Work with a bad boss is hard and Intolerable. Second, a good boss is a fair person who promotes his employees based on their abilities Up he gives equal opportunities them to grow up in their jobs. Unlike, friendship effects on a bad Boss and she follows her emotions to promote her friends up. This promotion is not based on abilities of her employees. Clerks who more near to the boss, they have more chances to go forward in their job.
Failure to report to work is usually an easy issue to deal with for a supervisor. If it happens once, a warning or in extreme circumstances a suspension as disciplinary action is sufficient. In a rare circumstance a high-performing employee with a personal problem, such as a wife committing suicide is an acceptable excuse for abesentism at work. This reading will narrate some of the critical thinking steps to handle a situation with factors taken into consideration. Personal Experience Larry is a high-performing manager who works when the company needs him.
He doesn’t think that his staff is offering and contributing to their job as much as he does. As a brand manager of a group whose job is heavily involved with creativity, flexibility and thinking out of box, Simon’s management has created a punitive and mistrust atmosphere that prevents his staff from sharing their points of view and challenging new ideas just like Simon did when he was an assistant. Also, this downfall of his management style will eventually lead to lower job satisfaction rate of his staff. The pro of his style is that he catches the flaws at early stage, which is also a very valuable skill and can save company time and money. Simon’s personality type is a combination of Obsessive-Compulsive and Narcissistic Personality.
When employees feel empathy they give up their best but, on the other hand, when people experience lack of empathy they only work for the money and not for any internal joy. Lastly, there is the need for need to stay connected.A good leader should be able to connect socially with the subordinates and build relationship both within the organization and outside,If a leader can handle relationships well, he will be able to move the whole company on the same line he is towing.s Emotional intelligence can be transmitted from one person to another, so leaders who have emotional intelligence unconscious transfer it to their workers. It beholds on all leaders to have emotional intelligence, those who do not have it can learn since with practicing for a long time throughout the lifetime of a person can help one have it. There is the need to instill emotional intelligence in kids because there is a positive correlation between children who are taught emotional intelligence in their early age and their adult life.However, recent research indicated that the number of emotional intelligence among children have gone down because of technological and social changes that make parents always neglect their childrenOne can also learn emotional
My Boss, L.J. Watkins, wants to cut cost because of increased competition from another firm and some changes have already been made. Before these change Watkins Co. had a relatively laid back atmosphere in which supervisors did not frequently push or confront employees that often. Wages were considered low for the area and as a result workers would work overtime to make up for their low pay. They were unsupervised during these overtime hours and reportedly were very productive.
WORKPLACE COMMUNICATION. 215. Communication is essential in any work place or business as if not carried out it can affect business. Good communication means a happy working environment, poor communication can lead to disgruntled staff or customers. There should always be good communication between management and their staff, being misunderstood and feeling out the loop are signs that communications have broken down, Which can lead to a situation of frustration and may result in work not being carried out correctly.
The most important manager is tend to be a “self-made” bosses alike Oleg Shimanov. Such a managerial style involves distrust of the subordinate, vigilant supervision, intimidation and power hoarding. What is said to have remained is “tension at the top layers, and worry at the bottom”. On the other hand, one very positive reminiscence of the former style is that the employees are able to keep the outdated and decrepit machinery running, as well as to establish creative networks were necessary to meet quotas and ensure production. This is an interesting characteristic due to the fact that they are not at all committed and involved into the managerial process.
Through a dangerous circumstance, Tom Benecke risks his life trying to fill his empty pockets; however, he learns what he should have been filling his pockets with all along. Tom Benecke is a tall, lean, dark-haired man who is more concerned about success at work than the truly important things in his life such as his wife. This character was interesting to me because of the lessons he learns about life and himself throughout the story. I do not like Tom's selfishness and his obsession with work, but in the end of the story I came to admire the choices he makes to change himself. A friend of mine reminds me of Tom because she always puts other things before her family.
This provides applicants and employees to have a full understanding of what the position involves and what is expected of them. Employee referral programs This is a great strategy because employees constantly acquainted with someone who wants to work and are in the job market. Using employee referral decrease the time used to locate a job-hunter that is qualified enough to work with the company. With this strategy it decreases the amount spent on advertisement. According to Maxwell (2004) “it would be very considerate to give the employees whom have the best referral a bonus.” This strategy usually works because no one wants to work with a person who does not like to do their own job, and an employee will never request to hire a person they know cannot hold a job.
They will already have the skills you want to nurture throughout the organization. A core of people with strong humor skills is one of the most important keys to helping other employees build up these skills. 2) Be sure humor and fun are modeled by top management. No plan to change the corporate culture can work unless it is supported and modeled by top levels of management. Most employees assume that humor and fun on the job will be viewed negatively; so they need clear evidence that this is not the case.