discuss your activities at work during each week. Be sure to note any new on-the-job experiences and any unusual events. Discuss any work-related problems, and state how you resolved them. You may write about your activities each day or for a week. Your summaries may be longer than the space allowed below.

we take the time to listen to our employees regarding their concerns and needs for performing their jobs. We talk with each employee individually about the conflicts they may have with other employees by rectifying conflicts right away by coming up with viable solutions. we also try to Encourage us employees to make recommendations that may help increase company's performance and

Quinton informed me that Michael (AM) just let him know that he will be leaving the company, which puts more pressure on finding new hires. I encouraged Quinton to walk the mall with business cards to help get the word out there that we are hiring. Quinton and I also mention interview tips for weeding out candidates that may not fit what we are looking for in an associate. Quinton also mentioned to me that he is thinking of promoting Logan to a part time ASM, my only concern about her is that she is very shy and reservered when I speak to her. Quinton assures me that she opens open when she is on the sales floor and he will continue to work on her confidence as he gives her more training. No Machine Issues.

She has been missing deadlines and has been attending proposals unable to answer reasonable client questions. Department expectations are that our sales associates anticipate our client’s needs and concerns. Research should be thorough and meeting deadlines helps keep us on track and capable of anticipating gaps in information. A strategy for increased accountability and organization will help improve these weaknesses.

The LV team is eager to learn what statistical significance is and why it’s an important construct in the study and use of inferential statistics.

Week four at Wild Dunes began on Sunday with three evening shifts 3-11PM. Sunday, the 31st was extremely slow with very few arrivals. I was able to concentrate on one of my goals – mastering the complex computer system. Being the perfectionist that I am, it is frustrating when I feel as though I haven’t mastered a skill so I’m working on that aspect of my personality. Since the shift was so slow, I was released early on this Sunday as there were no arrivals due in at the late hours.

Alisha’s strengths are revealed when she is working with a difficult taxpayer. She shows empathy, understanding, uses a soft voice and listens intently. She uses these skills to assure the taxpayer that she is willing to be their advocate. Additionally it shows she is comfortable in her abilities to process the information heard and apply it to whatever she is to accomplish. Alisha’s ability to listen has many times helped with the RETR program and finding additional important information needed. Her desire to know more of the processes of the programs we offer, qualifications, and how they work will help her to achieve even more in her position. Alisha is dependable and always an employee I can call to assist in any area including the branches.

Since day one of my management relationship with Jenny, she has been on a mission toward an ambitious vision of high achievement, critical thinking, self-efficacy, and culturally responsive & responsible teaching and learning. There was a never a day or moment when she was not constantly striving to operate

Again, this is another occasion in which she knows herself. In Warren Bennis “Four Competencies of Great Leaders” the forth, and most important, was that of self-management. In the management of self it is the “knowing one’s skills, and deploying them effectively.” After the first positive response she says how effective it was and she continued doing it. She saw that she was good at it and persuaded it thought she even wrote her sister saying how she probably wouldn’t get rich doing it, it was not only what she enjoyed but something she was good at and felt need to be done.

Within my first month at Paul Hastings I had completed more work than I did at my last internship which lasted six months. At Paul Hastings, all though my title was intern, I was a member of the business development team. I learned quickly the work I was doing mattered and that it needed to be done well. The expectation there is extremely high, which is something I should’ve known going into a competitive internship at one

A few moments later Brook interrupted Ann saying that the situation had to be taken care right away. Ann knew that the marketing analysis was about to be finished by Joe, so she decided to have the meeting with the employees right away. She listened to all the employees’ complaints and told them that although an increase will not happen overnight she will commit herself to examine and take care of the issue. She also told them that she will try to get some funds for a training program where everyone could acquire new skills.

She mentioned that she works on one project at a time and as quickly, but efficiently as possible to achieve the highest results. As for balancing her work and family issues, Karen mentioned,” work issues stay at work, I don’t bring work home. As for my family issues, those begin as soon as I walk through the door. Work helps whatever family issues that may occur not affect me as much. I have to stay focused and not dwell on every problem. My job is what keeps me afloat and I need my job in order to provide for my family or else I’m destined to lose everything.” Coming into the interview, I expected that Karen would have followed her calling and that she would have continued her education after high-school. I was surprised that she got a job at such a young age and had to give her father almost all of her paycheck. I was also surprised, when she mentioned that she wasn’t able to get a higher education because of the lack of information that was provided to her. Also, that more grants were available now for people and that there weren’t a lot of options available at the time for

After reading the case study it appears that Rachel is a proactive professional with some experience and is head strong about her project. After the first read it would seem that Rachel is more involved in socialising and time wasting. I read the article 3 times to understand what is required of Rachel in her position. One has to understand how her day unfolds and there are things that she did which are not time specific in the article.

At her last performance review Caroline told Marie that she was concerned about how quickly her career was progressing. She felt that she was falling behind her graduate friends, who all seemed to have more challenging and higher status roles, with more authority and responsibility. Caroline also complained about the fact that there is no “line of sight” between individual performance and reward. Instead, all staff receive an annual inflationary pay increase and a length of service rise for each of their first four years in post. Caroline has been in post five years. Caroline has now formally asked to be given a team leader role within the team because she claims that “I’m the only one with any ideas, I’m the only one who makes a decision and really drives things forward.”