Research Assistant Job Description Sample - Algrim.co

Research Assistant Job Description Sample - Algrim.co Research Assistant Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources 25+ Best Research Assistant Interview Questions Answers Research Assistant Cover Letter Sample Research Assistant Resume Example

10 Management Practices that Kill Morale in the Workplace CareerMetis.com

10 Management Practices that Kill Morale in the Workplace What makes you stay at your current job? Is it having great colleagues; an awesome boss who mentors you while giving you the freedom to accomplish your tasks; or senior leadership that supports a workplace that encourages further learning and career development?Maybe you’re currently feeling stuck in a rut, wishing you have at least one of these; and rather than trying to change the entire work culture, you’re thinking of simply leaving to look for another company with a better work environment.evalWhile76% of employees understand that having a strong work culture influences their productivity and efficiencyto help them do their best work, only 9% of them believe that their senior leadership is committed to improving company culture and employee experience. Yet, managers remain baffled as to why they can’t keep their best and brightest employees to stay with them.Indeed, turnovers are costly and can cause expenses to pile up, from the costs of finding and hiring the right candi dates to onboarding and retraining new employees. On top of that, regularly losing employees can be disruptive to the business.As much as turnovers can hurt a company, senior managers typically blame it on numerous trivial factorsâ€"overlooking the root of the problem, which is employee morale. More often than not, employees leave not because of the job itself, but how their superiors and company treat themâ€"in essence, bad management.When assessing an organization’s work culture and the state of employee morale, you must look into how managers connect, communicate, and collaborate with their team, as well as how they train and value their employees. Also, watch out for red flagsâ€"here are the top management practices that kill morale in the workplace:1) MicromanagingevalHave you ever had someone always breathing down your neck, causing you to mess up due to the unnecessary pressure and tension? Despite autonomy and trust being some of the top must-haves when it comes to boostin g employee morale, surprisingly, some managers continue to control every little detail, watch every step, and keep sweating the small things.In a recent studyof those who have been micromanaged in the past, 68% reported that it decreased their morale, while nearly 60% said it negatively affected their productivity and engagement at work. Aside from influencing team productivity, employee engagement enhances company culture. This unhealthy practice hampers creativity, especially in today’s current business landscape, where employees are encouraged to think outside the box and step outside their comfort zone. Look for an effective manager who mentors, guides, and encourages you through your work instead of dictating how you should do things.2) Overworking employeesevalGenerally, the acceptable working hours are not more than 8 hours per day; as exceeding this often results in decreased productivity and creativityâ€"not to mention, long work hours are exhausting.However, it is not un usual for people to pull overtime or all-nighters from time to time to catch up on urgent workâ€"which is okay, as long as it does not occur daily. Although, if you are constantly required by senior management to work after-hours while putting an unreasonable amount of tasks on your plate and taking on bigger responsibilities, then that’s a red flag.In fact, according to a studymade by John Pencavel of Stanford University, output falls sharply after working 50 hours in one week. While it may be tempting to overwork top-performing employees, it is counterproductive.In letting employees take on a heavier workload without proper compensation or promotion, it may feel like you are being punished rather than being rewarded for excelling and going the extra mile.3) Hindering personnel growth and learningevalManagers sometimes hold their employees back and unintentionally sacrifice their upward mobility by neglecting to provide opportunities that expand knowledge, teach new skills, and i mprove current capabilities.People have an innate need to continue improving to move up the corporate ladder, or just to expand their knowledge. In providing continuous training and enabling them to further their careers, management will have the confidence to promote from within the companyâ€"instead of going through the laborious process of hiring externally.Understandably, as an employee working with a senior who is unwilling to support in reaching greater heights, your morale is undoubtedly bound to drop dramatically.4) Finger-pointing and avoiding accountabilityEveryone makes mistakes; it is a known fact of life. No matter how smart or experienced you are, somewhere along the line, you’ve