Motivational Methods HCS/325 October 10, 2011 Jamee Smith Motivational Methods There are many different motivational methods used in the workplace. One key player is inspiration, which is unavoidable in the workplace. For a future manager it’s important for them to know different ways of inspiring employees so that work is done more efficiently. Through this paper the different methods will be discussed and show the significance of inspiration. The inspirations of workers can a large problem for managers in business.
Workforce Planning at Cameco 3. Discuss the major internal and external influences that are likely to require Cameco to review its workforce plans constantly to ensure it can meet its objectives. A workforce plan is a strategy set out by the business that forecasts the amount and type of employees that the company will need to employ to maintain or increase productivity. Internal A key internal influence is the type of employees that the company needs, Cameco review highly skilled workers in order to be able to offer a good service. If the company has low skilled employees than they will not be making the most out of their assets because there will be more wastage in production, this can result in an increase in the amount being able to provide to the public.
Managers at ACC have to cautiously examine their respective workers and decide if they require the need for extra people and if they do the managers have to estimate the different personalities they manage and what type of personality would fill the open spot effectively. One of the smartest methods a manager can embark on is to set their workers up to be successful not just as individuals nevertheless as a
Job Skills Necessary for Success In society today the skills needed to be successful in today’s workforce may differ depending on careers chosen. Although, there are some expectations that are expected and remain the same, for example: being well groomed, being punctual and, having a good attitude. As with any job there are many steps to take before you are even able to show an employer the skills that you possess. Of which many employers have used to evaluate you before you even have the opportunity to sell yourself as a good candidate for the job. Many employers now evaluate the applicant’s credit report, although it does the employer no good knowing what companies you have or have not paid it tells them a whole lot about how responsible the person is; which is one of the most essential skills needed to be successful in today’s workforce.
Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.
Employee Training and Career Development Paper Karl Bryant HRM/300 04/13/2015 Dr. Lauraann Migliore Employee Training and Career Development Paper There are many aspects that go into the training and career development in different organizations. Each organization depends on human resource department in different ways. Human resources is a people department because in most companies today managers depend on HR to find or locate candidates that are right for the job and also aid in the training or creating the proper training to ensure new hires are going to be able to get the job done right. Creating a job or career is the hard part in an organization due to the fact that you have to make sure labor demands are high enough to pay the employees for the positions if the labor demand is not high enough or worth doing you would basically be paying money when it’s not practical. The role of training in an organizations development is an important aspect of any company and is a process of its own.
People are a business most valuable asset and keeping them satisfied, motivated, developed and retained is necessary if a company is to remain profitable (humanresources.about.com, n.d.). HR department plays a vital role in companies; helping them master the challenging competitive environment and the demand for highly qualified employees. Their primary roles are locating, screening, recruiting, hiring, and training high quality individuals who will become constructive members of the organization. They must be professional at all time handling different situations and people; skillfully communicating the firms’ policies, procedures, and goals: other responsibilities include perform job
The organization should follow company’s strong culture and consider retaining the talent employees to accomplish its business plan. But, Tanglewood relied on its experienced employees as a major source of talent. As I said before, suppose the company promotes internal employees, there must have many gaps in the organization. So, how to find new employees let them become skill employees are the big issues. 2.
Acquire or Develop Talent: engaging in an acquired talent strategy shifts the responsibility of employees to human resources department to all managers throughout the organization. The process of attracting and retaining profitable employees is well promoted in the organization so this really increases more competitive relation between firms. But if you refer to the book if the company wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent. This is obviously the best strategy for Tanglewood due to its evident looking at the case. They are some inconsistency in the management styles between the first set of stores and the more recently acquired stores.
In addition, management controls the process as well as providing the path, rules, and resources to reach the companies goal (Kumle, 2006). Roles of Managers and Leaders Some say that the difference between a manager and being a leader is that management is career while leadership is a calling. Being a leader, one has to have a clearly defined convictions and most importantly, the courage of one’s convictions to see them manifest into reality (Kossoff, 2011). Effective leadership skills are developed and refined by time, experience, and a true desire to be more than just a manager, but a true leader. What roles do managers and leaders play in today’s environment?