Third was the need for me to know not only that there was a dissatisfaction with my work performance, but, also that there would be consequences that affected my job. What transpired in this example is one of the barriers of communication – Silence. The employment agency assumed that no news was good news. We see that this was not the case. In reality, ‘silence and information withheld are both common and problematic.’ (Robbins & Judge, pg
Values have been shown to influence manager-subordinate relationships, and that specific organizational processes such as group behavior, communication style, leadership effectiveness, and conflict level may be directly related to similarity in values among organizational members In view of the rather pervasive impact that values may have on organizational behavior, it is essential to know more about the ability of available instruments to accurately measure values. Such research should focus on the application of personal values profiles to critical areas of organizational decision making such as promotion, job satisfaction, leadership ability, employee motivation, and the numerous dimensions of employee
Finally, we have seen how these incentives affect different types of organizations. We have seen cases where companies move for reasons that other may consider small like consultation, or travel. While others move because of additional material benefits, such as lower labor, and shipping costs. Because of the importance of this decision an organization should study the different types of incentives and chose the most beneficial to their
Contingency Theory has various styles of leadership and no two workers are motivated the same way (Lewis, Packard, & Lewis, 2007, p. 278). Based on the interaction on how the supervisor and the employee’s role intertwined with each other it was clear to see that the supervisor assumed and expected certain expectations in the workplace and assumed that along with that the client’s needs would also be met. As we seen the situation play out we also noticed the lack of motivation to practice the token system with the clients coming from the employees’ point of view. The challenge there was that competency and practice of the method were not being held to the same standard as the supervisors’ vision. If the supervisor has a strong sense of that method and knowledge of it, the employees were not reflexing the same in this example.
Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say. According to Dr. William F. Kumuyi, some signs of a bad listener are interruptions, inpatients, in attention, bias, and shutting down during communications (Kumuyi, 2008). These examples of being a bad listening skills help keep show the manager / supervisor attuned to how exactly they might be listening or appear to the employee as listening. One can not go through life thinking that it is ok to interrupt or be impatient, for this will tend to make others think you are not listening at all. Communication is a highly important tool in the workforce.
Hence in order to attract, engage, cultivate, and retain talent, those who have the task of talent management must understand what is important to employees (Kontoghiorghes & Frangou, 2009). Open communications, job satisfaction, and training opportunities were found to be associated with voluntary turnover and employee commitment by other studies as well, as stated by Kontoghiorghes and Frangou (2009). On the word of Kontoghiorghes and Frangou (2009) open communications and good supervisory relations were also mentioned as key factors in retaining high performers. Lastly but certainly not
Both also buy into the idea that autonomy is what drives them. Like Drucker, Hammer (2004) stresses the importance of defining the task of the knowledge worker. Defining the task of the knowledge worker is important because it is necessary for expectations to be established (Drucker, 1999). And because the knowledge worker is not programmed by the defined task, the task can change. While Drucker (1999) attempts to establish a way to measure productivity, Hammer (2004) suggests that the productivity of the knowledge worker should not be measured, but rather measure the productivity of the organization.
This theory is the opposite of the goal setting theory. According to Robbins and Judge (2011) “Reinforcement theory ignores the inner state of the individual and concentrates solely on what happens when he or she takes some action”. This tool can be good if the employee is willing to do the required work to be successful. The goal is mostly motivational in the since of rewarding one’s effort to complete work. You have to be careful though when trying to motivate people.
The factors that affect collaboration also strengthen the team’s productivity and responsiveness to changing conditions. Personal responsibility means to be accountable and responsible to carry your obligation and duty either personally or in a group. It also means that you accept that when something goes wrong, you are the only one to blame. If you do not have personal responsibility then you will not do tasks to the best of your ability or put in the required effort needed to accomplish your goal. Not having personal responsibility can have negative effects on the outcome of your project and can cause resentment or even hostility from the other group members.
The strength of being a consumer brand was not beneficial for B&D. Companies should strive to avoid product positioning overlap and brand dilution. Company should have clear identification of their products based on different segment and targeted market. We also learned from the case that customer preferences are heterogeneous; tastes and preferences differ among people. We should consider design attributes of both function and aesthetic form.