Behaviors of employees tend to feed off of each other and can be addressed and adjusted by using reinforcement tools with focusing on equality throughout the casino. Positive and negative reinforcement, rewards and punishments can lead to more productive employee behavior and less counterproductive employee behavior. Employees want to be valued as an individual giving and using their skills to generate a productive business. However, when they feel as though they are not valued and receive no reinforcement in a positive manner they tend to feel worthless. On the same hand employers must give positive feedback when necessary as well as criticism when necessary.
Mike McCarthy shows a general satisfaction with job. To increase job satisfaction to above average, management will need to pursue in showing appreciation of Mike's accomplishments at the workplace along with creating advancement opportunities for him. The job satisfaction score on the assessment is only average, it is recommended by management that the employee takes the How Are You Feeling Right Now Assessment. This assessment will identify if the employee has job dissatisfaction or has dissatisfaction of life. By having this assessment, management will be able to further aide in improving job satisfaction by having the necessary information to direct employee in direction of having the best positive results.
Team "B" Reflection Summary: Weeks One and Two Shamela Caldwell, Brandee Carter, Katrina Harris, Ina Howard, Carolyn Young MGT/311 August 22, 2012 Walter Goodwyn Team "B" Reflection Summary: Weeks One and Two Week one addressed the varying levels of job satisfaction and how it is measured. Job satisfaction consists of factors such as, interaction with co-workers, supervisors, and the way an individual adheres to the rules and policies of the organization. We also discussed that attitudes determines the behavior of an employee when it comes to productivity, efficiency, and the ability to participate in a team effort. Unfortunately, too often individuals equate good pay with job satisfaction because to them to having a job should suffice.
Winchell Sr., he incorporates what it takes to be a great general manager. It is important to understand people by applying specific theories related to reinforcement, teamwork, why employees fail at their job and motivation. As a leader, it is significant for employees to feel appreciated. A simple thank you shows appreciation and respect for the employee. General Managers have the ability to reward those employees who are exceptional in their position.
According to, the Adams Equity Theory, what motivates people working within an organization is the employee’s perception of equitability. The Adams theory suggests employee perceptions of equal input and outcome ratios, in comparison to coworkers can encourage or discourage individual motivation. Adams Equity Theory suggests an employee’s motivational basis regarding individual inputs, such as productivity and efficiency, is equal, or equitable, to the outcome he or she receives from performing the job, including pay or recognition (Adams,
Furthermore, by lending an empathetic ear and accurately identifying the root cause of problems, the plan builds relevant solutions to meet employee needs, enabling enhanced performance. Another strength is boosting the workplace atmosphere through optimism. The plan has some weaknesses in addition to the above listed strengths. For instance, an approach using emotional intelligence attributes may be perceived as invasive or personal, resulting in employee resistance (Pearman, 2011). Also, some employees may not be capable or willing to transition to a positive mindset.
SWOT Analysis CanGo is made up of multiple internal and external factors that are both favorable and unfavorable to the company’s future plans and success. A SWOT analysis helps to breaks these areas down to fully understand their impacts on the organization. CanGo does have unfavorable factors including internal weaknesses, and external threats. Weaknesses that have been identified include an unorganized management team. Low customer satisfaction is another internal weakness that is crucial to the success of CanGo.
Both Leslie Walker and Frank Thompson exhibited positive emotions in their assessments, which leads to self-confidence, enthusiasm for the job, and willingness to help others. Neutral or negative emotions such as Sandra Wilson may cause stress, unhappiness on the job, depression, and reduced productivity. The additional assessments recommended for Leslie Walker include: What’s My Basic Personality?, How Well Do I Handle Ambiguity?, and How Involved Am I in My Job? Frank Thompsonshould consider taking the: What is My Emotional Intelligence Score? and the Do I Trust Others?
A stereotype is a popular belief about specific types of individuals. The concepts of stereotype and prejudice are often confused with many other different meanings. Stereotypes are standardized and simplified conceptions of groups based on some prior assumptions. When stereotypes persist in the workplace, candidates for promotion may be overlooked, and work teams do not function properly. Stereotypes are not fact, they are just biased opinions people base on each other.
If you wrap the downturn in a way that could be socially responsible, it will further strengthen the trust between the labour and management. The next time round, the workers would be even more responsive. But if you wrap up this downturn wrongly, you recognise only, you give consideration only to the stakeholders, you give them more dividends in some cases special dividends and neglecting the role of the workers, then the next downturn it will be more difficult for them to expect the labour movement to respond accordingly". o This shows that people in the down part of the business will try to work as hard as they can because they know and want to achieve success or the goal in which they will get a higher