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Archives: November, 2022


Week 9 Blog Assignment November 23rd, 2022

Health and Wellness

I am pretty self aware when it comes to my workaholism and type A personality, so the results for the three tests were not really surprising. On average, I tend to work 36-42 hours a week on top of being a full time Nuclear Science and Engineering student and Army Reservist. I wake up between 0430 and 0530 every day, and finish my day around 1900 (7pm), so my days are long and my responsibilities are demanding. I know I can be impatient or critical of others, but it is never uncalled for or unprovoked.

The first test was the stress inventory regarding events within the last 12 months. I got a score of 305, which indicates that I am at 80% increased change of a stress induced breakdown. I got a score of 71 on the second test, which was the coping and stress management test. I actually manage my stress very well, mainly because I have had this intense schedule for roughly 5 years now and it seems regular to me. I workout regularly as my main coping mechanism, and have a healthy group of friends to support me. My last score was 49, which was on the type A personality test. This score says that I am generally warm and tolerant, but experience times of impatience and hostility, which is pretty true. I am very patient, but when it comes to work or rudeness, I do not have patience and am quick to point out issues. I disagree with the last sentence regarding poor diet, lack of exercise, or smoking, because my health is very important to me so I make sure I have a healthy diet, do not smoke, and work our 4-5 times a week.

I genuinely believe that I have healthy coping mechanisms, which has not always been the case. The steps I took to develop these healthy mechanisms was cut out negative influences in my life, such as people and nicotine, and I also developed a healthy habit of using agendas and budgeting. i will continue to do this in my professional life.

As for organizational stress concerns, Forbes highlights a few strategies that companies are taking to decrease workplace stress. They are using information and awareness tactics to provide employees with local resources to seek help if they need it. They are also implementing collaborative and interactive break rooms to alleviate the stress of work. These rooms have games or snacks, and encourage employees to take break during the workday to allow them to mentally, emotionally, and physically reset. Companies are also using greater sensory stimulation, in addition to yoga and exercise to help alleviate stress. Many leaders will implement open door policies that allow for comfortable pathways for leaders and subordinates to talk, with the additional flexibility for mental health excusals from work.

References

Alton, L. (2016, December 7). How today’s young businesses are helping employees cope with stress. Forbes. Retrieved November 23, 2022, from https://www.forbes.com/sites/larryalton/2016/12/07/how-todays-young-businesses-are-helping-employees-cope-with-stress/

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Week 8 Blog Assignment November 15th, 2022

Compensation

In customer service jobs, customer surveys are very common methods of evaluations that HR uses to assess the employee day-to-day performance. At Starbucks, these scores are gathered to provide a customer connection score to each manager to see how they service compares to that of other stores. My store, in particular, scores pretty well and are normally in the top 3 stores in the district for connection and service scores. Recently, our stores started to decrease, so my manager held pod meetings, in which every partner was scheduled a 30 minute group session with our manager to discuss ways to fix the environment.

One of the outcomes of these meetings was compensating partners who were mentioned by name in customer surveys for positive interactions. For example, a customer mentioned me in a survey regarding my kindness for giving them a free drink due to them having a really bad day. In return of that positive interaction, my manager gave me a $15 Amazon gift card. This reward system became the new normal for any partner who go mentioned for a good reason!

This type of compensation is both intrinsic and extrinsic, because it hold monetary value while simultaneously provided partners with a sense of accomplishment and reassurance for the hard work they do at the store. My manager is also hosting a store holiday party to thank her store employees for their work and to build strong relations with her team. As the lecture states “Compensation is a powerful tool for influencing employee behavior” (Swift, 2022). The store environment is productive and positive, and her compensation methods are proving to be effective for the store. Our performance and connection scores are increasing.

Swift, M. (2022, November). Lecture 1: Introduction to Compensation. [PowerPoint slides].

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Week 6 Blog Assignment November 1st, 2022

Training Effectiveness

The training I want to discuss is my military training. I have been in the Army for 3 years and will be using my experience at L6 (Lima 6), which is a 42 day ASI (Additional Skill Identifier) training held at Fort Leonard Wood, MO. This training is specifically for the NBCRV (Nuclear Biological Radiological Reconnaissance Vehicle), which is a 21-ton armored vehicle that houses various detection and sampling systems, as well as a remote weapon system, all of which is controlled by the operators. In order to be awarded the ASI of L6 and be certified as an NBCRV operator, you must pass each test with an 80% or higher. The other training was a 3 day medical training that I did to refresh my knowledge, because I have a few first aid certifications.

L6 training catered to every type of learner by the use of visual PowerPoints associated with readings, verbal discussions, and hands-on exercises with each component. It also has actual missions that teams must complete in order to pass, which demonstrates the importance of group-building in this training. The instructors did a great job at fostering a healthy learning environment with the mixture of teaching styles and actual practice exercises. They provided detailed feedback, and related the content to real-life applications that demonstrated the importance of the course material. This training was very effective, because the schoolhouse provided resources for students to use after the training. The schoolhouse also used a pre/post measure of effectiveness by a survey and a test. They gave us a basic knowledge test and survey on day two of the training, then during the last week gave us the same test and survey and assessed our score differences. The first test average was roughly 40%, whereas the second test was roughly 95%, which further demonstrates the effectiveness of this training.

The medical training on the other hand did not have PowerPoints, nor did they provide resources for students to refer back to post-training. They did have hands-on trainings, but they were short and they really did not provide solid feedback to the audience. We did not conduct missions or hypothetical scenarios, just basic practice. Also, myself and another Sergeant noticed a few incorrect items being taught and corrected them during the hands-on portions. I would say this training was not very effective based on the above, and they had no measure of success.

References

Buckingham, M. & Coffman, C. 2016. First, Break All the Rules: What the World’s Greatest Managers Do Differently.

Swift, M. (2022, November). Developing Training Program. [PowerPoint slides].

Swift, M. (2022, November). Evaluating Training Effectiveness. [PowerPoint slides].

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