In the exchange of compensation for services, both the employer and the employee have expectations. Beer et al, in the seminal text Human Resource Management, identify the following minimal expectations that employees have of their employers: fair pay and treatment and safe working conditions. Because “fair” and “sale” are subjective, employers need to understand what meaning employees attach to these words as early as possible in the employment process. Employers expect the following from employees: reliability (reflecting effort), performance of assigned work, and obedience to work rules that govern certain employee behaviors, such as punctuality and courtesy. Employees need to understand which behaviors are acceptable and, perhaps more importantly, which behaviors are unacceptable to managers, as early as possible in the employment relationship. Assuming that behaviors are work-related and are known to the employee, most would agree that managers have the right to direct such behaviors through the work rule enforcement. These minimal expectations, almost by definition, have stood the test of time and will probably continue to do so. Additional expectations depend on a variety of forces, according to Beer et al: leve1 of competition, size and complexity of organization, level of economic growth, leve1 of government involvement, level of workforce education and values, and workforce demographics. Over the past 30 years, these forces have caused employees to expect the following from managers: increasing levels of security, status. involvement, challenge, power, and responsibility. They have caused managers to expect employees to take the initiative in problem-solving, provide self-supervision on routine tasks, attain and maintain competency, and be responsive to the organizations needs. Not only these forces but also certain assumptions about employees influence managerial expectations. Management pundits claim that during the past 30 years, the assumptions made by managers about their employees reflect McGregors Theory Y (or democratic) management style:
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Blackfoot Telecommunications Group (Blackfoot)
is proud to announce the two-year anniversary of employee Paula Hogan.
Paula came to Blackfoot through Opportunity Resources affiliate program,
EmployAbilities. In November 2005, Blackfoot contacted EmployAbilities
regarding a new mail service position they created, and wanted to hire a
person with a disability to perform these duties. EmployAbilities, the
division of Opportunity Resources that locates employment for job seekers
with disabilities, was excited about the possibility to partner with a
local business. Through this process EmployAbilities could help Blackfoot
fill an employment need, and find a good job for one of their job seekers.
EmployAbilities found two candidates and after the interview process was
completed, Blackfoot offered employment to Paula Hogan.
Paula began her new position on December 13, 2005 as Blackfoots new mail
clerk. A job coach for EmployAbilities helped Paula to get oriented and
started on her new position duties (a job coach from EmployAbilities was
provided at no cost to Blackfoot; this is a service that EmployAbilities
provides to employers and employees as needed). Blackfoot provided Paula
with the necessary tools to execute her job function; such as a push cart,
a desk, an organizer, and support from her supervisor, Mary Kelly. “Paula
has been such a wonderful addition to our company. She is a great employee
who is so appreciated and loved by our Blackfoot Family,” said Mary Kelly,
Executive Administrative Assistant at Blackfoot Telecommunications Group.
Paula has now been successfully employed at Blackfoot for two years, and is
a valued, dependable member of the company.
“Its exciting when employers like Blackfoot come to us with the desire to
work with people with disabilities and the patience and creativity to find
work that is important and meaningful to our clients,” said Hal Pulling,
Associate Director of Employment Services at EmployAbilities. As for Paula
Hogan, the experience has been life changing; “I wouldnt have made it this
far if it wasnt for Blackfoot and EmployAbilities. I really like the
people at Blackfoot and my job.”
Maid Agency
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