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The following is an account of one employee’s introduction to a new job: It was my first job out of high school. After receiving a physical exam and a pamphlet on benefits, I was told by the manager about the dangers involved in the job. But it was the old-timers who explained what was really expected of me. The company management r ever told me about the work environment or the unspoken rules. The old-timers let me know when could take breaks and which supervisors to avoid. They told me how much work was supposed to do and which supervisor to see if I had a problem. Question 1 To what extent should a small firm use “old-timers” to help introduce new employees to the workplace? Is it inevitable that newcomers will look to old-timers to find out how things really work? Question 2 How would you rate this firm's orientation effort? What are its strengths and weaknesses? Question 3 Assume that this firm has fewer than 75 employees and no human resource manager. Could it possibly provide more extensive orientation than that described here? How? What low-cost improvements, if any, would you recommend?

The following is an account of one employee’s introduction to a new job:

It was my first job out of high school. After receiving a physical exam and a pamphlet on benefits, I was told by the manager about the dangers involved in the job. But it was the old-timers who explained what was really expected of me.

The company management r ever told me about the work environment or the unspoken rules. The old-timers let me know when could take breaks and which supervisors to avoid. They told me how much work was supposed to do and which supervisor to see if I had a problem.

Question 1 To what extent should a small firm use “old-timers” to help introduce new employees to the workplace? Is it inevitable that newcomers will look to old-timers to find out how things really work? Question 2 How would you rate this firm's orientation effort? What are its strengths and weaknesses?

Question 3 Assume that this firm has fewer than 75 employees and no human resource manager. Could it possibly provide more extensive orientation than that described here? How? What low-cost improvements, if any, would you recommend?

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