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Author Archives: Jean
Ethics
In my opinion, it’s quality of life over quality of education. I recognize the importance of an in-person education, but education isn’t superior to health. So many sacrifices have already been made for this pandemic, and these sacrifices can’t stop with education. It’s not right to ask teachers to risk their lives to keep their jobs. Teachers shouldn’t have to die for a paycheck. It’s also not right to require parents to send their children to school if they aren’t comfortable with the lack of precautions this country has taken to combat COVID. Also, kids won’t receive a quality in-person education if they are sick, if their teachers are sick, if they mentally can’t handle the stress of COVID-related family issues combined with schoolwork.
The pandemic has already impacted many families, it has especially impacted low income communities at a disproportionate rate, and has only been exacerbated by remote learning. Many parents are essential workers and need childcare assistance. Not to mention, low income families may not have access to the internet at home. These are services that should be subsidized and provided to families free of cost either by the government, at least while the pandemic is ongoing. The government can’t ask students and teachers to sacrifice their quality of education if the government won’t sacrifice money to ensure that online education performs at its best. This includes providing students with hotspots, online resources (i.e. textbooks, worksheets), laptops/tablets, school lunches, etc… Schools in lower-income areas should receive extra government funding that year. Daycare for essential workers is a little tougher because so many daycare centers have shut down during the pandemic. That’s why I think the best option that balances equity with safety is something that GNSH is doing. Parents can choose whether to send their kids to school every other day, not at all, or every day. That way, parents operate to their comfort level, fewer teachers are required to show up in person, and the hallways are less crowded with germy kids. It’s not a perfect solution, but it is a compromise.
I firmly believe neither educators nor kids should have to risk their lives, it will only prolong the pandemic and concurrently education will suffer even more in the long-term. A near complete nationwide school closure was mandated in March to prevent the spread of COVID and it is contradicting and irresponsible to mandate in-person learning. Ultimately, I think the biggest problem is the lack of government intervention due to political tension. In this country, we’ve prioritized politics over human lives and because of it, too many have suffered.
Risk Management
In an increasingly dynamic and complex business climate, risk management has become an even more consequential role in providing insight and guidance during one of the most unpredictable times for many. The COVID-19 pandemic has created new problems for businesses that were unforeseen: having to shift their employees to remote work, severe health safety concerns, disruption in consumer behaviors, and a rapid reduction of resources.
Focusing on the pandemic-triggered issues is essential to reaching the ‘recovery stage’. It’s impossible to confidently predict the future being in the midst of a raging pandemic but it is possible to take maximum precaution in effort to minimize the effects. Organizations need to begin with adjusting business strategy around pandemic-specific threats. The welfare of its workforce must be the first priority and that may translate to bringing reluctant employees back to work by investing in new ventilation systems, rapid covid testing, temperature checkpoints, plexiglass, and enhanced sanitation. The welfare of the employees also means the wellbeing of themselves and family- implementing different forms of support like child care and extended health coverage. Another way to encourage workers to return to the offices is, organizations can require assigned days for workers to come in- that way employees can slowly transition into coming into the office for fewer hours of the day and complete remaining work at home.
Health issues continue to pose a major challenge to the comfort of workers returning to work. Another point to be made is pre-pandemic statistics, i.e. the 2018 Global Talent Trends study done by Mercer, showed employees desired a more flexible workplace and schedule. Many have adjusted to remote work, enjoy the flexibility and hope it becomes permanent. Going forward, versatility in the workplace will remain a top priority in the professions of many workers. Working from home has proved to be doable and organizations will have to begin compromising.
Retention
- What do you think is the most demotivating part of Harper’s job?
The combination of the drastic changes in the work environment Harper was accustomed to plus the lack of acknowledgement for her contributions are the most demotivating parts of her job. Not only did Harper’s prior boss, Jose, left… The communication culture with Jose left, the sense of leadership and direction left too. Following Jose’s departure, Harper took on his work in effort to help cover his responsibilities; however her new boss, David, not only failed to fill Jose’s role but is also completely oblivious to the fact that his employee is overworked. It is clear that David has not implemented any employee retention strategies presented by Zippa.
- If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help them re-engage Harper?
If I were an HR manager meeting with Harper’s supervisor David, I would recommend that he first recognize the importance of Strategy 5: Make it a priority to help employees feel valued. In order to make Harper feel valued, David can implement Strategy 5 by incorporating Strategy 4: Creating a culture of open communication. It is important to ensure all employees feel that their voices are heard, by checking in with employees on both professional and personal levels, helping to create a family culture. I would recommend David to set up monthly team meetings to address professional, personal concerns, and provide feedback to employees. Harper mentioned she feels overwhelmed and is behind on her work while David is never available for help. It is important for David to address that problem and help her refine her job duties as it also attributes to her want to leave the company. Employees will go above and beyond for a company they feel valued by.
- What would be the downside of losing Harper as an employee?
Being that Harper has been working at the company for 4 years, it will cost resources and time to replace an asset like Harper- her credentials and company knowledge will undoubtedly exceed any potential employee’s. The main barrier hindering her from performing to the best of her ability, and David losing a star employee, is the lack of communication- both in context of guidance and praise.
Personality Assessment
Jean Chen October 4, 2020
BUS300 Professor Brielle Buckler
Unit 5: Personality Assessment
Based on the 16 Personalities assessment, it concluded that I am a Mediator INFP-T (Turbulent Mediator). A brief summary of Mediators (INFP); we are described as individuals that value authenticity, morale, empathy, and harmony. We are also often sensitive and very in tune with the feelings of others and ourselves. While reading my results, I found it creepily accurate. Even though I found the results to be accurate, I don’t believe personality tests should be the/a dealbreaker for potential employees.
Some of the strengths presented in my results are: Mediators are said to be thoughtful, open-minded, find joy in bringing others joy, passionate and are loyal to their values. Usually very self-critical, the constant self-analyzation is the driving force to continue to do better and be better. I find all of that to be playing out in my life. Growing up it was sometimes difficult to see eye-to-eye with my Chinese immigrant parents but I learned to put myself in their shoes first, coming from years of one way of thinking it is difficult to change. So I compromise. All in all, it’s helped me develop effective communication skills.
16personalities.com also hit it on the nose on the weaknesses. We (INFP) are said to be overly idealistic, impractical, emotionally driven, and conflict-averse people. Being overly idealistic or being too emotionally driven can cause us to lose focus on the goal. All of which are applicable to my life and have proved to be a challenge in my work and personal life. In terms of management, these traits are not ideal. As it will be difficult to set boundaries, offer criticism, receive criticism, even if it is necessary.
A personality test may give an employer a broad overview of an employee but it should not be the ultimator, just like how a C student doesn’t reflect that the person is an incapable worker. However it could help the employer understand the potential employee and what’s the employee’s driving force. To base a person’s entire potential and skill-set on a personality test is simply too shallow.
Personal SWOT
