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What are the positive aspects of this job

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What are the positive aspects of this job

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That ist a good amount of money and you get to help people.

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Some vastly different jobs have similar important aspects.

Jupiterimages/Polka Dot/Getty Images

Of the five most important aspects of a job, paycheck size comes in a surprising second. Address the other four job aspects that employees say matter to them and you will decrease turnover.

Aspect Number Five: Using Skills and Abilities

Opportunities to use skills and abilities held the number one position in 2012, but it has fallen to number five, according to the Society for Human Resource Management's 2017 Employee Job Satisfaction and Engagement report. Give your employees a challenge suited to their strengths and help them figure out how to achieve it.

Aspect Number Four: Job Security

Job security held the number two slot in 2012 but has fallen to job aspect number four as of 2017. Part of the reason may lie in the gig economy and the increase in the number of self-employed workers.

Tip

Take a chance: discuss the gig economy versus a regular job with your employees. If they find the flexibility and self-direction of gig work appealing, you can remain competitive by offering job-sharing or flexible hours.

Aspect Number Three: Trust

Transparency prevents workers from leaving your company when rumors of upcoming layoffs or closings fly. Keeping pending changes under wraps only fuels speculation, and quashing a layoff rumor today only increases mistrust later when the layoffs take place.

Tip

Don't sugar-coat or deny bad news. Share news of mergers and layoffs as soon as possible so that employees can plan ahead. They will often reward your trust by sticking with you through the entire process.

Aspect Number Two: Pay and Compensation

Rising in importance from its number-three spot in 2012, this job aspect is the only salient aspect of the job with a bottom-line price tag. Employees understand that hard times for the company may limit potential raises and bonuses. When the company does well, though, so should the rank and file. Pay them more before you give bonuses to management, especially upper management.

Aspect Number One: Respect

Of the five aspects, respect carries the most weight with your employees. It costs nothing to show employees that you value respect as much as they do. Model respectful behavior and make sure middle managers do the same.

Bella Vista Apartments, a senior living community in Mesa, Arizona, uses the motto, "Open the DOOR to Customer Service." The letters stand for "Delight, Offer, Own, and Respond." Every day, each employee strives to delight and inspire one resident at a time. This concept is easy to apply to your employees.
Examples:
Before the shift begins: make sure your employees have any passwords, supplies, equipment or data needed to perform the day's tasks.

Greet employees by name as they arrive.

Avoid yawning when an employee speaks with you.

Do not eat while talking with employees, especially if they are not eating as well.

Put what you are doing aside when employees approach you.

Make eye contact and turn toward employees to further emphasize your respect.

Take employees aside when you have to correct them or discuss something that might embarrass or upset them.

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Of the five most important aspects of a job, paycheck size comes in a surprising second. Address the other four job aspects that employees say matter to them and you will decrease turnover.

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What computer or technological skills do you need for nurse anesthetist

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What computer or technological skills do you need for nurse anesthetist

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A CRNA administers anesthesia and manages patients’ pain. Although women still outnumber men in this specialty, 40 percent of CRNAs are male, according to the ...

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Career Skills for Being a Certified Registered Nurse Anesthetist

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A certified registered nurse anesthetist, or CRNA, performs many of the tasks once reserved for anesthesiologists and other physicians. A CRNA administers anesthesia and manages patients' pain. Although women still outnumber men in this specialty, 40 percent of CRNAs are male, according to the American Association of ...

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What are the negative aspects of this job

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What are the negative aspects of this job

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it can be nasty and some times people are mean like your boss

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Positive Negative Aspects Jobs, Employment | Indeed.com

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2,838 Positive Negative Aspects jobs available on Indeed.com. Apply to Sales Associate, Personal Shopper, Manager On Duty and more!

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 What are the best colleges that will help you prepare for this job?

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 What are the best colleges that will help you prepare for this job?

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the best colleges in Tennessee that offer Nurse Anesthetist degree new york university

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By the time senior Kristen Lundebjerg earns her degree in mechanical engineering from Boston's Wentworth Institute of Technology, she'll also have a full year of work in the field to show prospective employers. This fall, she is serving as a test director in the Energy Test Systems Area at NASA's Johnson Space Center.

