PAF 508 Organizational Behavior Case Study

M2 Case Study:  Public Service Jobs and Job Ads

M2 Assignment

Overview

We know that people are attracted to public service jobs for several reasons, be it a call to service, the challenge of the job, job security or something else. In this assignment, you will search current job listings for public service or nonprofit jobs. You will also consider how you would hypothetically evaluate and retain a person in the job. 

Prompt

This assignment has multiple steps. Prior to the assignment, make sure you have read Chapters 3 and 12 in our textbook as well as Linos (2018)Links to an external site. and Jørgensen & Rutgers (2014)Links to an external site.. You are expected to reference these resources, but are also welcome to reference any other resources provided on Canvas in the module.

Step 1 – Select a job advertisement

Review the job ads for public service or nonprofit jobs. These can be found on on several sites. Specific examples are www.publicservicecareers.orgLinks to an external site. and https://www.nonprofit-jobs.org/Links to an external site.. You can use general sites like https://indeed.comLinks to an external site., but sites with highly abridged ads like LinkedIn are not recommended. 

Find a job ad which includes a strong appeal to invoke:

Applicants’ ‘public service motivation’, and/or

The stimulating and challenging nature of job

It does not matter exactly what the job is, just that it includes the particular appeals listed above.

Make sure to create a screenshot of the entire job listing or provide a link to the job listing.

Step 2 – Evaluate the advertisement

Based on Chapter 3, how well does the advertisement describe the job, the organization, and possible ways for the candidate to “fit”? What are the knowledge, skills, and abilities (KSAs)Links to an external site.needed or helpful for this job?

Based on Chapters 3 and 12 as well as Linos (2018)Links to an external site. and Jørgensen & Rutgers (2014)Links to an external site., could the ad could be reworked to make the appeals to prospective candidates even stronger? If so, how would you go about adjusting the ad?

Step 3 – Hire, assess, retain, and (if necessary) fire the job incumbent/holder

Based on Chapter 3, Chapter 12, Linos (2018)Links to an external site., and Jørgensen & Rutgers (2014)Links to an external site., what could/should be included in the job ad to set clear expectations and areas for feedback for prospective employees?

Based on Chapter 3 and 12, what steps would you take to ensure you are hiring the right person for this position, including getting honest references.?

Based on Chapter 12, how would you decide how to retain this employee or decide to let them go based on elements described in the job description?

Based on Chapter 12, if you had to the let the employee go, what are the best approaches and what are the best reasons to do so? Make sure to reference expectations in the job ad as examples.