• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

A well thought out orientation program is essential for all new employees, whether they have experience or not. Explain why you agree or disagree with this statement.

Extracts from this document...


1. "A well thought out orientation program is essential for all new employees, whether they have experience or not". Explain why you agree or disagree with this statement. The Orientation Program anticipated the new employee will feel more at home with the organization in a shorter period of time. This program relatively straightforward query regarding basic operational issues is dealt with in a timely and non-bureaucratic manner. Other orientation activities such as classroom and on-the-job training can be related to actual workplace activities. The new employees have an opportunity to adjust in a supportive and risk-reduced environment. The manager or supervisor time with new employees is freed up to deal with added value issues. In this orientation program also the new employee begins to add value more quickly, leading to increased confidence and self-esteem and new employee are more actively involved in making the organization a better and more productive place to work. I agree with the above statement that state "A well thought out orientation program is essential for all new employees whether they have experience of not". One of the least used, but most effective tools an organization can use to retain good employees is a New Employee Orientation (NEO). With more and more organizations doing "more with less," the high cost of turnover and the rapidly changing workforce, a consistent, systemized process for orienting employees to the organization is critical to the success of that employee and the uninterrupted production of the organization product or service. ...read more.


Stress because of job comes in different forms and affects the worker mind and body in different ways. Small things can make worker feel stressed, such as a copy machine that never seems to work when he or she need it or phones that won't quit ringing. Major stress comes from having too much or not enough work or doing work that doesn't satisfy the employee. Conflicts with boss, coworkers, or customers are other major causes of stress. It's normal to have some stress. Stress releases hormones that speed up the heart, make the breathe faster, and give the worker a burst of energy. Stress can be useful when you need to focus on or finish a big project. But too much stress or being under stress for too long isn't good for employee. Constant stress can make worker more likely to get sick more often. It can also lead to long-term health problems such as heart disease, high blood pressure, back problems, and depression. How does it affect workplace? Workplace stress is the harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. * Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, post-traumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. ...read more.


In a matrix organization, each project manager reports directly to the vice president and the general manager. Since each project represents a potential profit centre, the power and authority used by the project manager come directly from the general manager. At a more detailed level the advantages that most organizations seek through using a matrix organization structure include * Improved ability to access resources across the old functional and geographic silos. * better coordination on shared technologies across the organization (such as IT) * Improves access to a diverse range of skills and perspectives. * improved global or regional projects * increased communication and coordination across the business * reflects the needs of global or regional customers * Ideal for project based organization * Resource sharing * Better coordination between the team * Better balance between time, cost and performance * Shared authority and responsibility * Minimization of project costs, due to sharing of resources. * Minimization of conflicts * Balance between time, cost and performance * Sharing of authority and responsibility * Stress distribution between the team Disadvantages are: * Two bosses can create conflict of authority * Limited applicability * This structure is suitable for the large organizations only. * The complete responsibility of success or failure goes to the managers. * This structure is more suitable for the project based organizations. * Not suitable for small organizations * Complete responsibility of the Manager for success or failure * The team lead gets all the credit * Suitable only for project based organization. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Key strand of thought in Sociology. In this assignment I intend to examine in ...

    It can be argued that the greatest benefit of systems thinking gave rise to the development of study on work organisations which became recognised as a part of a social environment. Two important strengths from recognising the organisation as an environment where relationships have to be developed and maintained in


    of personality characteristic =0.882, Cronbach's ? of turnover intention =0.864. As shown in table 8, reliability of each construct is over 0.8, which means this research is highly reliable and trustworthy. Table 8 Cronbach's ? of Constructs Construct No. of Items Cronbach's ? Leadership Style 25 .962 Leadership - transformational 20 .975 Leadership - transactional 5

  1. Organizational structure. This essay will introduce the following five parts: history of functional ...

    Some of the resources which should be shared may have been reduplicated. Such as the technical experts in specific fields could not be shared across the separate departments. * Inhibits career growth of specialists: although the managers could be well-trained in fundamental structure, the technical experts could feel bad in this context.

  2. The case is focused on ICI Pakistan, a public limited company. The company is ...

    Phase I=> 2 weeks ii. Phase II => 6 months iii. Phase III => 6 months * Profit after taxation varied greatly in last 2 years * Major Quantitative Data: * ICI hired 285 managerial grades personnel in 1986 * Received 1000 MTO applications every year * Total intake was 15-20 people for the program

  1. Context of Employee Relations and Industrial Conflict

    Apart from securing working rights in the work arena, Trade Unions having the power to negotiate higher wages, can also bring in a negative aspect of increasing unemployment. They might bring negative effects to the labour market by protecting some internal workers at the expense of others.

  2. How trainig can contribute to an effective organization

    Since then, others have tried to refine it. Davenport and Prusak (1998, p. 5) define knowledge as, "a fluid mix of framed experience, contextual information, values and expert insight that provides a framework for evaluating and incorporating new experiences and information." Notice that there are two parts to this definition: First one , there is content: "a fluid mix of framed experience, contextual information, values and expert insight."

  1. Reward Management, Monitoring Performance and Exit Rights & Procedures

    [9] Also: (See Appendix 3) For Sample Performance Review Form (See Appendix 4) For Sample Performance Review Form (See Appendix 5) For Sample Performance Review Form (See Appendix 6) For Sample Action Plan (See Appendix 7) For Sample Performance Appraisal Form Tesco's Approach to performance management To be a competitive, Tesco need to select and recruit the right people.

  2. The purpose of our assignment was to conduct research on whether students who work ...

    While there is an abundance of data on the stress-related experiences of students in paid term-time employment (Callander, 2008; Curtis & Shani, 2002; Greenback, Hepworth & Mercer, 2009; Manthei & Gilmore, 2005), there is very little that can be found that looks into the reasons there might be differences of stress experienced by working and non-working students.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work