Monday, December 23, 2019

Implementation Of Rfid On Supply Chain Management

IMPLEMENTATION ISSUES OF RFID IN SUPPLY CHAIN MANAGEMENT: Introduction to RFID Technology: Supply chain management a major sector in almost all the product and service based organizations mean that managing the flow of goods, cash and information internally or externally and within an organization or group of organizations that follow same value chain. There are many existing technologies and also emerging technologies in the field of supply chain management. The gist of the paper is Radio Frequency Identification (RFID) tags an emerging technology in supply chain management and how it can be implemented or developed more effectively so that there can be an increase in the efficiency of supply chain management system. These†¦show more content†¦As they are thinner than a paper and smaller in size it becomes difficult for the consumers to remove these tags. Some RFID tags can be printed on the product and may not be removable at all. As they need not be swiped or scanned they can be read by any anonymous person with a tag reader can read data from your clothes or a ny consumer product or someone might approach you already knowing what you have in your pocket. There is also a risk of linking the RFID tag number of a particular product you bought from a store with your credit card details without your knowledge which is a high potential threat for highly sensitive personal information which may lead to credit card fraud who manages to read the data from the RFID tag or manages to steal RFID data from database of the store where you purchased the product. This study gives an insight into the issues with application of RFID technology in administration of assembling and supply chain. In assembling, commonplace application focuses of RFID appear to be associated with different purposes in warehouse management, process administration, and supply chain management. Also, assembling tools and instruments can be controlled with the help of RFID. Supply chain management can likewise be seen on a bigger scale as life cycle administration, in which the item can be observed or controlled after it is conveyed to its last client. Right now,

Sunday, December 15, 2019

Productive and Counterproductive Behaviors Paper Free Essays

Productive and Counterproductive Behaviors in the Workplace Employees within an organization can either contribute positively or negatively towards their employing organization’s overall success and effectiveness. The organizations that ream the most productive behaviors from their employees typically incorporate motivational and leadership activities that encourage these behaviors (Jex Britt, 2008). This paper will define counterproductive and productive behaviors and describe the impact those behaviors have on job performance and the overall performance of an organization. We will write a custom essay sample on Productive and Counterproductive Behaviors Paper or any similar topic only for you Order Now Counterproductive Behaviors Logic says that employees should want to do well in their jobs. But despite this logic, some employees do not. For various reasons employees will sometimes perform counterproductively towards their employer’s overall goals. Examples of these types of behaviors are ineffective job performance, frequent absence from work, unsafe behavior, turnover, theft, violence, substance abuse, and sexual harassment (Jex Britt, 2008). These types of behaviors can result in high costs for organizations.Detecting Counterproductive Behavior The best way employers can detect counterproductive behavior among employees is to perform routine performance appraisals. There are several methods for performing appraisals, including electronic, production data, and subjective appraisals. Each of these systems has pros and cons to it, and are only marginally effective (Jex Britt, 2008). The truly best way to detect counterproductive behavior is to interact with employees and monitor their job satisfaction. What Causes Counterproductive Behavior?An employee who does not perform well in his or her job may do so for reasons like lack of ability, interruptions from other employees, or poor task design (Jex Britt, 2008). As well, poor job performance may result from elements in the organizational climate that provoke poor attitude, or, much less often, because of deep psychiatric problems (Jex Britt, 2008). Once an employer detects a counterproductive behavior among his or her workforce he or she must try to pinpoint the cause of the behavior. One way of doing this is through the attribution process, in which the mployee’s supervisor would evaluate an employee’s current performance against his or her past performance, his or her performance on specific tasks versus his or her overall performance, and his or her performance compared to other employees. By doing this the supervisor can try to determine the cause of the ineffective behavior and whether it is being caused by internal (lack of ability or motivation, poor attitude, or psychiatric issues) or external (coworkers, poor task design, or lack of tools) factors (Jex Britt, 2008). Responding to Counterproductive BehaviorOnce a beh avior is detected and the cause of the behavior is analyzed, employers must decide how to respond to the behavior. The best first response is to have the employee’s manger discuss the counterproductive behavior with the employee in question (Jex Britt, 2008) and determine whether the behavior can be corrected in order for the employee to retain his or her position. Once the discussion takes place the manager and employee can decide whether further training or coaching would encourage improved behavior or whether an Employee Assistance Program (EAP) would be beneficial (Jex Britt, 2008). Of course, organizations would be best off to prevent counterproductive behaviors from occurring at all. This can be done by going to the effort and expense of hiring the right employees, possibly by utilizing the tools of selection programs to analyze potential employees skills and personalities. As well, employers should nurture their employees’ skills and abilities to encourage productive job performance. Finally, they should also offer employees frequent feedback and measurement of their performance to help keep them on track with respect to organizational expectations (Jex Britt, 2008).Productive Behaviors Despite the fact that some employees do not contribute positively to the organizations they work for, most employees try to perform their jobs to the best of their abilities and even go above and beyond their required duties at times. Examples of productive behaviors include positive job performance, organizational citizenship, creativity, and innovation (Jex Britt, 2 008). Assessing Productive Behaviors Organizational psychologists use various models to assess job performance. These models evaluate in-role (technical aspects of a given job) and extra-role (skills that transcend the specific content of a job such as communication skills and being a team player) performance by employees (Jex Britt, 2008). These assessments allow managers to recognize productive employees and encourage and motivate them to continue in their efforts. Predictors of Productive Behaviors There are several methods that organizations can use when recruiting employees to predict whether candidates will contribute positively to their organization.These include general cognitive ability, level of job experience, and the personality trait of conscientiousness (Jex Britt, 2008). By evaluating these predictors, organizations can save themselves time and money by hiring the right people who will contribute to organizational goals without excess coaching, training, or need for reprimand. The Affects of Counterproductive and Productive Behaviors Clearly an organization will be affected by the employees that support it. Employees that contribute positively will help the organization move towards its goals, and, if innovation and creativity are present, possibly even surpass their goals. On the other hand, employees who work counterproductively within an organization, will cost management time and may require additional effort to be spent on reputation management, recruitment, and training (Jex Britt, 2008). Organizations would be best served to recruit employees with the most potential to work productively by analyzing their job experience, personality, and cognitive ability before offering an individual a job.References Jex, S. M. , Britt, T. W. (2008). . Organizational Psychology. A Scientist-Practitioner Approach, Second Edition. Retrieved from https://ecampus. phoenix. edu/classroom/ic/classroom. aspx. 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Saturday, December 7, 2019

