Their employees are very good at what they do; they perform their tasks in a timely fashion, and work efficiently and effectively to get the results that they promise their clients. On their website, you can find a long list of satisfied customers and their specific comments that they have left for the company. Since J.L. Nick offers a wide variety of services, the comments praise the company and its employees in terms of conducting consultations in a very timely and professional manner. Their clients have been very impressed when they worked with the company to help them through transitions or when they assisted in helping an employer recruit potential employees for various positions.
University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees, based on their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member | Performance Rating | Summary of Assessments | Motivational Strategy and Action Plan | Relevant Theory | Pam | 4.05 | Pam has indicated through self-assessments to be a high achiever with a need for affiliation. | Implementation of a goal-setting strategy that uses reward as a reinforcement to keep employee focused.
Christine Rankin gave her associates enough autonomy and authority to make decisions about making on the spot decisions in most of the benefit application cases. She empowered her employees by transferring some powers to them so that they accept responsibility and accountability for improving the benefit application process but also had the authority to make decisions based on the judgment of what is best for the organization. Christine Rankin showed initiative and bore the risk- therefore winning her favor from her employees by placing trust in them. She controlled the processes for processing the benefit applications by establishing the system of spot checks and evaluation process. Rankin’s confidence and boldness showed through in the successful formation and implementation of the idea.
Developing Leaders at UPS Yvonne Smith BUS660 Dr. Ray Powers July 22, 2013 Developing Leaders at UPS Major Skills of a Successful Leader The major skills Jovita Carranza has demonstrated in her career at UPS that have made her a successful leader are a strong work ethic and a commitment to UPS. As a result of this, Ms. Carranza did not hesitate to take advantage of UPS rewarding her with opportunities. Ms. Carranza attributes much of her success to her eagerness to take on new challenges. She accepted all opportunities that were presented to her because she felt that she could learn something and each opportunity would be a platform for future endeavors. She feels that teamwork, interaction, and staff development is one of the achievements of which she is proudest.
What are the major skills Jovita Carranza has demonstrated in her career at UPS that have made her a successful leader? Jovita has shown that she has taken on any opportunity that presented itself to her, while taking the new positions she used it as opportunities to gain better insight into the UPS operations while building on her skills to better position herself for the next opportunity within the company. She epitomizes the A-O-R model, action-observation-reflection model is when a person not only acts but observes and reflects on the new learning and opportunities for improvements on actions that may have not been successful or needed to be altered for a more successful outcome the next time. Ms. Carranza further solidified this by stating, "Sit back and listen and observe", you "learn more by not speaking " (Hughes et all, 2012). Consider the spiral of experience that Jovita Carranza has traveled.
University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | | | | | |Doris Blakenship |Doris scored high on each assessment. She has a |Doris copes well with the demands of her job, and because of her|Goal-Setting Theory | | |great attitude and possesses skills of being a team |great personality and people skills, she will be an asset as a | | | |player willing to go the extra mile to accomplish a |leader.
We are informed about all changes that affects our directorate on a timely manner, we are up to date with any innovation and changes brought to the Trust. One of the roles of the team leader is also to give a good example to other co-workers and have all qualities of a good team leader. Team members will follow a good leader because of his/hers position, values and responsibilities without questioning their capabilities and knowledge. Basic and simple role of the leader is managing the flow of day-to-day operations, recognising and evaluating changing needs of the workplace, seeking additional resources to support people, work and changes. 2.
Since Mrs. Scott had deep spiritual roots, as a manager and individual she influences her organization’s behavior by her example. Mrs. Scott is always present and displays the values of honesty, hard work and treating customers in a way that keeps them coming back. She shows empathy as she talks to the customers about their needs and expects everyone in her employ to do the same. Since Mrs. Scott is always present she can observe not only the customers but her employees and this achieves effectiveness. She shows she is responsible for the effectiveness of her organization.
Running Head: EFFECTIVE TEAM COMMUNICATION Effective Team Communication: A tool for a successful team Maria L. Rollings University of Phoenix Abstract Communication is used continuously through our personal and professional connections as part of our everyday way of life. Improving one’s communication skill is a responsibility that must be considered a never ending goal to be effective. Constant practice and applying all three methods of communication skills will help develop successful relationships within a team. Patience, flexibility, and one’s willingness to compromise are qualities that promote efficient communication skills. The importance of effective communication learned from teambuilding or workshops will predictably enhance a team’s success.
It is very important to ensure that all staff members have the necessary skills and have undertaken suitable developmental activities to complete the work they are given. As a manager it is important to look over and carefully calculate the time and cost on a regular basis to make sure it’s cost effective so the organization isn’t losing money. Having regular consultations (meetings, brainstorming sessions, project groups etc.) are also highly expected from a manager as it provides prompt and constructive feedback to the employee. 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.