That follows a four-month stint with NASA's external relations office and an internship as a "design-to-value" engineer at tool company Stanley Black & Decker.

Wentworth has long integrated career prep into its curriculum. Today, a growing number of colleges are following suit.

"Families and students are very focused on career readiness and career outcomes," says Paul Timmins, career services director at the University of Minnesota-Twin Cities' College of Liberal Arts and president-elect of the National Career Development Association, an organization of career counseling professionals. Meantime, governments are shining a brighter light on how well graduates are faring.

A majority of states now peg some of their funding to measures like course completion and time to degree, according to the National Conference of State Legislatures. And the Obama administration's college scorecard provides information on cost, graduation rates and the salaries of graduates.

Most schools are not as far along the career-prep path as Wentworth, which requires undergrads to complete two semesters of cooperative education. Yet colleges are punching up their career education programs.

Some students are getting a healthy dose of career awareness as early as freshman year. "If they are coming into career services for the first time as a senior, it's quite possibly too late" to do much good, says Timmins.

The Minnesota college has doubled the number of career counselors to 10 over the past year and assigned them to specific majors. Counselors now have more time to help students explore their interests and strengths and find internships. The 2,500 freshmen in the college all must visit career services during their first semester, write a resume and take part in an informational interview or complete a practice internship application in the spring.

High-quality career prep is far from a given, however. As families research colleges, they should "consider their return on investment," advises Susan Brennan, associate vice president of university career services at Bentley University in Massachusetts. "And that includes evaluating a school's commitment to career education and student outcomes."

The University of Notre Dame in Indiana invites all incoming students to start filling a digital portfolio with their goals, plans and samples of their best work, for example. It's voluntary, but all 8,000 undergrads took advantage during the last academic year.

At Bentley, first-year students take Career Development Introduction 101, an interactive class that helps them identify personal strengths and present themselves in a cover letter, LinkedIn profile and elevator pitch. That's the first step in Bentley's four-year "Hire Education" curriculum, a program of workshops, coaching and career exploration that leads to an internship and ideally, a job.

Many liberal arts colleges now are also going all in to help students connect their classroom learning to workplace experiences, says Stacy Bingham, director of the career development office at Vassar College in New York.

Some even provide funding so students can take unpaid internships. Now in its fourth year, Colgate University's summer grant program has raised $2.6 million to make such experiences possible for students who otherwise might have to wait tables or work as camp counselors to make money. Besides Vassar and Colgate, others that do the same include Colorado College, Mount Holyoke College in Massachusetts and the University of Richmond in Virginia.

Some schools have taken pains to build partnerships with employers, whose managers come to campus for educational programs and may even get involved in academic planning. The employers also hire interns or collaborate in co-op programs. Besides Wentworth, other institutions with robust co-op curricula include Northeastern University in Boston, Drexel University in Philadelphia and the University of Cincinnati.

In addition, Bentley, Colorado School of Mines, the University of Maryland-Baltimore County and the University of Minnesota have developed strong company partnerships. "We have an employer relations team that builds connections with employers who hire liberal arts graduates," says Timmins from the University of Minnesota. Bentley's career services staffers double as "account managers" who learn the hiring needs of the companies they are assigned to. They then match students to those needs.

"I loved CDI 101," says Alison Abrams, a 2016 Bentley math graduate, of the required career course freshman year. "I didn't know how beneficial it was until I delved into my internship."

The course provided a foundation that over the next three years was followed by lots of assistance in job-search skills, attendance at networking events and career fairs, and a data analysis research fellowship at a Boston homeless shelter.

That led to a paid internship the summer after her junior year at Liberty Mutual Insurance Co., where Abrams created a tool allowing the marketing analytics team to speed through six hours of work in 10 minutes. Before senior year, she was offered a $55,000 job upon graduation that would ramp up significantly in pay after a smooth entry period.

Members of the class of 2016 who majored in science, technology, engineering or mathematics were expected to nab the highest paychecks upon graduation: an average of $55,000 to $65,000, according to the National Association of Colleges and Employers.