Shes Gone (re-done) free essay sample

We had just walked into my house, my brother and I. We had both had a rough day and since the van was gone, figured my mom was still taking care of my aunt. Getting the dishes cleaned and working together, we cleaned the house. Soon the house phone rang and everyone already knew. With tears streaming, we didn’t need to speak or hear the words my cousin spoke. My mom pulled in just as the words came out. She’s gone, and with that affirmation, the tears ran harder. The look on my mother’s face as she walked in said it all, she already knew. She was paler than snow and the sparkle that her eyes normally held had vanished. The depression and exhaustion she felt showed through her face and we all could feel it radiate off of her. It was pure, raw and would take a life time to get it out. We will write a custom essay sample on Shes Gone (re-done) or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It would take a life time to get the crazy child at heart mother I had always known, back. To mom, she lost more than just a family member, more than a sister. She lost a best friend. Where as for me, I lost a second mother, lost the back bone to my family, and lost the only other connection to my real dad that I had. The day my aunt Leona passed on, was hectic. While my mom explained what she had come to understand, the rest of us, minus my step dad, got ready. They were holding a viewing at my aunt’s house for the family. At this time, I spaced out and don’t even remember what happened between getting ready and walking to the hospice bed in which Leona’s still lay. When I finally came back to reality I was crying at the bed side. I cried so hard I couldn’t breathe. Slowly, I walked away and straight into the bathroom down the hall. Shutting the door and not bothering to lock the door, I sank to the floor and cried. In my family, there’s no such thing as â€Å"alone time.† If someone cries, everyone knows. After a moment, my mom knocked at the door and I politely asked her to leave me alone. She ignored my request and pushed the door open anyway. Crying she sat in the bathroom with me for what seemed like hours. During this time, my cousin Kenny was outs ide smoking and trying to escape reality. After our small eternity, my mom and I finally came out of the bathroom and I walked out to be with him. Kenny knew I had been crying and knew better than anyone why Leona’s death hit deeper than any before. To understand the connection between my aunt and me, I would have to start at the beginning. After my real dad died, my aunt, Leona, took my broken family in. It was crowded but we all managed to live. Leona helped raise me and my brother, Mike. She was our second mother ever since and whatever I couldn’t say to my mom, I would tell her. She would then help me find a way to talk to my mom. She was our backbone. The funeral wasn’t until the Monday after Christmas