had a few missteps at work. Sometimes it only affects your tasks, but there may come a time when it becomes your team’s mess.Great managers treat such mishaps as a learning experience because as a leader, they know it’s their responsibility to monitor the team and ensure everything is ru nning smoothly. Not to mention, they see mistakes more as a learning moment.Unfortunately, not all bosses react accordingly. Some seniors choose to be carried away by their anger when things go southâ€"calling out employee mistakes and shaming them in front of their colleagues. A few even go around passing the blame to a specific subordinate or team despite knowing that they made mistakes as they are too proud to accept accountability.Finger-pointing creates a harsh culture filled with fear and anxiety, which, in turn, kills morale.eval5) Aggressively threatening staffEmployees are the backbone of every company. Therefore, it is essential to treat them with the respect they deserve despite their shortcomings. Repeatedly threatening your employees with termination as a scare tactic to improve their performance is simply unjust.In truth, it is an ill-advised approach to increase performance and motivation in the workplace. Aside from that, this age-old method is proven to no longer wo rk todayâ€"explore what works instead. In making employees feel disposable, senior management is deliberately shooting down morale.evalThere are other ways of motivating and keeping people in check, such as giving them room to grow, offering rewards, and providing them snacks. Letting your employees feel valued can go a long way in boosting morale. According to a studyby Psychology Today, one of the best ways to motivate employees is to recognize their efforts.6) One-uppingHave you ever experienced presenting a new measure, strategy, or idea to upper management? Your boss then offers suggestions to improve your work further.It may seem like proper management at first until you realize your proposals are frequently subjected to refinement, however unreasonable, also known as one-upping. This can be devastating to employee morale as it can make them feel undermined by senior leadership.As an alternative, managers can work together with their employees in implementing their plans rathe r than dictating steps outright to improve some weaknesses. In creating a collaborative workenvironment, employees are involved in further developing their ideaâ€"empowering them to take ownership and involving them in propelling the company towards success.7) Keeping employees in the darkWhen management keeps employees in the dark about information that directly affects them, such as their performance and output, it can hurt morale. Open communication is vital in any organization; By building walls that shut out employees from senior management, you are tearing down trust and allowing employee engagement to suffer.eval8) Hoarding decisionsIn neglecting the importance of employee involvement and making the decision-making process exclusive to senior management, primarily when certain decisions directly affect the team, employee morale will inevitably plummet as they lose any sense of ownership.For leadership to ensure their employees are invested in working towards the achievement o f the company’s goals, it is essential to avoid making decisions behind closed doors. Instead, bring together the entire team, hear them out, and brainstorm to come up with the best solutions and decisions that will benefit the organization as a whole.9) Playing favoritesHave you had that colleague who always seemed to get special treatment? Maybe they got better assignments, bigger bonuses, or more free passes than everyone else, even if they didn’t deserve it? In the process of playing favorites and treating direct reports differently, managers create a toxic, dysfunctional environment.High-performing employees who aren’t considered the favorites are demotivated, as their hard work goes unnoticed, while the favorites receive extra attention. Leaders should be able to treat everyone equally, even when they’re handling employees of different roles and responsibilities.10) Sitting on feedback and praiseAs learning is a continuous process, employees want to regularly hear cons tructive feedback from senior management to help them work on their weaknesses and improve their overall performance. Otherwise, they’ll grow complacent and will no longer make an effort to reach their full potential.Also, although relatively easy, senior management often forgets to show how much they value their employees’ hard work. To retain top talents, it is necessary to leverage the power of recognition. Other than making them feel appreciated, it helps in affirming that they are doing well.Before signing a contract with a company and getting stuck in a rut with a micromanaging superior or unsupportive management, it’s always a good idea to evaluate your future workplace. As these old-fashioned employee management techniques no longer cut it, find a modern, nurturing work environment where you can grow and thrive should be a top priority.

