R.F. Insurance :: essays research papers

R.F. Insurance is a commercial insurance company based on the east coast. In 1984, a group of graduate students were given a project to asses job design, career development, and job motivation in a particular soil moorage of R.F. Insurance. The findings of this group despite the limited sum up of respondents permitted to take the students survey are more or else what stern be expected given the circumstances surrounding battle at R.F. Insurance.The district major power operates under the control of the district office manager who is essentially in charge of a bargains team up, asseverate adjusters, several office clerks, and one loss ginmill engineer. The sales team is in charge setting up the appropriate account for the customers pick out and finishing the sale. Information about the customer is provided by the loss prevention engineer who meets with clients and helps to evaluate the risk of insuring a potential client. Once the sale is completed the district manager as signs the policy to one of the claims adjusters based on the complexity or importance of the policy and policy holder. From this point on till the policy is cancelled, the claims adjuster will handle ever saying of customer service associated with the insurance policy. The rest of the paperwork, filing, and processing is handled by the clerks of the office. from each one clerk has specific tasks and is responsible for filling out a unremarkable work sheet which the lead clerk collects and creates a weekly line on their work. When the team of graduate students began their analysis they did so under the placement that the district office manager had control and veto power over the surveys and interviews being used. However, upon discussing matters in more detail the district office manager further limited the students to questionnaires only. The questionnaires were to include a allowance of the Job Characteristics Inventory and a 24 question survey. The district office manager instantly revoked the clerical staff from participating in the questionnaire and in any case vetoed six questions he did not like. He distributed the questionnaires to only 5 sales people, 4 claims adjusters, and only 3 of 8 clerks. The results of the questionnaire were as expected. The 9 high ranking employees generally reported a more positive beget with job development, utilization, influence, and advancement then did the 3 clerks. From the data collected you can only infer that the other 5 clerks would more then seeming share similar feelings.