Job Descriptions

one who catches chickens.....

There are many housekeeping supervisor duties including making sure that the housekeeper is using the right cleaners. These duties also include making sure that they housekeeper is doing everything that needs to be done.

Im almost positive that you can't but im sure if your well prepared and you seem like a good hard worker, they'll at least consider you.....however, it is against the law and they probably wont be allowed to pay you.....

***Community this information is not accurate and furthermore it is illegal not to pay anyone citizen or non citizen, all may apply for work, you can not be asked about any kind of status i.e. pregnant, gay, disabled, citizen or non citizen, this discrimination can be pursued in court for a financial settlement. It is the law your status cant be checked until you have been offered a job, and even if it comes back that you have an issue with a I-9 you cant be fired if you contest it... or they can be sued. There is direct text referring to this on uscis website along with IRS documentation stating that by law since you worked while... too much to explain here but I can assist anyone who has questions just message me

Liza Rocha

This is one of the types of question that you may get at an interview; they are intended to get you to talk about yourself in a fairly informal manner. The questions are usually about some aspect of your own life so it is not possible for anyone else to answer them for you.

You should think carefully, before attending the interview, about such questions as this so as to be prepared when asked. There are several such questions and there is a great deal of information on the internet and elsewhere about techniques to employ when attending interviews.

Apeiron Power energy brokers earn a residual commission based on commercial and residential customer energy usage. So if a small business uses 1,000,000 kWh in a year a energy broker would earn $2,000 commission a year for the length of contract the customer signs with the utility company.

1,000,000 kWh X .002 mills = $2,000 commission

As an energy broker for North American Power energy brokers earn a residual commission based on commercial and residentia you will have the opportunity to earn money on new customers you sign up and from the efforts of the sales organization you build. You earn 2 mils (2/10 of a penny) on each kilowatt hour (kWh) used by your customers each month and you also earn $15 on any new residential or commercial property you sign up. The average residential home uses about 1,000 kWh per month which comes out to a $2 recurring residual commission per month, per customer. It's pretty obvious just how much you can earn from signing up people you know and even branching out to businesses. What happens when you start to sign up customers that use more than 1,000 kWH per month, such as large businesses? You get paid for the additional kWh used. Just to put it into perspective, some office buildings use over 198 billion kWh every year!

Before a real estate sale is deemed "final," it enters the escrow process. The escrow process makes sure that property titles are good, there is no outstanding debt, and the buyer and seller have completed their responsibilities according to the real estate agreement. Escrow officers make sure that the real estate sale passes the escrow process.

a person who veryfies and examines something

An engineer or sometimes the conductor drives the train

The job description of an assistant checkout person is very simple. This person must be able to assist the checkout person.

$7.25

A TMD, or temporomandibular joint disorder, affects the jaw, mouth and skull area including the muscles that affect breathing and eating. A TMJ doctor can include both GP skills, specialism in ENT and dentistry in his training.

I think leadership quality will help the person cope with the challenges he face in a professional way and he will feel that he has the authority and power to control the place he exist and he should be self confident

Galen (the father of autopsy)

Galen in 130 AD on a peninsula between the Black Sea and Mediterranean born.

Galen's father was an architect and was familiar with the science of geometry and astronomy.

Galen, 14 years old studying at home and then became interested in medicine. Avdvst had acquired information about the components of the body to explain the human body, but because it was forbidden to dissect the body of animals like dogs and pigs and monkeys are paid.

Galen was among the first people who believed the blood to the heart will find the right way. He was the first pulse and its changes and relationship changes with the patient's condition was diagnosed.

Galen's works for 15 centuries, the doctors are far from error.

Galen died in 200 AD.

Sample of health club supervisor job description

It simply means what your looking to be for ex. Cashier

Most companies use standard job application forms so they just need you to identify the role you wish to apply for. Sometimes there is a job reference number too which will appear in the job advertisement and it is important to quote this in your covering letter and on the application form if it is required.

Define job design.how has management viewed job design since industrial revolution?

What is "job design"?

Job design refers to the way that a set of tasks, or an entire job, is organized. Job design helps to determine:

what tasks are done,

how the tasks are done,

how many tasks are done, and

in what order the tasks are done.

It takes into account all factors which affect the work, and organizes the content and tasks so that the whole job is less likely to be a risk to the employee. Job design involves administrative areas such as:

job rotation,

job enlargement,

task/machine pacing,

work breaks, and

working hours.

A well designed job will encourage a variety of 'good' body positions, have reasonable strength requirements, require a reasonable amount of mental activity, and help foster feelings of achievement and self-esteem.

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Job Analysis should collect information on the following areas:

Duties and Tasks The basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc.

Environment This may have a significant impact on the physical requirements to be able to perform a job. The work environment may include unpleasant conditions such as offensive odors and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes, radioactive substances, hostile and aggressive people, and dangerous explosives.

Tools and Equipment Some duties and tasks are performed using specific equipment and tools. Equipment may include protective clothing. These items need to be specified in a Job Analysis.

Relationships Supervision given and received. Relationships with internal or external people.

Requirements The knowledges, skills, and abilities (KSA's) required to perform the job. While an incumbent may have higher KSA's than those required for the job, a Job Analysis typically only states the minimum requirements to perform the job.

What does or should the person do?

What knowledge, skill, and abilities does it take to perform this job?

What is the result of the person performing the job?

How does this job fit in with other jobs in the organization?

What is the job's contribution toward the organization's goals?

