Preparation For An Interview Notes
Interview Notes - Generic Interview Preparation Appearance: In an interview you should dress very smartly as this will give your interviewer the impression that you are a very clever person and that you can present yourself well. Do not walk into the room ‘baggy’ clothing otherwise you will give off the bad impression and this may cause you to not get the job. Etiquette: Make sure as soon as you walk into the room, go in for a handshake to the interviewers as this shows you have good manners. Also, do not willingly take a seat unless you are offered one. This proves that you are fairly polite and can respect others well. Body Language: Always sit up straight in an interview as this shows you are interested in the job. In addition, make frequent eye contact with the interviewers as this shows again you are interested in the job and that you are actually paying attention to what the interviewer is asking. Try not to play with your clothes or hair as this can distract the interviewer and also could be a sign of nerves which is not something the interviewer really wants. Voice: When talking and responding to questions in the interview, make sure you change your tone of voice. This shows that you are not a boring, monotonous person and that you actually are keen on the job. Furthermore, it helps the interviewer too as they know that you are focused on the interview
Good Leadership
Definition of a leader has been defined by different people with different ways. Thus, what is the concrete definition of the word “leader”? Each of us will have our own different answer. In dictionary, the word “leader” has been defined as a person who influences a group of people. For me, leader is a captain of a group or a person who able to organise, manage, make decision, analyse, negotiate, indentify source of problem, solve problem, and train junior. A qualified leader at least must have good leadership and good relationship to ensure that his group is working well and smooth. Leadership is very important for a qualified leader, because leadership affects the performance of a team, an excellent leadership will improve a team performance. The relationship between leader and his team members is quite important for a qualified leader as well, because a good relationship will help the leader to communicate to his team members easily and send right massage to his team members. In fact, a team leader takes on the leadership role in his team. He or she has to direct, supervise, guide and instruct the team. These are the duties of a team leader to promote unity of his team and to ensure that his team to function as good as possible. As a leader, he or she inspires the team to action in anytime. Therefore, the team leader is the line of communication from upper
Business At Work
Unit 1 - Business at Work Assignment B & Q PLC .0 INTRODUCTION B & Q has been in the D-I-Y business for more than 30 years and is a successful and innovate home improvement retailer. B & Q employs 35,000 people in over 321 U.K stores. B & Q operates two different kinds of stores - the larger B & Q Warehouses which cater for the needs of the keen D-I-Y'er and trader with their wide range of products and staff expertise, and B & Q Superstores which are convenient for most people to pop into for everyday needs. B & Q's has a range of different products; each product is sold under different types of category: o Air Conditioners & Fans. o Appliances. o Bathroom. o Bedroom. o Building & Timber. o Christmas. o Christmas Gifts. o Curtain Poles & Blinds. o Doors. o Electrical Fittings. o Fires & Radiators. o Fixings. o Floorings. o Garden Buildings. o Garden Centre. o Garden Centre & Facilities. o Garden Power Tools. o Hand Tools. o Home & Storage. o Kitchens. o Lighting. o Paint & Varnish. o Painting Accessories. o Plumbing. o Power Tools. o Safety & Security. o Tiles. o Wallpapers. B & Q also offer services in and out of store: o Customer Service & Advice. o Fittings, e.g. Fitted Kitchens, Bathrooms, etc. .1 All businesses have objectives to help them plan and set targets for what they want the business to achieve. B & Q's Objectives are: o To
The Impact Of Information Technology On Work Organisations
The Impact Of Information Technology On Work Organisations The impact of information technology will have significant effects on the structure, management and functioning of most organisations. It demands new patterns of work organisation and effects individual jobs, the formation and structure of groups, the nature of supervision and managerial roles. Information technology results in changes to lines of command and authority, and influences the need for reconstructing the organisation and attention to job design. Computer based information and decision support systems influence choices in design of production or service activities, hierachal structures and organisations of support staffs. Information technology may influence the centralisation/ decentralisation of decision making and control systems. New technology has typical resulted in a flatter organisational pyramid with fewer levels of management required. In the case of new office technology it allows the potential for staff at clerical/operator level to carry out a wider range of functions and to check their own work. The result is a change in the traditional supervisory function and a demand for fewer supervisors. One example, secretaries with the impact of I technology are moving increasingly into territory previously occupied by managers and administrations, and achieving new levels of responsibility The
Management styles.