How Do I Honor My Own Priorities While Juggling the Needs of Others - Kathy Caprino

How Do I Honor My Own Priorities While Juggling the Needs of Others Welcome to Episode 10 of Work You Love! Today, Im taking a question from Jodi about how to honor our own priorities and do what we need and want to in our lives, while also supporting the needs of others who rely on us. Heres my take on that: The top three takeaways from this video are: 1. Honoring your priorities doesn’t mean youre selfish and only focus on yourself.   To the contrary, it means you realize what gives your life meaning and commit to bringing those highest visions to life (and often, thats being of service to others in ways that fulfill your Life Intentions). 2. If you’ve given everything up for others and feel you have to do EVERYTHING for those around you and have lost yourself in the process, you’re honoring the wrong priority. 3. Don’t mistake utter selflessness and depleting your mind, body and spirit for the sake of others as generosity or good parenting. Heres a tweetable for you: Honoring your priorities means knowing what matters most to you in life and boldly living from that knowledge every day. @kathycaprino Click to tweet:  http://ctt.ec/b0ffi Are you feeling stuck between your needs and wants, and the needs of others?   How do you handle it?

Red FlagsSigns That Its Time to Make a Change Part I - Hallie Crawford

Red Flagsâ€"Signs That It’s Time to Make a Change Part I How do you know if its time to make a change in your career? You dread getting out of bed in the morning- every morning. Do you repeatedly hit the snooze button? Do you have an overwhelming desire to stay buried under the covers, far from demands, deadlines, and clamoring co-workers? One of the biggest red flags of job dissatisfaction is an unwillingness to face the dayâ€"not just some mornings, but every morning. What’s your body trying to tell you? Your work relationships and performance are beginning to suffer. You start to avoid certain people and tasks and you’re not doing your job as well as you used to. Remember when group projects were productive and enjoyable, chatting with co-workers in the hall was a pleasant break from the daily routine and “Happy Hour” truly was happy? If you now find yourself avoiding particular persons and duties, slacking on your reviews or really dreading company outings, chances are you’ve lost that loving feeling for your job. You work tirelessly, even staying late to accomplish tasks or finish projects because you feel like you have to, but you get no joy or satisfaction from what you produce for your company anymore. You start to slack off at work and have little or no motivation to perform. And this isn’t just a few days a month; it’s become a regular occurrence. You spend a good part of your work days immersed in “escapist” activitiesâ€"nonessential e-mailing, surfing the Internet, or micro-managing a project in order to procrastinate. You find yourself playing the avoidance game in any way you can. This is definitely a sign that something is wrong. If any of these red flags are waving at you, it’s probably time to seriously consider changing jobs, whether it’s moving into a new position at your current company or changing your course completely by choosing an entirely different career path. Whatever you do, don’t remain miserable. Discover the Essential Components to a Satisfying Career Today Want free tips, tools and expert advice on finding a career youre passionate about? Visit the certified career coaches at HallieCrawford.com, and sign up for their monthly career newsletter, right now. Bookmark their career blog for recommendations on resume writers, online career tests and more career resources. Schedule a free consult with HallieCrawford.com today

Resume Writing Services Can Help You Get the Job You Want

Resume Writing Services Can Help You Get the Job You WantIf you are a recent graduate who is seeking employment, then you should consider the benefits of using legitimate resume writing services. Using a professional service is a great way to get the employer's attention as well as the job. This is especially important for entry-level jobs and even higher positions in a company.When applying for a job or trying to land one, it's crucial that you create and complete the proper formal applications that are required by the hiring agency. A formal letter will not allow the employer to know exactly why you are being considered. That means that your application needs to be the perfect one for that particular position.Fortunately, legitimate resume writing services can help you with all of these. These services can either write your application for you or write your application yourself. The best part about these services is that they specialize in the type of resume that you need. For exam ple, if you are applying for a sales job, then the resume writing service should have written job descriptions for sales openings for that company.Most of these services online are inexpensive and easy to use. You can hire them to do the job for free, and only pay if they do an excellent job.Resume writing is a skill that can be learned very easily. When the employer sees the first version of your resume, it is much more likely to be accepted than one that was written by you yourself. If you want a really successful job and don't want to spend a lot of money hiring a company to write your resume, then a service like this is a great alternative.To make your resume stand out from the crowd, you need to use a professional service to do it for you. Many companies are just now becoming aware of the importance of having a professional resume written by an experienced writer. While they are not the cheapest service, you'll be very happy with the results.These services are likely to help yo u in securing a potential employer's attention as well as get you the job you are looking for. With resume writing, it can become much easier to get the job you have always wanted. And when it comes to obtaining a job, a company is always looking for the best employees, not the ones who will charge the most.