Those who opted for business, natural resources, health care or communications were expected to land jobs around the $50,000 mark. At the top of the list? Engineering graduates, who will hit nearly $65,000. Computer science majors come in second, at $61,321, followed by math and science majors at $55,100.

"A 'C' in STEM will make you more money than an 'A' in English," says Anthony Carnevale, director of Georgetown University's Center on Education and the Workforce. A 2015 center report showed that of the 25 highest-paid majors, only two, economics and business economics, are not in STEM fields.
This story is excerpted from the U.S. News "Best Colleges 2017" guidebook, which features in-depth articles, rankings and data.

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Colleges Take Steps to Prepare Students for Careers

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By the time senior Kristen Lundebjerg earns her degree in mechanical engineering from Boston's Wentworth Institute of Technology, she'll also have a full year of work in the field to show prospective employers. This fall, she is serving as a test director in the Energy Test Systems Area at NASA's Johnson Space Center.

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A certified registered nurse anesthetist, or CRNA, performs many of the tasks once reserved for anesthesiologists and other physicians What are the best colleges that will help you prepare for this job?

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Develop The Skills You Need For Life

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Skills You Need - Helping You Develop Life Skills

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Develop The Skills You Need For Life Sign up for your regular newsletter: Subscribe You'll get our 5 free 'One Minute Life Skills' and our weekly newsletter. Welcome. Here at SkillsYouNeed, we're passionate about providing high quality information and resources that help you learn and develop the skills you need to make the most of everyday life.

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Where is the best place to live to do this job?

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Where is the best place to live to do this job?

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CRNASS

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These Are the Hottest Cities to Find a Job in 2017

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Job search site Glassdoor ranked the best cities to find a job in 2017, where job satisfaction is high and rent payments are low.

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Nurse Anesthetist

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143,079-191K

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Salary range is the range of pay established by employers to pay to employees performing a particular job or function. Salary range generally has a minimum pay rate, a maximum pay rate, and a series of mid-range opportunities for pay increases.

The salary range is determined by market pay rates, established through market pay studies, for people doing similar work in similar industries in the same region of the country.

Pay rates and salary ranges are also set up by individual employers and recognize the level of education, knowledge, skill, and experience needed to perform each job.

The salary range should reflect employer needs such as the overlap in salary ranges that will allow career development and pay increases without promotion at each level. It also considers the percentage of increase the organization will offer an employee for a promotion.

The salary range for executive-level positions is normally the largest. The salary range for lower-level positions is normally the narrowest. There is always more flexibility with regards to senior leaders because their decisions impact the bottom-line.

What Employers Look at to Determine Salaries

Many companies participate in salary market surveys to create a trustworthy resource for salary research. More and more salary research is occurring online using salary calculators.

Salary range is also affected by additional demographic and market factors. These factors include the number of people available to perform a specific job in the employer's region, competition for employees with the needed skills and education, and the availability of jobs.

In large organizations, an entire salary (or pay structure) is established to classify jobs, the relationship of one job to another, and the salary (or pay) ranges that fairly compensate the individuals performing the jobs.

In the end, you want to create salary ranges that motivate your employees to contribute. You also want to attract and retain the most superior employees.

How to Offer a Salary That Motivates Employees

Available information online makes researching salary ranges easier than previously-but, also trickier. The role of salary in helping you create a motivated, contributing workforce is inestimable.

These tips will help you address pay and salary range issues in a way that contributes to employee motivation in your organization.

Determine Salary Philosophy

Determine your organization's salary philosophy. Do you believe in raising the level of base salaries in your organization, or do you appreciate the flexibility of variable pay?

A growing, entrepreneurial company, with variable sales and income, may be better off controlling the levels of base salaries. When times are good, the company can tie bonus dollars to goals achieved. In lean times, when money is limited, the company is not obligated to have high base salaries.

A strategically forward-thinking company, with fairly stable sales and earnings, may put more money in base salary.

Find Comparison Factors for Salary

The big question is whether you are competitive within your local market for most of your positions.

Start by researching the salary range for similar positions and job descriptions.

The job description is particularly important for comparisons but usually harder to find for comparison. Determine whether you are competitive with similar positions with organizations that have a similar size, sales volume, and market share. If you can find companies in the same industry, especially in your area or region, that is another good comparison source.

