Author: Teylor Hubbard

After taking the life stress inventory test and the coping and stress management skills test, my results indicate that I use problem-focused strategies to cope with stress. I feel like this is pretty accurate because I am always trying to find solutions to issues. This is not a beneficial strategy when the stressor is out of my control but can be very beneficial if the stressor can be changed by myself. In certain cases, it is a good idea to take action in order to take charge of a stressor and better cope with it.

I feel like I already kind of knew this trait about myself because I tend to be a problem-solver very often. I also tend to problem-solve for other people when they are upset or angry. I’m not sure what triggers my mind to do this when stressors arise, but I feel like it can be pretty beneficial to controllable situations-which occurs quite often in the workplace. I will be able to use my problem-solving skills to my advantage in the workplace by helping coworkers and myself look up information about an issue and find the answers to solve it.

An organization that does a great job helping its employees cope with stress and manage their health is Pinterest. This company created a “pinspiration” group that hosts wellness-focused events in the workplace and also serves as a forum for employees to discuss the mental health issues they are facing in the workplace. They also offer virtual sessions for meditation and other stress-relieving activities for their employees to engage in. I think this is a great way to implement stress-relieving strategies at work without having to spend a lot of extra money on them.

Benefits are one of the most efficient ways to ensure work gets done at a company. By creating an incentive for employees, they must consider if doing the job is worth the compensation being awarded. Typically, the compensation is well worth completing the job and most employees will comply.

Thinking back on situations where compensation is awarded that I have been a part of in the past, I have accepted almost every extra task offered to me with extra compensation. Typically this has just meant working overtime for double pay, taking extra shifts, and working different positions that pay better. I have also witnessed scenarios where my coworkers are offered pay and half on holidays. Typically, most workers are willing to work extra if the pay is right.

Another example of a situation where compensation/benefits were involved was when my friend had got an offer at one of the top companies shw wanted to work for but had to decline the offer because the benefits and pay were not going to be enough for her to live on and pay for schooling. She even tried to counteroffer with the company to see if they would raise her pay, but they declined. This was a situation where the compensation was not enough to incentivise for the job being offered.

Looking back on past interviews I have participated in, I have noticed some common trends that have made the interview effective and flow smoothly. The first common trend is that all hiring managers ask about your personal life prior to engaging in the actual work interview. I noticed that this makes me feel a lot more comfortable at the beginning of the interview and releases any anxiety that may have been building up prior to the interview. This is a very effective way to begin an interview, especially when the interviewee seems nervous.

Another common trend I have noticed in past interviews is that almost every hiring manager asks you why you think you would be a good fit for the company. This may be an effective way to explain your strengths and sell yourself to the hiring manager if you have prepared for the question and know what you want to say. Without preparing for this question, it may be difficult to answer it effectively.

Extra credit prompt: I decided to do the “sexuality” Project Implicit Social Attitude test. My results ended up being a slight automatic preference for straight people over gay people in regard to romantic partners. This seems to be accurate-as I do have some gay friends that I get along with well. But in regard to romantic partners, I consider myself straight and have a preference for straight people.

Drawing on what I’ve learned about discrimination and bias in this class, I think implicit bias has a significant impact on the selection process during job interviews-even when people don’t want it to. This is likely due to the basic judgment our brains give an individual when they are given the first impression. This isn’t necessarily a bad thing for everyone, but for people with discriminatory tendencies, it can be mind-skewing and potentially alter the validity of the interview process. It’s also difficult to train someone’s brain to think differently-especially when the person doesn’t want to change their way of thinking. This should be acknowledged when choosing hiring managers and should ensure that they do not have a strong implicit bias so that the interview process is fair and valid.

Job descriptions may be one of the most important elements of a listing when a company is attempting to hire new employees. Typically when a potential hire is reviewing job listings, it is likely that the main section they are focusing on is the description. These descriptions are typically broken down into tasks, goals, skills, and salary for the position. It is essential to include all necessary responsibilities associated with it to ensure the potential hire is aware of everything that is required for said position. The best way to entice potential employees is to include all the benefits associated with the position.

It is important to continue updating these descriptions to prevent any lawsuits from occurring due to false job descriptions. This can occur if a claim is filed against your company due to an employee completing a task that isn’t on the job description. After reading the article titled “Job Worth Doing: Update Descriptions” I found out that it depends on the agency involved with the claim. However, your company can still get punished for not having an up-to-date job description. “If you have a measure of performance that doesn’t appear on the job description and you have a case brought against you, depending on the agency involved, there could be punishment” (Michael R. Kannisto, Ph.D., SHRM)

The main challenge associated with job descriptions is ensuring everything is up-to-date and accurate whenever a new change or addition is made to an employee’s position. This can be a tedious task that would need consistent review to ensure everything is accurate. Without this accuracy, there is a risk of a claim being filed that could create a lawsuit against a company, and no one wants to deal with that!

Citation:

Tyler, K. (2018, April 11). Job worth doing: Update descriptions. SHRM. Retrieved July 17, 2022, from https://www.shrm.org/hr-today/news/hr-magazine/Pages/0113-job-descriptions.aspx

I chose to evaluate Hilton, Wegmans Food Market, and The Cheesecake Factory.

Hilton has been rated the #1 best fortune 100 company to work for in the world. Hilton is a global hospitality company that owns over 6500 properties in 119 countries. 93% of the employees working for Hilton claim that it is a great company, whereas the average U.S. company only receives 57% positive feedback from its employees. Hilton practices HR by creating a team-like environment, providing generous benefits, giving ample opportunities to grow in the company, and treating their employees like family.

Wegmans Food Market has been rated #3 best fortune 100 company to work for in the world. Wegmans is a family-based retail company with 106 grocery stores throughout the United States. This company also offers online assistance with meal planning and delivery. 89% of its employees claim that it is a great company to work for, which is 32% more positive employee feedback than the average U.S. company. Wegmans practices HR by making contributions to the community daily, being ethical in their management decisions, and delivering excellent service to customers.

The Cheesecake Factory Incorporated has been rated #12 best fortune 100 company to work for in the world. The Cheesecake Factory is an upscale restaurant chain residing throughout the United States. 84% of its employees claim that it is a great company to work for. This is still 27% more positive employee feedback than the average U.S. company. The Cheesecake Factory practices HR by treating all their employees equally regardless of their position, being a part of a family-like environment, and providing a friendly atmosphere to their customers.

I personally would like to be a manager that is able to provide its employees with the best possible benefits that would entice them to stay committed to the company until they retire. I would give all my employees plenty of opportunities to advance in the company and grow with commitment. I think one of the most challenging aspects of a manager’s job is when you have to make a budget cut-which could include laying employees off. It is never easy to fire someone because you are unsure of how they will react to it and what repercussions may arise from it.

This is an area where I will post weekly blogs for my MGMT-453 class!