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Media Channels and Advertisements

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It includes classified newspaper advertisements, magazines, and journals.

Advertising

provide important services to both the employer and the job seeker.

Educational Institution Placement Services

these agencies help employers design testing programs, job analysis and evaluation.

Public Employment Agencies and Private Employment Agencies

using the web, the job seekers registers with the employment service and electronically submits resume-type information

Web-based Employment Services

Organization turns over certain of its function to any outsidr agency that has specialization of recruiting, selecting, and hiring employees.

Outsourcing

Employers cannot discriminate against an individual with disability as long as a person is otherwise qualified for the job.

Hiring people with disabilities

managing others through leadership and personal influence.

Supervision

dislike applicants who takes over the interview

HR people

almost all the recruiters interviewed resort to "eye scanning" a resume

scanning resources

A____is preferable since manager is always in a hurry to finish everything on his table.

one-page resume

employers now often try to reduce the list of candidates further by conducting telephone interviews.

the interview

typical interview process is around

two to three hours long

their primary job is to see that the work performed by employees is completed on time and at the highest level of quality.

supervisors

supervisors are required to communicate with a variety of personnel in the course of their jobs.

supervisor as communicator

it is part of the supervisor's responsibility to demonstrate to workers exactly how certain procedures are performed.

supervisor as trainer

for a supervisors, life is a learning process

supervisor as student

supervisor are responsible for setting goals for themselves and their subordinates

supervisor as goal setter

it is the supervisor's job to evaluate workers on a regular basis

supervisors as evaluator

supervisors need to be aware of the needs of their subordinates

supervisors as human resource specialist

in today's business environment, supervisors must be computer proficient

supervisors as computer expert

the supervisor is inextricably linked to the production of goods and services

supervisors as producer

supervisors must be particularly effective in an advisory role

supervisor as adviser

an idea champion is an individual who generates a new idea or believes in the value of a new idea and supports it in the face of potential obstacles.

supervisors as idea champion

contemporary supervisors exemplify the prototypical knowledge workers that the business world beginning to demand

supervisor as environmental watchdog

the emergence of large international businesses is creating a new demand for supervisors who can manage effectively in difficult circumstances

supervisors as international managers

they are the backbone of the business world

supervisors

method by which the job performance of an employee is evaluated (in terms of quality, quantity, cost and time) typically by corresponding manager or supervisor

performance appraisal

a common approach to assess performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives attributes.

methods

rely on factors such as integrity and conscientiousness are also commonly used by businesses.

trait-based systems

one method of providing performance feedback is through____

performance appraisal

performance appraisals should match the job descriptions and standards set for performance objectives

appraisals match the job descriptions

appraisals should be able to stand legal tests of reliability and validity.

appraisals are legally compliant

the supervisor or manager conducting appraisal should be trained in the use of the evaluation tool and conducting the appraisal

appraisers should be trained

it is important to the company and the employee to provide consistent moniroting and follow-up after the formal appraisal is given

appraisal systems require follow-up

is the advancement of an employee's rank or position in an organizational hierarchy system

promotion

is a step by step specification of an employment position's requirements, functions and procedures.

job analysis

workers job activities or what workers actually do on the job

job content

refers to the conditions under which the work is performed and the demands such jobs impose on the worker.

job context

refer to the worker qualifications needed to perform the job successfully.

worker requirements

the body of information one needs to perform the job

knowledge

the capability to perform a learned motor task

skill

the capability needed to perform a non-motor task

ability

an individual's traits or his willingness/ability to adapt to the circumstances in the environment

personal characteristics

proof or documentation that an individual possesses certain competencies

credentials

is the process of systematically determining a relative internal value of a job in an organization

job evaluation

4 major methods of job evaluation

job ranking, job classification, factor comparison, and the point method

this method is the simplest and easiest job evaluation method

job ranking

this method uses job classes or job groups to provide more customization in the evaluation

job classification

this method is more scientific and complex than any other method

factor comparison

it measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other.

point method

usually seen as the most reliable and valid evaluation method

consideration

is a tool used by management for a variety of purposes to further the existence of the company

compensation

the person who seems to get away with doing a whole lot of nothing

the lazy lump

trying to change someone's attitude can taje a great deal of patience, determination and commitment

the piss-poor attitude

the excuses people come up with truly amaze me

the excuse meister

this can be one of the most difficult problems to take care of

the inherited poor performer

commonly referred to as the Taft-Harley Act had two primary purposes

Labor Management Relations Act

any factor that enables or motivates a particular course of action

incentive

are said to exist where an agent can expect some form of material reward-especially money- in exchange for acting in a particular way

renumerative incentives

are said to exist where a particular choice is widely regarded as the right thing to do

moral incentives

are said to exist where a person can expect that the failure to act in a particular way will result in physical force being used against them

coercive incentives

a worker is paid straight for the number of pieces he produces per day

straight piece rate

a worker is paid straight for output set by management

straight piece rate with a guaranteed base wage

W=RT+(P/100) (S-T) R

halsey plan

Study Notes

Employment Agencies

  • Provide important services to both employers and job seekers
  • Help employers design testing programs, job analysis, and evaluation
  • Allow job seekers to register and electronically submit resume-type information

Recruitment

  • Organizations may outsource recruitment to specialized agencies
  • Employers cannot discriminate against individuals with disabilities as long as they are qualified for the job
  • Managers often use "eye scanning" to quickly review resumes
  • Telephone interviews may be used to further narrow down candidate lists

Supervisors

  • Responsible for ensuring work is completed on time and at a high level of quality
  • Communicate with various personnel and demonstrate procedures to workers
  • Evaluate workers regularly and set goals for themselves and subordinates
  • Need to be aware of subordinates' needs and be computer proficient
  • Play a key role in producing goods and services and are effective in an advisory role

Performance Appraisal

  • Method of evaluating employee job performance in terms of quality, quantity, cost, and time
  • Typically conducted by a corresponding manager or supervisor
  • Numerical or scalar rating systems are commonly used to assess performance
  • Performance feedback is provided through appraisal and should match job descriptions and standards
  • Appraisals should be reliable, valid, and legally sound

Job Analysis and Evaluation

  • Job description: a step-by-step specification of an employment position's requirements, functions, and procedures
  • Job specifications: worker qualifications needed to perform the job successfully
  • Job requirements: the body of information one needs to perform the job
  • Competency: proof or documentation that an individual possesses certain skills
  • Job evaluation: the process of determining a relative internal value of a job in an organization

Methods of Job Evaluation

  • Simple method: the simplest and easiest job evaluation method
  • Classification method: uses job classes or job groups to provide customization in the evaluation
  • Factor comparison method: more scientific and complex than other methods
  • Point method: measures performance through scales and job factors, considered the most reliable and valid evaluation method

Motivation and Incentives

  • Motivation: any factor that enables or motivates a particular course of action
  • Incentives: material rewards, especially money, in exchange for acting in a particular way
  • Moral incentives: where a particular choice is widely regarded as the right thing to do
  • Coercive incentives: where a person can expect physical force to be used against them if they fail to act in a particular way
  • Piece-rate system: a worker is paid for the number of pieces produced per day
  • Wage payment formula: W=RT+(P/100) (S-T) R

This quiz covers various types of media channels, including classified newspaper advertisements, magazines, and journals. It assesses your understanding of the different platforms used for advertising and publishing.

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