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.
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
That is my main function within the group, to facilitate the day-to-day actions of the other members. If something needs to get done, I assign a member that task and then follow up until completion. The only draw back so far is my aggressive attitude towards mission accomplishment has caused some of the other members to recent my approach. I do not always ask for things in a nice way, I think being direct is the quickest way to get something completed. The biggest affect that it has on the group is slowing down the amount of work that was getting completed.
This is a major issue because feedback is an essential part of motivating a person and making them feel valued in the company. Employees need to know that their ideas are being heard, and they must be presented with ways to improve themselves or the process as a result. Another, de-motivating factor that is affecting employee motivation is the perception of inequity amongst the supervisors and workers. Workers at the Engstrom have complained that supervisors should not receive
A lot of people may view professional development as being a chore, a requirement of the job or maybe they feel that with the everyday tasks they already have to complete for their job they just don’t have the time to take on anything extra. However in the role of manager it is our responsibility to identify the staff needs for development with each individual’s ability and possibly their preferred learning style to turn professional development from a negative to a positive for that person, to enable them to develop their capabilities and skills within their job role and enjoy the experience. When sourcing areas of training for staff be creative, assess who the training is for and the best way to deliver it, if for a group is it better to bring someone in and do it in-house is this feasible to your workplace. Other possibilities may be that the training is available to do online which in turn means that you don’t have to close for to provide training, maybe it would be possible to organise joint training with similar organisations to enable release of a smaller
team appraisals can sometimes be unjust, because one or two people could possibly slack when it comes to performing their job and make the team look bad. The organization wants all employee’s to benefit from the great effort that they put into performing their job; therefore they should be evaluated separately. A generic appraisal form for each employee seems to be fair it shows each employee his/her weakness and strengths allowing room for growth if needed(Fallon & McConnell 2007;
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. In my opinion, the most ideal employee will have the skills of being punctual, honest, responsible, kind, being able to work well with others, and being willing to further their education. They will also have the knowledge of knowing when to use their resources and where to find the information needed, and to not be fearful of the consequences when they make a mistake and being honest enough to verbalize it. The skill of being punctual speaks for itself when working any job it is important that you are clocked in and ready to work when you shift starts. Not only because you have a job of which, is organized based on your scheduled hours, but also for the respect of your co- workers.
If I go to work and work hard to improve myself or my job I deserve to be rewarded because I have earned it. I do not believe that this always happens in the work place for various reasons, family involvement in the business or even the state of the economy prohibits it. This does not mean that I did not earn anything, I may have earned respect from my boss or fellow employees or even my own self satisfaction for doing my job to the best of my ability. The other possibility is that if I do not do my job and just show up and let
4.1 Explain how…. a) Recognising person centred values Person-centred values can reduce the likehood of an abuse because if they are taken into consideration when supporting an individual, all the staff will be working in the same way and will feel shamed if they abuse because of the way that they have been taught to work. If one of my client has the freedom to say what he or she wants and is at the centre of any decision, it will be less likely that there is abuse. The individual will know what suits him or her and will not get so frustrated. I always put the service users I work with, their families and friends at the centre of any decision about them.
Leadership and Performance in the Workplace Kelly Johnson PSY 435 April 2, 2012 Hugh Wallace, Ph.D Leadership and Performance in the Workplace Organizations need employee behavior to conform to workplace performance standards (Brown, 2011). While employees need to feel their behavior and performance in the workplace will be acknowledged. In order to maintain a happy medium with both employer and employee often times employers use I/O Psychologists to assist in the structure or needed improvements of their organization, such as the scenario of JC’s Casino. This organization is in need of improvements from top to bottom, from owner to housekeeper, in all aspects of structuring a high profile casino to benefit all who are involved.