When one’s morale and trust is diminished, then job satisfaction goes with the morale and trust; and with that goes the willingness to work. With a positive, strong communication strategy between the supervisor and subordinate, productivity and performance will improve and the overall efficiency of the business will improve. My theory is that with strong, positive supervisor-subordinate communication, both parties will be satisfied. I think that if the subordinate sees that the supervisor is open to communication between one another, open to suggestions, and just the willingness to listen, the subordinate will see that the supervisor genuinely cares about their employees; which can lead to job satisfaction and satisfaction with the supervision. As important as it is to run a successful business, it is also important to remember that we are all human and positive verbal and non-verbal communication can go a long way.
This program will provide the employees a number of professional development opportunities to build skills, strengthen our core values, remove barriers and enhance trust among the leadership group and our employee base. This program will appeal to the employee’s intrinsic and extrinsic motivators. As we see with Douglas McGregor’s “Theory Y” proposition, employees like work, are creative, seek responsibility, will exercise self-direction and self-control if they are committed to the objectives. Introducing an employee leadership
There are different things to ensure that you have a productive business. One initiative can be to take the right steps in making sure their employees are experiencing a sense of well being through employee involvement strategies. According to Pincus (1986) employee involvement programs have been defined as long-term comprehensive processes that are developed to enable workers to participate more fully and effectively in problem-solving and decision-making through structured and institutional changes in many aspects of the work environment Four employee involvement strategies that have been seen to be highly effective start with using suggestion boxes, delegating authority, using a task force, and the creation of organizational
Which will help to suggest improvements that will increase resource efficiency and effectiveness; as employees use resources everyday to get there job done and will know what works and what doesn’t. It is necessary to develop KRAs and KPIs that meet the organizations needs, as Key Responsibility Areas (KRAs) refer to general areas of outcomes or outputs for which the department's role is responsible for. KRAs help individuals clarify their roles, align their roles to the organisation’s business or strategic plan, focus on results rather than activities, communicate their role’s purposes to others, set goals and objectives, prioritize their activities, and therefore improve their time/work management. While Key Perfomance
Diverse workforces also boost the productivity by affording all employees a positive work environment and opportunity to advance within an organization. Managing diverse workforces is challenging but with sufficient efforts and efficient managements is able to boost the organization productivity. 1.0 Diversity awareness training Main idea of the training should be designed to make people aware of their own diversity, biases and discriminations. At the same time, the employees should be guided how to response and behave towards diversity in their workplace. By promoting diverse workforce will illustrate to your employees that diversity is embraced and will give them a sense of comfort with their surroundings, leading to greater productivity.
The decision making style a leader employs should depend on the situation. The most effective leaders transforms the work/task into something that once performed well, serves more than earning a financial reward or individual recognition; it should serve a greater purpose or mission. Transformational leaders are more active in working with the employee, encourage innovation and creativity; whereas transactional leaders give less and are primarily focused on the pre-established trade. However, the exemplary leader must be both transactional and transformational. Ultimately the management student must learn that, in order to be an exemplary leaders, they much go beyond what is common practice and create new ways of motivating their employees.
The important thing is how we react to these emotions in the office. No one should feel victim or powerless, but it is important to react properly in the workplace. How we treat one another and how well we work together can greatly affect how far we will go. One of the most important things a person can do that will shape her entire work experience and career is to build a strong support network from day one on-the-job (Ann, 2013). This network will be an awesome support in dealing with difficult situations.
This advanced tool that information can be also used for employee development. It highlights training needs and gives guidance. By using performance management system companies can ensure that fairer decision making vs. development. An organisation benefits as it put standards in place what the organisation sees what is expected and what is perceived. Treating employee employee`s fair increases the company ability to stay consistent and employees more like to stay loyal.
For an assortment of employees to function effectively as an organization, human resource professionals need to effectively deal with issues such as communication, adaptability and change. This paper will discuss the benefits of providing a diversified workforce, compared to maintaining a workforce that only thinks one dimensional. In addition to discussing the benefits of a diversified work place this paper will also discuss some of the drawback that may arise within the scope of diversity in the workplace. Diversity in the Workplace Government Enforcement An organizations total success is built around the operation of its employees. The employees are key to providing excellent ideas that allows the company to grow and prosper in ways that may be unimaginable to those who refuse to allow thinking outside the box.
With that said, it is realistic that each organization has productive and counterproductive employees, and there are many factors that can be taken into account as to why. This paper will help to define productive and counterproductive behavior, the impact they have on an organization, and how an organization can increase productive behavior and decrease counterproductive behavior. Productive Behavior An employee should have a very good understanding as to what productive behavior is in order to be productive. “Productive behavior is defined as employee behavior that contributes positively to the goals and objectives of the organization” (Britt & Jex, 2008). In order for the employee to show productive behavior the employee needs to have a good understanding of the organizations goals and objectives.