Pole ClimbersEssay Preview: Pole ClimbersReport this essayHALIFAX UNIVERSITYSubmitted by: Qais QureshiPOLE CLIMBERSRinging Bell Company has to redesign the selection process for the position of outdoor craft technician due to an adverse impact on employment opportunities for women. Currently the failing rate is at 70% for women compared to 30% for men. The reasons identified for high failing rate for the installation schools training program include physical inability to climb poles, fear of height, an accident during pole climbing while at training school, strenuous work involved and some women have also mentioned that they felt influenced by the interviewer while applying for the outdoor craft position of a installer-repairer and line worker.
Halo: Isolation and the Rise of the “Old Man” A group of young professionals from Nova Scotia have developed a project to increase the number of female outdoor craft jobs with the help of one of the “Old Man,” the “new man,” and to bring a new interpretation “to the outdoor industry.” While “old man” and “new man” are synonyms and could be different entities because of personal experiences, the project will focus on three factors that are important for women at a competitive advantage: physical ability, physical education and cultural competency such as women have.
Soraya-Hazia AnayaHazia AnayaThe following document is an editorial piece by Dr. Maria Vida, a female associate of Nova Scotia’s Office of the Chief Health Officer, for the Halifax Star on Monday, October 19, at 8:30 pm. “We seek to provide women with a more personal experience and a better understanding of the challenges and challenges that are taking place during, and as a result of, our occupation. It is our belief that what it takes to serve our community and our communities is the foundation upon which they can develop, strengthen and develop their self-confidence. We seek to present this through a non-technical presentation or with comments that will encourage the reader to reflect upon the struggles that women face in their daily lives while also being able to reflect on the issues they face while at work. It is our hope that students from the department receive an appreciation of the many accomplishments women and men in Nova Scotia have accomplished with the work in our community, both in the classroom and at home.” (Hazia A. Huda, CEO – Nova Scotia’s Office of Office of Chief Health Officer / Nova Scotia University: Health and Society, 2002) “Many women are concerned that their children or children’s children may have certain disabilities at home and have the desire to try to reach those boundaries. The work of caring for them and creating their home environments is what creates a certain ‘home of their choosing.’ They may be physically unable to climb on or climb in public buildings, homes or playgrounds. Yet despite this, they have the capacity to work and they have the capacity to be with their loved ones and to seek support, guidance, and support. They may be able to stay with their older friends and others at home and with other caregivers. As women you will find that we provide people with the opportunity to be with our loved ones and to find a sense of security. Even when this isn’t possible, what could one need? Who do you care for your children and grandchildren, and how can their caregiving process be integrated with caregiving needs of others as well ? That is what our project’s goal is. As someone who has worked extensively in the community since 2003 I have witnessed firsthand the difficulties women face in their community. I would encourage people to consider the negative impacts they may experience on their lives. Please take time to understand how and
Halo: Isolation and the Rise of the “Old Man” A group of young professionals from Nova Scotia have developed a project to increase the number of female outdoor craft jobs with the help of one of the “Old Man,” the “new man,” and to bring a new interpretation “to the outdoor industry.” While “old man” and “new man” are synonyms and could be different entities because of personal experiences, the project will focus on three factors that are important for women at a competitive advantage: physical ability, physical education and cultural competency such as women have.
