User talk:Raccoonz7/sandbox

References:
M.A. (n.d.). Burnout & organization change. National Association of Social Workers. p. 87.

McManus, K. (n.d.). Out of Gas. Institute of Industrial Engineer. p. 18.

Schultz, P. D., & Schultz E. S. (2010). Training and Development. Psychology and work today. Pearson: New Jersey — Preceding unsigned comment added by Raccoonz7 (talk • contribs) 18:03, 15 July 2011 (UTC)

Weichel J. Stanic Jos S., Diaz, A. E., & Ekkehart F. (2010). Job rotation- implications for old and impaired assembly line workers:  Department of Industrial Organizational Psychology, 9, 67–74.

Sulzenbruck,S., Hegele, M., Heuer, H., & Rinkenauer, G. (2010).Generalized slowing is not that general in older adults: evidence from a tracing task. Leibniz Research Centre for Working Environment and Human Factors, Dortmund, Germany 9 111–117. — Preceding unsigned comment added by71.255.68.91 (talk) 18:39, 15 July 2011 (UTC) --Raccoonz7 (talk) 18:55, 15 July 2011 (UTC)

“Task selection for increased mechanical exposure variation: Relevance to job rotation” R. Wellsa,b,c*, K. McFalla and C.R. Dickersona,Department of Kinesiology, University of Waterloo, Waterloo, Canada; bInstitute for Work and Health, Toronto, Canada; cCentre of Research Expertise for the Prevention of Musculoskeletal Disorders, University of Waterloo, Waterloo, Canada(Received 5 June 2008; final version received 30 September 2009)--Raccoonz7 (talk) 18:55, 15 July 2011 (UTC)

Job rotation as a way to avoid job burnout
Job burnout is known as a condition of the effects of job stress that result from over work “Burnout has become a fashionable term in social work and other fields to describe a wearing out and exhaustion of workers that is primarily attributed to job-related stress" (M.A., n.d). There are three main components of job behavior, emotional exhaustion which is the feeling of being drained and empty that is caused by excessive psychological and emotional demands, depersonalization which is a feeling of callousness, cynicism and a reduced sensitivity towards other, and a reduced sense of accomplishment which is the feeling that one’s actions and efforts are wasted and worthless. One way to alleviate this is through job rotation. Job rotation is a management training technique that assigns trainees to various jobs and departments over a period of a few years (Schultz & Schultz, 2010). “Workers, supervisors, and administrators in human service organizations are urged to implement these solutions in order to increase workers’ productivity and provide better services” (M.A., n.d.). With job rotation workers’ productivity is increased because they are more knowledgeable in multiple aspects of the departments or company. Also job rotation can reduce the “physical strain” on an employee because by switching roles they are assigned different physical duties as well. This is important because as stated in the article Out of Gas “Physical fatigue is easier to detect than mental fatigue” (McManus, n.d.).

Raccoonz7 (talk) 18:15, 15 July 2011 (UTC)

The Learning Mechanisms of Job Rotation as it relates to recent college graduates and older workers
Job Rotation is a management training technique that assigns trainees to various jobs and department over a period of a few years (Schultz & Schultz p 176). Job Rotation is beneficial to recent college graduates as well as older workers. According to the article, “Job Rotation as a Learning Mechanism”, Job Rotation has become more popular and its use will continue to grow among the organizations in the United States. The Job Rotation Program is widely used by many organizations and is ideal for recent college graduates who are uncertain about their career path; it allows trainees to work in all of the departments for a short period of time to obtain the knowledge at first hand (Schultz & Schultz p 176). There many advantages and disadvantages of job rotation. For recent graduates, the advantages are as follows: during the rotation, they acquire exposure from top level management of each department. The trainees have the platform to obtain management skills that will propel them to land highly compensated executive positions. This opportunity is made available to them right out of college. As for the disadvantages, the examples are as follows: the purpose of this process is to experience each department in intervals; in some instances the trainees are not allotted enough time to get acclimated within the role and function. The trainees are afforded opportunities that the other staff members are not. A recent college graduate typically will qualify for entry level positions only and will have to work hard to obtain the skill set to be promoted into the next position in their career path. In the United States our life expectancy has increase and as a result workers are remaining longer in the workforce. As such, in the article, “Job Rotation–Implications for old and impaired assembly line workers”, older workers tend to participate less frequently than younger workers. The authors believe as a result the trainees who participate will result in higher productivity, remain engaged and as an added on bonus will be healthier. According to the article, the author also mentions that high levels of job rotation will decrease the levels of absenteeism in any organization.