The process may seek to obtain information about the:

work

worker

context within which the job exists

SINCE THE INDUSTRIAL REVOLUTION

Approaches to Job Design USING SOCIO TECHNICAL SYSTEMS

There are three important approaches to job design, viz.,

Engineering approach,

Human approach and

The Job characteristic approach.

Engineering Approach

The most important single element in the Engineering approaches, proposed by FW Taylor and others, was the task idea, "The work of every workman is fully planned out by the management at least one day in advance and each man receives in most cases complete written instructions, describing in detail the task which he is to accomplish . . . This task specifies not only what is to be done but how it is to be done and the exact time allowed for doing it." The principles offered by scientific management to job design can be summarised thus:

l Work should be scientifically studied. As advocated fragmentation and routinisation of work to reap the advantages of specialisation.

l Work should be arranged so that workers can be efficient.

l Employees selected for work should be matched to the demands of the job.

l Employees should be trained to perform the job.

l Monetary compensation should be used to reward successful performance of the job.

These principles to job design seem to be quite rational and appealing because they point towards increased organisational performance. Specialisation and routinisation over a period of time result in job incumbents becoming experts rather quickly, leading to higher levels of output. Despite the assumed gains in efficiency, behavioral scientists have found that some job incumbents dislike specialised and routine jobs.

Human Relations Approach

The human relations approach recognised the need to design jobs in an interesting manner. In the past two decades much work has been directed to changing jobs so that job incumbents can satisfy their needs for growth, recognition and responsibilility, enhancing need satisfaction through what is called job enrichment. One widely publicised approach to job enrichment uses what is called job characteristics model and this has been explained separately in the ensuing section.

Two types of factors, viz. (i) motivators like achievements, recognition, work itself, responsibility, advancement and growth and (ii) hygiene factors (which merely maintain the employee on the job and in the organization) like working conditions, organisational policies, inter-personnel relations, pay and job security. The employee is dissatisfied with the job if maintenance factors to the required degree are not introduced into the job. But, the employee may not be satisfied even if the required maintenance factors are provided. The employee will be satisfied with his job and he will be more productive if motivators are introduced into the job content. As such, he asserts that the job designer has to introduce hygienic factors adequately to reduce dissatisfaction and build motivating factors. Thus, THE emphasis is on the psychological needs of the employees in designing jobs.

The Job Characteristics Approach

The Job Characteristics Theory states that employees will work hard when they are rewarded for the work they do and when the work gives them satisfaction. Hence, they suggest that motivation, satisfaction and performance should be integrated in the job design. According to this approach, any job can be described in terms of five core job dimensions which are defined as follows:

(a) Skill variety: The degree to which the job requires that workers use a variety of different activities, talents and skills in order to successfully complete the job requirements.

(b) Task identity: The degree to which the job allows workers to complete whole tasks from start to finish, rather than disjointed portions of the job.

(c) Task significance: The degree to which the job significantly impacts the lives of others both within and outside the workplace.

(d) Autonomy: The degree to which the job allows workers freedom in planning and scheduling and the methods used to complete the job.

(e) Feedback: The degree to which the job itself provides workers with clear, direct and understandable knowledge of their performance.

All of the job dimensions impact workers psychologically. The first three dimensions affect whether or not workers view their job as meaningful. Autonomy determines the extent of responsibility workers feel. Feedback allows for feelings of satisfaction for a job well done by providing knowledge of results.

The core job dimensions can be combined into a single predictive index called the Motivating Potential Score. Its computation is as follows:

Motivating Skill variety + Task identity + Task significance

potential = x Autonomy x Feedback

score

Jobs that are high on motivating potential must be high at least in one of the three factors that lead to meaningful work and must be high in both autonomy and feedback and vice versa. These three critical psychological states lead to the outcome such as (a) high internal work motivation, (b) high growth satisfaction, (c) high quality work performance, (d) high general job satisfaction, (e) high work effectiveness and (f) low absenteeism and turnover . The model says that internal rewards are obtained by an individual when he learns that he personally has performed well on a task that he cares about.

Utility workers keep utility systems, like electricity, gas, and water running well. The job description varies on which utility the worker is attending to.

A user agent is a software agent that acts and take actions of the user. For example, email readers are used as a mail user agent to read emails for one.

Unifromed patrol - undercover operations - casual clothes/bum squad operations - mobile unit patrol - motorcycle patrol - traffic unit - Special Operations/SWAT operations - detectives/investigators - Crime scene technicians - Canine operations - etc - etc - etc - etc.

He Bcame The Courts Physicion

* Check patrons' identification in order to ensure that they meet minimum age requirements for consumption of alcoholic beverages. * Check with customers to ensure that they are enjoying their meals and take action to correct any problems. * Escort customers to their tables. * Explain how various menu items are prepared, describing ingredients and cooking methods. * Inform customers of daily specials. * Prepare checks that itemize and total meal costs and sales taxes. * Present menus to patrons and answer questions about menu items, making recommendations upon request. * Remove dishes and glasses from tables or counters, and take them to kitchen for cleaning. * Serve food and/or beverages to patrons; prepare and serve specialty dishes at tables as required. * Stock service areas with supplies such as coffee, food, tableware, and linens.

There are many responsibilities of a front desk for a senior supervisor desk clerk. This mainly involves supervisory of the front desk personnel and coordination with the other departments in an organization including management.

There are many ways to make a late justification letter. The best thing to say in such a letter is the truth.

Organizational awareness is a level of understanding for both the organization and its leaders regarding current capacity, abilities, potential, and results.

Leader-directed, positive change is not about direction but transformation. The degree of organizational awareness is the single most determining factor in managing effective change [Leadership management institute, 2009].