5.0 points) Working for someone else I could develop good communication skills and become an effective leader by observing the good and bad points of another business owner. Having good communication skills would probably help me be more persuasive with employees and have a happy customer base. This would lead to a good reputation and having repeat business and also of becoming more of an
The benefits of a job description are: If the job description is well-written and accurate it helps the company to attract individuals with the right qualifications which will make the selection and recruitment process faster. If the job description includes a good explanation of the job role it will prepare a potential employee what will be expected from him or her. As it will list the minimum requirements only people with the right qualifications and experience will apply and this will save the company time. The limitations are: - Due to a job description an employee may be not as flexible and might refuse to do other tasks that were not listened in the job description. A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason.
The reasons for this may be that people not be offended, we will not say something which may upset or provide a trigger for a vulnerable service user or put ourselves at risk. We reveal less intimate details about our personal lives in a work setting and people only know the basic facts about what our lives are like when not at work. In a personal relationship, it is acceptable to reveal details of what we do in our spare time and our relationships with others. This is in part because people we work with, such as service users, other staff or other professionals, do not need to know, talking about ourselves takes up time and makes us inefficient, if we are talking about ourselves we are not listening and are taking up time when a service user, member of staff or another professional may have something they need to share with us which is more urgent. We may also be putting ourselves and those around us at risk.
If I were to find myself in management at Kudler, I believe my performance would be welcomed and appreciated by all levels. Of the issues that may arise, most would be corrected and resolved with relatively little confliction of ethical values on my part or the company. Of those that were not, I think a rational decision or plan of action would be easy to come to because of the similarity of ethics between myself and the company. It would be exciting to work for a company that is aligned so closely to my own
This strategy emphasizes the company’s ability to utilize its existing internal resources and focuses on streamlining operation through proper sizing and cost reduction. Even though this way could create short-term benefits to shareholder, this approach could negatively impact the company’s ability to adjust to external changes, especially rapid market and competitors’ changes. * Outside-in strategy: which is external market oriented strategy. Company makes the business decision according to the customer needs and market trends. It is “outside –in” thinking, which could help company to catch up with the market trend and develop products and services that meet the needs of customers.
This allows for information to be shared much easier, faster, and in a more efficient way. This also helps build trust between the two organizations because neither company is trying to hide information from each other. However, a disadvantage of this point-to-point system is that one group at a company might not agree with the employee practices at the other company and tension can be created between the departments and escalate to bigger issues in the future. 3. What role does trust play in the relationship between Whirlpool Corporation and Inland Steel?
This results in a controlling supervisory system where employees are usually not consulted concerning major decisions. System II organizations uses rewards that are used to motivate employees with some freedom being allowed to state their opinion on organizational decisions. Although system II allows some openness, managers have the primary decision making responsibility but employees in the organization must act carefully. Without being cautious their opinions could cause conflict. In System III organizations are very open to employee conversations regarding the managerial decision making process and management threats are avoided.
This will require that I understand and build on the non-verbal clues conveyed by the team, responding accordingly in order to make a connection on a level that works for them. Lastly, my plan should develop so as to allow me to interact with the team on a more social level, perhaps spending time outside the office. My interaction with them on a more personal level should help me feel more relaxed in their collective presence, while retaining a personal connection. Ultimately, as I gain confidence with them, my enthusiastic and positive view of our employees as a whole will take hold in their minds, providing some offset to their wholly analytical views and logical
Typically, the formal organizational structure also spells out how information flows throughout the organization to ensure workers at all levels have access to the information necessary to do their jobs. Advantages and Disadvantages ◦ A major advantage of the formal organizational structure is that there is no question of who is in charge of whom. Formal structures are easily understood and are held together by specific rules and regulations. The formal organizational structure leaves little room for misinterpretation processes and procedures. However, one of the greatest disadvantages of the formal organizational structure is that the layers of bureaucracy may hinder the decision-making process.
They can be effective tools to manage and develop employees. But how can performance reviews be objective when the work being performed is subjective? Some jobs are easier to measure – for example data entry, factory production, or sales representative. But other jobs are more difficult to objectively measure performance – psychologist, human resource practitioner, or President of the United States of America. The company I work for changed their performance evaluation standards recently and instead of being given a 1-5 performance ranking, we are now rated as either “perform” or “not perform”.