In conclusion, job rotation can be beneficial to organizations productivity in the long run if the program is utilized properly. Trainees are permitted enough time to understand and graps the knowledge and skills they are expected to learn through the program. --Raccoonz7 (talk) 18:49, 15 July 2011 (UTC)

Advantages and Disadvantages of Job Rotation
There are many ways that one can attempt to reduce injuries and workload on the job, one if the major method is job rotation. Job rotation is considered a form of teamwork, and can be described as “regularly alternating between different jobs within an organization on the basis of a scheme or spontaneously alternating on the basis of the workers’ personal needs.” There are many advantages and disadvantages of the job rotation based on design of work, variation, and how it affects job rotation. Many benefits have been attainted from using job rotation, including cross training, reduce boredom, stress, absenteeism, increase innovation and motivation, and productivity among other things.

According to a UK Journal Ergonomics, volume 46 “ The effects of job rotation on the risk of reporting low back pain” the major benefit of job rotation uses flexibility to reduce and control work related injuries such as musculoskeletal disorders, stress, and fatigue, among jobs that use various muscles within the human body. For example, an employee who load pallets may experience lower back pain and then gets rotated to assembling may experience upper limb pains, this rotation can occur ranging from hours (2) to days, depending on engineering (controls physical manipulations) and administration (change the duties or design of the job) according to the research In the article from Ergonomics, volume 46. Another example is truck drivers who drive only or those who collects merchandise. According to a research by the University of Amsterdam and Vrije Universiteit… “Effects of job rotation on Work Demands, Workload, and Recovery of the Refuse Truck Divers and collectors” the research reveled an job rotation ended with an increase in physical work in comparison to driving only and it did not increase mental work in comparison to collecting only. Another study of the study of job rotation was based on the characteristics of lifting task, gender specific lifting, among other things should not exceed seven hours according to Carnahan et al.. Another effect to of job rotation was to reduce the pace at which an employee work and allowing breaks prior to fatigue. It has been said that variation in jobs will reduce injuries to employees’ muscles, by determining what aspect of the job should be rotated, equally distributing the tasks from complex to simple from employee to employee. Evaluating weather the parameters are repetitive, posture, and movement of the employee.

There are many ways in which job rotation can either work in positive and negative aspect, of a organization but, at the end of the day it all comes down to whether or not it is distributed properly by administration inorder to reduce injury, fatigue and stress. --Raccoonz7 (talk) 18:54, 15 July 2011 (UTC)

PROFESSORS FEEDBACK--PLEASE FIX YOUR WORK:

Job burnout is known as a condition of the effects of job stress that result from over work “Burnout has become a fashionable term in social work and other fields to describe a wearing out and exhaustion of workers that is primarily attributed to job-related stress" (M.A., n.d).

run on sentence

also, it's not a topic sentence

>>>>>There are three main components of job behavior

Do you mean job burnout?

>>>>>According to the article, “Job Rotation as a Learning Mechanism”,

not how citations are cited in APA style or in Wikipeida

>>>>Job Rotation is a management training technique that assigns trainees to various jobs and department over a period of a few years

As a topic sentence, this tells the reader that your paragraph is about job rotation and management training. But it's not.

>>>>>There are many ways that one can attempt to reduce injuries and workload on the job, one if NOT the major method is job rotation.

As a topic sentence this say that the paragrah will be about reducing injuries and workload and rotation will be one example. but the paragrpah is about the definition of rotation.

>>>>>.> References:

M.A. (n.d.). Burnout & organization change. National Association of Social Workers. p. 87. McManus, K. (n.d.). Out of Gas. Institute of Industrial Engineer. p. 18. Schultz, P. D., & Schultz E. S. (2010). Training and Development. Psychology and work today. Pearson: New Jersey — Preceding unsigned comment added by Raccoonz7 (talk • contribs) 18:03, 15 July 2011 (UTC) Weichel J. Stanic Jos S., Diaz, A. E., & Ekkehart F. (2010). Job rotation- implications for old and impaired assembly line workers: Department of Industrial Organizational Psychology, 9, 67–74. Sulzenbruck,S., Hegele, M., Heuer, H., & Rinkenauer, G. (2010).Generalized slowing is not that general in older adults: evidence from a tracing task. Leibniz Research Centre for Working Environment and Human Factors, Dortmund, Germany 9 111–117. — Preceding unsigned comment added by71.255.68.91 (talk) 18:39, 15 July 2011 (UTC) --Raccoonz7 (talk) 18:55, 15 July 2011 (UTC) “Task selection for increased mechanical exposure variation: Relevance to job rotation” R. Wellsa,b,c*, K. McFalla and C.R. Dickersona,Department of Kinesiology, University of Waterloo, Waterloo, Canada; bInstitute for Work and Health, Toronto, Canada; cCentre of Research Expertise for the Prevention of Musculoskeletal Disorders, University of Waterloo, Waterloo, Canada(Received 5 June 2008; final version received 30 September 2009)--Raccoonz7 (talk) 18:55, 15 July 2011 (UTC) [edit]

Most of these references are not in correct APA style nor are they set up as Wikipeida references. Many are missing important information.

-IO252Prof (talk) 20:53, 16 July 2011 (UTC)