Employees are always considered an asset to the organization. However organizations can never estimate what amount of this asset is required. Usually the number of employees is either higher than wanted or lower than wanted. Thus to cope up with either surpluses or shortages organizations have a number of methods that are as follows: To manage shortage of employees The first and foremost method to slash shortages is recruiting more permanent employees. This increases the number of workforce as required by the organization. However increasing new employees increases costs for the organization as well. Another method to overcome shortages is to retain employees within the organization who are retiring and offer them added incentives on a late retirement. Similarly another approach to lower down costs and still come over shortages can be to hire retired individuals again on a part time basis. This helps the organization to meet the shortage requirement in an efficient manner as no training is required and also the part time wages are low. Another approach can be to reduce turnovers by providing benefits such as premium pay etc. This is an effective way to retain old employees but can elicit a bidding war which the organization might not be able to control for a long time (Caruth, 1997). Over time and subcontracting is also a good way to deal with shortages. Sub contracting is an expensive procedure but obviously for a short time the company could afford to contract employees. Temporary hiring is also an option and is somewhat similar to sub contracting. Redesigning the job processes so that lesser employees are required is also a way to deal with shortages. This method though requires training so that employees adapt to the new job design and are comfortable with it and doesnâ€™t result in heavier workloads and lowering down the talent level. To Manage Surplus of employees Surpluses are easier to manage then shortages. Stopping the hiring process, no replacements of those who leave, layoffs, offering early retirements etc are one of the most commonly used downsizing techniques (Mathis, 2004). Downsizing activities however have a negative effect on existing employeeâ€™s motivation and thus are usually avoided by most organizations. By introducing the shift system, number of hours worked can be reduced and efficiency of employees can be increased. Similarly, outsourcing or temporary employees shouldnâ€™t be hired as there is already a surplus. To lower down costs, the company can either cut down pays across the board or switch to a variable pay plan (number of hours worked multiplied by per hour rate). In either way those with a lower pay or those who work lesser hours will prefer finding a new job that pays them more. Training is also a good way to deal with surpluses. Train half of the employees at a given time and let the other half work then train the later half and let the first half work. Though this is also something expensive and in the long run of no benefit to the organization. Voluntary severance is also another way in which you ask employees to volunteer if they want to leave the organization. Another way to utilize abundance of employees is by expanding operations. Though a firm cannot expand operations overnight nor it can expand them just to accommodate extra employees when there is no need of an expansion. Job Description My current job is as a sales and marketing executive at a technology corporation. I report directly to my sales and marketing director. The basic purpose of my job is to plan and carry out product activation and brand awareness activities in order to increase and sustain sales of my company. The core responsibilities of the job include developing and maintaining a database of customers and potential customers, to plan and carry out sales activities, develop new ideas, keep a track of sales performances, provide management with relevant information, frequently research on the market, the competitors and the customers in order to cope up with the changing needs, make connections with clients for business and organizational development, conduct training sessions to pass on my learning, skills and knowledge to my juniors. Apart from these I have to readily keep my colleagues up to date with all relevant information so that the department is on the same page in meetings or conferences. Communication is one of the foremost things in my job and I have to take care that relevant information reaches the pertaining individual on time. Redesigning the job description In order to redesign my job description following the exhibit I think the first thing that should be focused upon is that the job shouldnâ€™t be monotonous as it is in the above mentioned case. The duties should vary from hard to difficult and from usual to unusual. Skill variety should be a basic part of it. This will lead to an increase of interest towards the job and thus will increase my motivation. My performance will also be definitely improved as I will be learning something different every time and this will be adding to my experience and skills. This will also alleviate the redundancy in my job to some extent (Tanke, 2000). One thing that I feel is lacking in my job is the power of making decisions on my own. As already mentioned I report to my director. At times he is not in the field and he does not have the true picture. In such cases a delay in decision making can be costly for the organization. Thus sales executives should be given the autonomy to at times make decision on their own which can benefit the company. Obviously everyone knows that wrong decision will result in losing the job. So every employee will definitely think for the best of the organization before taking any actions. Employee empowerment results in increasing employee confidence and provides them with new experiences particular to dealing with responsibilities. In turn, employees are satisfied with their jobs, feel a relationship with the organization and get a morale boost. One way to make an employee feel important is to provide feed back. Feedback tells the employee if their work is appreciated or not and in what areas they need to improve. If my director gets feed back from a client on any activity that I planned then it should be known to me as well. Apart from this there should be a little more flexibility in the management attitude so that they also understand that every employee has different needs (Tanke, 2000). Like my job could be more exciting if the management does not keep me sitting in the office just to fill in the hours an employee has to be on his seat. It would be beneficial for both if I am out in the field and monitoring and assisting in the sales activities. All these steps will definitely improve performance, motivation and satisfaction.
The House of the Seven Gables
Â Â Â Â Â â€œ[The] sympathy or magnetism among human beings is more subtle and universal
than we think; it exists, indeed, among different classes of organized life, and vibrates
from one to anotherâ€ (Hawthorne 178). Loosely based on the events of Hawthorneâ€™s own
life, The House of the Seven Gables attempts to show the suffering of descendants forced
to repent for the sins of their â€œfatherâ€, while they are unknowingly renewing the curse by
nurturing the ancestral greed that has passed through the generations (Oâ€™ Connor 6) .
Thus the various themes of the novel reflect the central idea of continued sin through the
greed and guilt of a declining family.
Â Â Â Â Â Each generation struggles to escape the sins of the past, only to be thrust
forcefully back to face the offenses of their forefathers. The House of the Seven Gables
is a tale of loneliness and greed caused by the sin of preceding generations. The opening
of the novel is set in puritan times during the Salem witch hunts. The villainous Colonel
Pyncheon wrongly accused the innocent Matthew Maule of witchcraft so that the Maule
land would fall into the Pyncheon familyâ€™s hands. Upon his death, Maule â€œaddressed
[Colonel Pyncheon] from the scaffold, and uttered a prophecy...God will give him blood
to drinkâ€ (Hawthorne 4-5) . The physical wrongdoing of Colonel Pyncheon against
Matthew Maule was avenged at the formerâ€™s death, with the curse being fulfilled.
However, the essence of the crime lived on through the generations.
Â Â Â Â Â By chapter two, the focus of the novel has shifted to the modern generations of
the Pyncheon family. The family has severely declined since the Colonelâ€™s time, yet the
curse of greed is as strong as ever. The remains of the family consist of a decrepit
spinster named Hepzibah, now the caretaker of the house of the seven gables; her insane
brother Clifford, who was just recently released from prison; their devilish cousin Judge
Jaffrey, a man fixated upon his own greed; and their distant cousin Phoebe, the sunny
country girl that will be their redemption. Also, the last surviving descendant of the
Maule lineage, the handsome Holgrave Maule, resides at the house.
Â Â Â Â Â In a compilation by F.O. Matthiessen, it is stated that the â€œmain theme was not the
original curse on the house, but the curse that the Pyncheons have continued to bring
upon themselvesâ€. It is not Mauleâ€™s death which needs avenging, but the anguish caused
by the Pyncheon familyâ€™s greed. â€œLust for wealth has held the Pyncheonâ€™ in its inflexible
Write something about yourself. No need to be fancy, just an overview.