Say No to Doing Non-Work-Related Chores in the Office

Say No to Doing Non-Work-Related Chores in the Office Q: I work in a small office, and there are some things that just never seem to get doneâ€"think cleaning up the office kitchen and restocking bathroom suppliesâ€"unless I’m the one that does them. Sometimes my boss asks me to do these things, and sometimes I’ll just go ahead and take care of them because I figure it’s better to be proactive, right? But then I wonder if it’s a bad idea or I could be hurting my career if my colleagues just think of me as the one to come to if we’re out of paper towels. Should I stop doing them on my own? And is there a way I can politely and professionally tell my boss I don’t want to do these thingsâ€"at least not all the time? A: You might be the only office Cinderella at your job, but your situation is vexingly common. Women spend an average of five hours a week doing “office housework,” like cleaning the communal kitchen, planning staff parties, and other non-job-related tasks, said Laurie Weingart, senior associate dean of education at Carnegie Mellon University’s Tepper School of Business. In a new study, Weingart found that when it comes to what she termed “non-promotable tasks,” women are two to three times more likely than men to volunteer to do these jobs or be asked to take them on. Your hesitation isn’t unfounded. This dynamic contributes to what researchers call “vertical gender segregation,” which is an academic way of saying that accepting all of these extra duties in the name of being a good team player is really a bad career move. The time women spend doing literal and figurative “office housework” cuts into the time they need to do their actual jobs, and that can reflect poorly on them when performance reviews roll around. Read next: 7 Things You Can Use Your #Woman Card to Cash In On What good is being a team player if it’s holding you back? People might remember the surprise baby shower you orchestrated for your supervisor, but that’s not the kind of thing you can put on your resumeâ€"and it’s definitely not the kind of thing that’s going to get you promoted. There are two common types, Weingart said. First is “the people who automatically say yes without thinking twice, and they harm their career without knowing it because they are spending too much time working on things that aren’t part of their job.” They may feel good about helping, she said, “but they don’t realize that they are bearing a burden that others aren’t.” The other category is women (like you!) who want to say no but are afraid that doing so could hurt their working relationships or reputation among colleagues. But you can break this cycle if you think strategicallyâ€"and stick to your guns when the requests roll in. The trick is choosing when to push back. For example, not all menial tasks are necessarily non-promotable. “Promotable tasks can also come from doing work-related favors for others who are likely to reciprocate,” she pointed out. If the favor-seeker is someone higher up the corporate ladder, doing the odd job could help build your network. The caveat here is that you don’t want every one of your interactions with this person to consist of you performing some menial task on their behalf. There are ways to decline without labeling your coworkers a bunch of sexist jerks. First, evaluate what’s being asked of you. “If somebody asks me to do a favor that won’t help my career, I should ask myself, ‘Is it my turn, or is there a male colleague who could do it with me?’” Weingart said. “You should pitch in, but you should be choosy about when you do,” she advised. If it always seems to be “your turn,”make sure that you’re not the only one shouldering the burden, and make sure that both your female and male coworkers are participating. If there’s a legitimate business reason why another colleague might be better suited to the task at hand, recommend that person and articulate why. If it really is a non-promotable task (washing the dishes in the office sink, cleaning the bathroom, or the like) suggest someone elseâ€"and try to make it a guy. “Maybe you recommend a peer who is a male,” Weingart suggested. “If you’re concerned about raising the sexism piece of it, you can send the same message indirectly by saying, ‘I’m not available to help out this time, but maybe Joe can.’” If the job is a regularly recurring one, propose a rotating schedule so everyone pitches in equally. And don’t throw a fellow female colleague under the bus, Weingart added. “You don’t want to be the one to fall prey to recommending another woman just because you know that person is likely to say yes.”

The Game of LinkedIn Is Changing In 2020...Are You Ready - Work It Daily

The Game of LinkedIn Is Changing In 2020...Are You Ready - Work It Daily When you fail to own your past career experiences (especially, the bad ones!), you give the control of your future away. Owning a past experience doesn't mean you were wrong or are accepting blame, it means you want to use the experience to your advantage in the future. In this video,J.T. O'Donnell proves why the most successful people own all the things, good or bad, that happen to them in their careers - AND, why you should too! Links Mentioned In The Video FREE TRAINING - The 10 New Career Rules For 2020 With J.T. O'DonnellHow To Use LinkedIn In 2020 From Your Site Articles How To Resolve Common Problems At Work - Work It Daily | Where ... 7 Questions To Ask When Dealing With Workplace Conflict - Work It ... Promotion Killers: Lack Of Conflict Resolution Skills - Work It Daily ... Related Articles Around the Web 35 Best New Years Resolution Ideas 2019 - Unique New Years ... Have you joined our career growth club?Join Us Today!