Textual Analysis Final Presentation

Textual Analysis RevisedBelow, you will find my Analysis presentation. I didn’t mention in the video, but the table is in my revised paper (attached) along with its key. Thank you.

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Author: johnmill79

33, currently residing in Durham, NC. I have a somewhat tedious job, but it's helping me live a bit of the good life until I get things going. Here, I'll blog about things I encounter in my daily life, my continuous search for a career path, entertainment, books I like, etc. Hope you enjoy.

3 thoughts on “Textual Analysis Final Presentation”

  1. Thank you John for your digital presentation! 🙂

    It was neat to know that you actually found a scholar, Bakhaus, who has research job descriptions and three employee attributes in your presentation. One of the attributes you mentioned was ‘organizational image.’ You stated that this attribute is how others see an organization–in terms of society. This is particularly notable because throughout the course of COM610 we have discussed how employees, leaders, managers, and the outside–that being ‘society’ as a whole responds to organizations. With that being said, I like how you have re-enforced the topics we have discussed and applied it to your analysis.

    Next you discussed the practical culture indicators and briefly provided a overview of what each meant. As I listened to you discuss them I thought to myself, a salesman and/or individual that works in retail would likely identify with the close relations to the customer indicator, in a sense that they would likely want the best for their customers to ensure their have their business in the future; while on the other hand I could see the hands-on, value driven indicator to fit for an individual working in a corporate position that requires he/she to identify with the organizations values and/or common purpose.

    To conclude, your findings are likely valid–as you stated if an actual employee and applicant discusses a job titles description and/or duties it is likely there will be different interpretations of what is required. In this case, I personally would probably believe the requirements coming from an actual employee versus a written document. Perhaps you have seen the statement, ’employee duties are as follows but are not limited to’ OR ‘additional duties as assigned’. This is an example of vague language that we from the outside might not be able to make sense of! Nonetheless, as long as we can identify with the values of the organization we should feel fulfilled.

    Thanks again John!

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  2. Hey John,
    Thank you for sharing your textual analysis project. Great job on analyzing the job description using the content analytical methodology. I agree with your findings that the description focused heavily on the initial attraction. Although I see some data which depicted the organizational image, I saw little data on the employer branding.
    From my experience in the Human Resource department, I find writing a job description to be the most difficult. Here’s how the job creation process goes in my organization. First, I receive a call from one of the supervisors pitching an idea for a new position. Second, I ask for a detailed description of the work tasks. Typically, I receive only a few broad bullets of expectations and I am told to fill the rest with “fluff.” Third, I spend hours researching peer institutions in attempts to find something that will satisfy the supervisor’s needs. Unfortunately, this leaves me little time to really work on the initial attraction piece that you covered in your analysis.
    John, your piece taught me a bit about job description analysis research. I will definitely have to investigate these methods further. It’s possible I will be able to tweak the job descriptions at my employer to assist with recruitment. Thanks for the info!

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