What Goals Must Salary Help You Achieve?

Pay must relate to the accomplishment of goals, the company mission, and vision. Any system that offers an employee the average increase for their industry or length of service (usually 1-4 percent) is counter-productive to goal accomplishment. Even an above-average increase that differentiates one staff person from another can demotivate.

Additionally, your pay system must help you create the work culture you desire. Paying an individual for his or her solo performance accomplishments alone, will not help you develop the team environment you want.

Therefore, you must carefully define the work culture that you want to create and pay the employees commensurate with their support of (and contribution) to that culture.

Finally, your salary strategy must align with your human resources goals and strategies. If the HR function is charged with developing a highly skilled, outstanding workforce, you must pay above industry or regional averages to attract the quality of employees you seek.

Paying less than comparable firms will bring you mediocre employees and fail to fulfill your desire to create an outstanding workforce. If on the other hand, the HR strategy is to get cheap labor in the door quickly, with little regard for turnover, you can pay people less salary.

Assess the Competition and Labor Markets

When unemployment is high, skilled people are available because of job loss and the economic downturn. Currently, however, the economic reality is that you may have to hire good people for more money than in the past-because things are brighter.

This economic reality is constantly changing and it affects the economic realities of salaries for employers and employees. In upcoming years, the war for talent, which is expected to occur as employers compete for fewer people with highly needed skills, the need for a fair, market-driven salary range is a given.

If you overpay or underpay an employee, it will eventually come back to haunt you.

Overpay and you risk throwing your salary range off-kilter. It becomes economically unsustainable and unfair to longer-term employees.

If you try to underpay, even if an employee accepts a job, he or she may never feel valued by your organization and will continue to job search, using your company as a resting place until the right offer arrives. Nothing impacts employee morale as much as individuals who feel they are underpaid in comparison with others based on their contribution and that of other similar jobs.

Tout Your Benefits Package Role in Salary Satisfaction

The range of benefits you offer, and their cost to the employer, is a critical component of any salary approach. The biggest mistake organizations make is the failure to communicate the value of the benefits offered.

Determine Bonus Philosophy and Potential

Ways to address bonuses, as part of your overall pay system, are limited only by your imagination. You may pay a bonus that is determined individually based on the value of the goals accomplished and the person to your organization. You may give all employees the same bonus, based on group goal attainment, across the board.

You may also use profit sharing in which a portion of company profits is paid out equally to every person who was employed during the time period.

Communicate Your Salary Philosophy and Approach

In many organizations, who gets what and why is a cause for consternation, gossip, demotivation, and unhappiness. The more transparent you make your pay and salary philosophy and determinations, the more likely you are to achieve positive employee morale and motivation.

Don't keep your salary philosophy a secret. Even though individual compensation is confidential, your methods for determining pay must be clear and understandable to all employees.

Recognize That Salary Ranges Are Becoming Less Used

Salary ranges are becoming less relevant in the modern world of HR, but they do provide several essential and needed banks for employers to erect for employees.

According to compensation consultant, Ann Bares in "Compensation Force," "I've had the chance to work with many organizations who don't have a formal salary structure, either smaller organizations yet to put in place any pay rules and policies or more established businesses who have (at some point) ditched their structures in an attempt to foster more 'flexibility.' What I've found, more times than not is that salary decisions in these places are all over the map, with little rhyme or reason, and often made in response to pressure (employee complaints or implicit/explicit threats of leaving).

And everyone knows it. Especially the employees.

"Having a salary structure of some kind in place ensures that there is a set of guardrails to prevent pay decisions from falling too far off the road. Perhaps more importantly, having a structure in place gives employees at least a minimal amount of assurance that there are rules which are followed and that salary decisions aren't based entirely on whim, favoritism or discrimination."

In the end, if you take these tips to heart and apply them to your organization, you will increase the likelihood that you'll have happy, motivated employees.

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How Is a Salary Range Determined and How Does It Work?

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Salary range is the range of pay established by employers to pay to employees performing a particular job or function. Salary range generally has a minimum pay rate, a maximum pay rate, and a series of mid-range opportunities for pay increases.