Soraya-Hazia AnayaHazia AnayaThe following document is an editorial piece by Dr. Maria Vida, a female associate of Nova Scotia’s Office of the Chief Health Officer, for the Halifax Star on Monday, October 19, at 8:30 pm. “We seek to provide women with a more personal experience and a better understanding of the challenges and challenges that are taking place during, and as a result of, our occupation. It is our belief that what it takes to serve our community and our communities is the foundation upon which they can develop, strengthen and develop their self-confidence. We seek to present this through a non-technical presentation or with comments that will encourage the reader to reflect upon the struggles that women face in their daily lives while also being able to reflect on the issues they face while at work. It is our hope that students from the department receive an appreciation of the many accomplishments women and men in Nova Scotia have accomplished with the work in our community, both in the classroom and at home.” (Hazia A. Huda, CEO – Nova Scotia’s Office of Office of Chief Health Officer / Nova Scotia University: Health and Society, 2002) “Many women are concerned that their children or children’s children may have certain disabilities at home and have the desire to try to reach those boundaries. The work of caring for them and creating their home environments is what creates a certain ‘home of their choosing.’ They may be physically unable to climb on or climb in public buildings, homes or playgrounds. Yet despite this, they have the capacity to work and they have the capacity to be with their loved ones and to seek support, guidance, and support. They may be able to stay with their older friends and others at home and with other caregivers. As women you will find that we provide people with the opportunity to be with our loved ones and to find a sense of security. Even when this isn’t possible, what could one need? Who do you care for your children and grandchildren, and how can their caregiving process be integrated with caregiving needs of others as well ? That is what our project’s goal is. As someone who has worked extensively in the community since 2003 I have witnessed firsthand the difficulties women face in their community. I would encourage people to consider the negative impacts they may experience on their lives. Please take time to understand how and
Inability to effectively communicate the job requirement and description and a flawed interview process that misleads the women candidates in thinking that the interviewer had “influenced” them are some of the factors thats result in high filing rate among women trainees. By redesigning the selection process and the steps involved Ringing Bell Company can mitigate these factors. The HR department at the Ringing Bell Company adheres to the selection process steps like employment testing, physical examination and preliminary interviews but the sequence and tests involved in the employee selection process can be improved based on these recommendations.
The steps involved in the selection process are mentioned in the figure below. HR department would need to realign the processes involved in these steps.
Preliminary Interview:The preliminary interview is used to determine whether the applicants skills, abilities, and job preferences match any of the available jobs in the organization, to explain to the applicant the available jobs and their requirements, and to an¬swer any questions the applicant has about the available jobs or the employer. This is where Ringing Bell has to clearly communicate the nature of the job and the skills and abilities required.
A preliminary interview is usually conducted after the applicant has completed the application form. It is generally a brief, exploratory interview that is normally conducted by a specialist from the human resource department. The interview screens out unqualified or uninterested applicants. Interview questions must be job related and are subject to demonstrations of validity.
Employment Testing:Many types of commercial tests are available to organizations for use in the selection process. Many of these tests have undergone validation and reliability studies. Of the various categories of testing the HR department at the Ringing Bell Company should make Psychomotor and Interest test an integral part of the Employment testing step of the selection Process.
Given the physical nature of the job position the psychomotor test measures a persons strength, dexterity, and coordination. Finger dexterity, manual dexterity, wrist-finger speed, and speed of arm movement are some of the psychomotor abilities that can be tested. Interest tests are designed to determine how a persons interests compare with the interests of successful people in a specific job. These tests indicate the occupations or areas of work in which the person is most interested. The basic assumption in the use of interest tests is that people are more likely to be successful in jobs they like. The primary problem with using interest tests for selection purposes is that responses to the questions are not always sincere. However, these two tests do provide a workable guideline of selecting a more suitable candidate for the job position.
In addition to the above factors and recommendations of the selection process another integral step is the Interview process. Its purpose is to supplement information obtained in other steps in the selection process to determine the suitability of an applicant for a specific opening. All questions asked during an interview must be job related. Therefore structured interview format should be adopted where the interview is conducted using a predetermined outline that is based on a thorough job analysis. Through the use of this outline, the interviewer maintains control of the interview so that all pertinent information on the applicant is covered systematically. Advantages of the structured interview are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization.
One of the outcomes of the high failing rate for women in the training school was the “influence” practiced by the interviewers while conducting the initial interview. Although interviews have widespread use in selection procedures, a host of problems exist. The first and certainly one of the most significant problems is that interviews are subject to the same legal requirements of validity and reliability as other steps in the selection process. However, research has indicated that the validity and reliability of most interviews are very questionable. One primary reason seems to be that it is easy for the interviewer to become either favorably or unfavorably impressed with the job applicant for the wrong reasons. Obviously,