Another reason for team failure is free-riders. Brickley, Smith & Zimmerman define free-rider problems occur when an individual receives the full benefit from shirking but contributes a part of the costs (2007). In the Army saying, the strongest ten percent carries the weak ninety percent. Unfortunately, hard workers will put in the most where the lazy ones will do the bare minimum to receive the same reward and recognition. As a result, hard workers become demotivated and unwilling to work harder.
We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests. The team members learned that individuals approach job requirements in different manners; this may indicate the reason why an individual’s personality maybe mismatched with his or her current position. Week Two The team members learned about communication during week two’s readings. We learned that communication is one of the most important factors within the workplace. Communication has four factors, control, motivation, emotional expression, and information.
Employee Portfolio: Management Plan MGT/311 May 31, 2012 Mr. Sumner Employee Portfolio: Management Plan Sandra Wilson, Leslie Walker, and Frank Thompson are the employees who participated in the self-assessments. The manager identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to best capitalize on the employees’ characteristics. The results of Frank Thompson's assessments indicated a job satisfaction rating below the means, exhibited high engagement, and positive emotions during the assessment. Leslie Walker scored higher than the means in job performance, demonstrated high engagement, and exhibited positive emotions. Sandra Wilson scored below the means in job satisfaction, is only moderately engaged, and expressed relatively neutral emotions during the assessment.
Acting as the consultant, I will provide a brief description of the situation, recommend a solution, and provide the results for each of the four major phases in the simulation. Major Phases Simulation Phase I Situation - The consultant must determine the primary cause to low job satisfaction among the stunt performers. Reading the blog provided some insight to how employees feel about their employer. * The company’s salaries are below the industry norms. * The stunts are routine and outdated, and suggestions for improvements are unwelcomed.
However, he scores low in engagement. He tends to alienate his co-workers which can build distrust between them. It is recommended that he take the Communications Skills survey so that the company can help him develop his interpersonal skills to build a more cohesive team. Tim Scott also has high job satisfaction, but tends to act first and think later. It would be beneficial to have him take the What Time of Day am I Most Productive survey to see if his poor decision making is based on his ability to focus.
Agreeableness- kind and affectionate, my score was 4.33, I scored high in this trait. I agree with my score because I am a very kind and loving person. 3. Conscientiousness- reliable, organized, self-disciplined, my score was 4. I scored high in this trait.
Businesses also suffer when massive layoffs occur. When spending by households decreases, incomes decrease for the businesses. Governments are not immune from the effects of massive layoffs of employees either. When households spend less, and businesses are selling less, there is less sales tax to be collected by the government. Also, when employees are laid off there is less income tax to be collected and to make things even worse, former employees can collect unemployment benefits from the government.
Leadership styles in particular can have a major influence on how individuals behave and how it effect decisions made in groups for example. Autocratic leadership . The effect of this is that it often creates for an unpleasant experience; group members give less effort into completing functions to the best possible outcome In addition the leadership style of Democratic leadership has been found to be the most effective, the influence it has is the leader reserve the right to make final decisions but encourage feedback, ideas, and suggestions from all members of the group usually leaving members feeling satisfied. And lastly is
James performance appraisal method is implemented by using the generic performance appraisal form; because it allows the supervisor to list the job description and rate whether or not the employee is performing to standards and allow. Numbers are given to rate performance level rating someone less than 2.0 means that they will need some improvement in a particular area. Rating someone 2.0 mean they are doing just enough to get by the average anything higher than 2.0 means they have done an extraordinary job (Fallon & McConnell 2007; p.241). The organization implemented this performance appraisal over self – appraisal and team appraisals; because self appraisals keeps employee’s from over and under rating themselves. team appraisals can sometimes be unjust, because one or two people could possibly slack when it comes to performing their job and make the team look bad.
This is a potential reason for the high turnover rate, as low-level employees are more likely to be transient. The results also showed that the majority of the sample was more dissatisfied, than satisfied with company operations. The qualitative data showed more negative responses (1 and 2) versus positive or middle ground responses. Employees feared losing their job and felt they were not being compensated fairly. Also, the majority of the employees surveyed did not enjoy their assigned shift nor did they feel they were given the proper tools to perform their jobs effectively.