Final Paper (MGMT 351)
Instructions: Write one paper by selecting one of the following topics. This paper should be 5-6 pages in length (not including reference section). The paper should be double-spaced with one inch margins, 12 point text size, and Times New Roman font. In addition, your paper must use American Psychological Association (APA) format when it comes to the use of in-text citations and the reference section. You must support your material with at least 3 citations from peer reviewed journal articles. The textbook does not count as a peer-reviewed source. At the top of your paper, include a heading with your name, and the name of the topic you selected
(Example: David Caughlin – Job Design).
1. Job Design. Imagine that you work for the HR department of a large computer semiconductor manufacturer. Manufacturing Technicians play a critical role during
semiconductor process development and manufacturing. To get a better idea of what a
Manufacturing Technician job entails, feel free to look at this generic O*NET job
description and specification: http://www.onetonline.org/link/summary/17-3029.09.
Originally, the job of a Manufacturing Technician was designed to maximize efficiency.
Over the last two years, you have observed an increase in Manufacturing Technician
turnover, and during exit interviews, many former Manufacturing Technicians indicated
that the primary reason they were leaving the job was due to a lack of perceived
meaningfulness and responsibility in their work. In light of this information, you have
decided to redesign the Manufacturing Technician job. Using the Job Characteristics
Model, describe how you plan to increase the motivational potential of the job through
job design.
2. Selection. Imagine that you work for the HR department of a large computer semiconductor manufacturer. Manufacturing Technicians play a critical role during
semiconductor process development and manufacturing. To get a better idea of what a
Manufacturing Technician job entails, feel free to look at this generic O*NET job
description and specification: http://www.onetonline.org/link/summary/17-3029.09.
Currently, there are 450 people working as Manufacturing Technicians in the
organization, and due to rapid organizational growth, you expect the demand for this
position to grow for the foreseeable future. Lately, you have observed that many of the
new Manufacturing Technicians demonstrate unacceptably low job performance, as
indicated by low 90-day and 6-month performance-review scores. After examining the
existing selection system used for hiring Manufacturing Technicians, you determine that
there is a lot of room for improvement, as current selection decisions are based entirely
on applicants’ resumes, reference checks, background checks, and an unstructured
interview. Describe how you will redesign and validate the new selection system. In
particular, describe and justify the use of any new selection tools (e.g., measures, tests)
that you plan to introduce, and describe how you will validate the new selection system.
Additional instructions about writing your papers: Be sure to use the structure (see below)
when planning and writing your paper, and include elements of the seven sections found in the structure (see below). Provide specific information or examples as the topic requires and include the minimum number of citations to support your commentary. You are only permitted to use at most two cited direct quotations (of no more than 40 words each) in the paper. Be sure to provide your final conclusions and/or recommendations in a final summation.
Structure of the Final Paper
1. Introduction (1/2 page): Restate the question or the premise of the topic and use the
introduction section to describe what you will be covering, solving, implementing, applying and/or handling in your paper.
2. Background (1/2 page): Description of relevant factual, situational, and contextual details about the organization and the problem it is facing. Use the information provided in the scenario for the topic you chose; you may add any other content that you find personally meaningful.
3. Literature Review (1 – 3 pages): It is important that you provide expert input through
academic research, best practices, citations from credible sources, and/or other cases from
which to draw relevant examples and/recommendations. You will need a minimum of 3
citations from peer-reviewed journal articles. Your textbook does not count as a peer reviewed source. You are only permitted to use at most two cited direct quotations (of no
more than 40 words each) in the paper.
4. HRM Actions (1 – 3 pages): Based on the findings from the literature review, describe what actions need to be taken. For example, describe what the organization should do, explain what the organization should do, and describe why a certain approach was taken over other approaches. Apply relevant concepts, theories, methodologies, and/or knowledge/skills from the course when recommending HRM actions.
5. Evaluation (1/2 – 1 page): In this section, you need to include a way to evaluate and
measure initial and sustained success; in other words, how will you know if your actions will make a difference? Be sure to apply relevant methodologies from the course.
6. Summary (1/2 page): In order to have a clear wrap-up to your paper, your paper should
frame what you think will be achieved or improved, what conclusions you can assess, what
contribution will be made to the organizational mission and/or individual employee success. In other words, provide a brief summary of the content presented in the background,literature review, HRM actions, and evaluation sections.
7. Reference Section: Include a section that contains the 3 or more peer-reviewed articles
cited throughout your paper. Relatedly, be sure to include in-text citations throughout the
paper in APA format. I provide some guidelines on peer-reviewed journal articles below and examples for how to cite using APA style.
Rubric. Refer to the rubric provided in the D2L Dropbox folder for the Final Paper.
Determining Whether a Journal Article is Peer-Reviewed. Most journals will proudly display if they use a peer-review process, and often this information appears on the journal’s official website. Some academic search databases (e.g., PsycINFO) allow you to constrain your search to only those articles that are from peer-reviewed journals. You can also type the journal name into a database called Ulrich’s (accessible via the PSU library website); the database will signify whether the journal is refereed (another name for peer-reviewed). If you have any doubt about whether an article is peer-reviewed, please let me know and I can help. Please note that you may cite non-peer-reviewed journal articles, so long as you cite at least 3 peer-reviewed journal articles. Finally, the library has a very helpful page with resources about peer-review articles for Human Resource Management and Management and Leadership students: http://guides.library.pdx.edu/HRMML/peerreview.
Guide to APA-Style Citations & References. Remember to provide an in-text citation whenever you express an idea that was developed, proposed, or stated by someone else. Please use American Psychological Association (APA) style for your citations and references in this paper. Purdue Owl has a wonderful website that provides tutorials on how to write in APA style: https://owl.english.purdue.edu/owl/
Here are some sample APA-style in-text citations:
Example 1: According to Devine and Caughlin (2014), defendant physical attractiveness
exerts little influence on jurors’ verdicts.
Example 2: A healthy mistreatment-reduction climate is associated with employee
outcomes such as higher job satisfaction and fewer emotional strains (Yang, Caughlin,
Gazica, Truxillo, & Spector, 2014); accordingly, we recommend that the organization
train direct supervisors how to improve employee perceptions regarding their unit’s
mistreatment climate.
Example 3: A meta-analytic investigation by Devine and Caughlin (2014) found that
jurors who are high in authoritarianism are more likely to render guilty verdicts.
Example 4: Yang, Liu, Nauta, Caughlin, and Spector (2014) found that employees who
experienced higher levels of social burden from coworkers and supervisors tended to
report lower job attitudes.
Here are some sample APA-style references:
Caughlin, D. E. (2014). Enhancing your teaching experience: Developing your teaching
philosophy, course syllabus, and teaching portfolio. The Industrial-Organizational
Psychologist, 52(2), 94-99.
Devine, D. J., & Caughlin, D. E. (2014). Do they matter? A meta-analytic investigation of
participant characteristics and guilt judgments. Psychology, Public Policy, and the Law,
20(2), 109-134.
Yang, L. Q., Caughlin, D. E., Gazica, M., Truxillo, D. M., & Spector, P. E. (2014). Workplace
mistreatment climate and potential employee and organizational outcomes: A meta analytic review from the target’s perspective. Journal of Occupational Health
Psychology, 19(3), 315-335.

 

 


 

SOLUTION-Final Paper (MGMT 351) Instructions: Write one paper by selecting one of the following topics. This paper should be 5-6 pages in length (not including reference section). The paper should be double-spaced with one inch margins,
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