Management styles There are three main types of management styles. These are autocratic, consultative and democratic. Autocratic The autocratic management style is one where the manager is used to give instructions. They tell people what to do instead of asking for their opinion on the matter in hand. The manager is the only person contributing to the decision making process in the business. Consultative The consultative management style is where managers consult other people before making a decision. This management style is the opposite to autocratic. This type of management style wants to collect more sources of information and opinions before any final decision is made. To do this successfully the business will have good communication channels so that the employees are able to give their opinions easily. The consultative manager will have to have listening skills and also the ability to create the right sorts of channels to consult other people. Things such as newsletters team briefings or suggestion boxes could be introduced to gather employee's ideas and opinions. Democratic The democratic management style involves empowerment. Individual employees and teams are given the responsibility to make their own decisions. The individuals or team is then held responsible for the decisions that it chooses to make. The manager will have to feel comfortable with their
Management Theories
Management Theories The Classical School of Management Theory The Classical School is thought to have originated around the year 1900 and dominated management thinking into the 1920s, focusing on the efficiency of the work process. It has three schools of thinking: Bureaucratic management, which focuses on rules and procedures, hierarchy and clear division of labour; Scientific management, which looks at 'the best way' to do a job; and Administrative management, which emphasises the flow of information within the organisation. Classical management theory is now considered to be an outdated form of management for the principal reason that people and their needs are considered by Classical theorists as secondary to the needs of the organisation. However, Classical management theory is important because it introduced the concept of management as a subject for intellectual analysis and provided a basis of ideas that have been developed by subsequent schools of management thought. Scientific Management Frederick Taylor is known as the father of scientific management. His approach emphasised empirical research to increase organisational productivity by increasing the efficiency of the production process. Scientific management theory states that jobs should be designed so that each worker has a well-specified, well-controlled task and specific procedures and methods for each
Managing Human Resources
Managing Human Resources Name: Assignment: 1 Tutor: Paul Smith Workshop: 3: Mondays 1-3pm Date: 20-03-06 Word Count: 1,925 Introduction John Jones and Smith (JJS) is a market research company in Dartford, Kent. Establish in 2000 they are one Britain's fastest growing market research agencies. Using the most sophisticated analysis techniques the service they provide is both quantitative and qualitative enabling JJS to answer the why and how of an issue and not just the what, where and when. In order for their clients to receive the greatest benefits from their services value is added to the result with interpretation, recommendations, and advice. JJS started with three directors Mary John, Sally Jones and Mark Smith, two Research mangers and a hand full of market research interviews. (See appendix figure 1 for JJS organisational Hierarchy) The company have now grown with even more research managers and over 50 interviewers in order to meet the demand of the growing number of clients. JJS clients include the Yell Group, who is one of JJS's main clients, The Royal Bank of Scotland and Virgin Atlantic Airways. In this assignment I will be discussing the influence and Impact HRM has of JJS. The different approaches there are to HRM and then examine JJS's approach. Then concluding with how JJS's HRM approach affects their clients as well as the organisation as
MANAGING PEOPLE
MANAGING PEOPLE Abstract The history of managing people has reflected prevailing beliefs and attitudes held in society about employees, the response of employers to public policy (for example, health and safety and employment legislation) and reactions to trade union growth. In the early stages of the Industrial Revolution, the extraordinary codes of discipline and fines imposed by factory owners were, in part, a response to the serious problem of imposing standards of discipline and regularity on an untrained workforce. In the 1840s common humanity and political pressure began to combine with enlightened self-interest among a few of the larger employers to make them aware of alternative ways of managing their workforce, other than coercion, sanctions, or monetary reward. Theorists also suggest that the ways in which organisations choose to manage their employees are in a state of transition. Labour management practices have assumed new prominence in the 1990s as concerns persisted about global competition, the internationalisation of technology and the productivity of workers. It is argued that these market input push work organisations to adjust their system of managerial control strengthen effective utilisation of human resources. The assignment consist in studying the need for new approach to the management of people in order to reflect the way in which organisations
Monitoring and evaluating customer service
M3 In this coursework, I will explain why monitoring, evaluating the customer service is important, and how this improvements helps the customer and the organisation. Improving the customer service is important to the customer, as it will make it easier for them to use the store. Improving the customer by making it more consistent will help most customers get satisfaction. It will make it easier for the customer to be able shop safely as the employees would be trained in a certain way so they would not sell any products restricted to the people below certain age. Training will help employees have good knowledge of the products, which will help the customer to make choice more accurately. Training provided to the employees will also develop their interpersonal, presentation and communication skills, which will make the employees aware of how to treat the customer to make them feel more comfortable while talking to them. Customer will find it simple to communicate with the sales assistant, as the staff will be trained to interact with the customer in appropriate way. By monitoring the staff, organization can keep improving the staff as the business progresses. Getting feedback from the customer could improve the customer service for the customer constantly will help the customer to get organisation improved in way that best suits them. Feedback can be given using the comment
Strategic Human Resource Management.
HRM 3007 Strategic Human Resource Management Module Assignment Name: Claire Duff Student Number: Course: BA Business Studies Year: 4 Tutor: Kevin Lamb I would expect a medium or large organisation to be continually updating their recruitment and selection strategy Due to the importance recruitment and selection pose to the future of the organisation and I would hope that the organisation would consider many of the following. The first area an organisation would look at is its advertisement strategy. The fundamental question would be how to target the relevant mediums to reach potential employees and what is required to attract the right employee for the job and the company. This would then mean that the organisation would have the capacity to attract a broad range of potential candidates from all ethnic backgrounds and areas of the country. Additionally, in conjunction with advertising a cost effective scheme could be to implement an award to current employees to introduce potential employees to the organisation. This benefit would only be paid upon the completion of a successful probationary period. Once the candidates had been chosen the next section of strategy would be aimed at improving the interview section of recruitment. The organisational strategy for this section would look to conduct fair interviews to each candidate regardless of skills, experience, race,
