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.
Promoting an employee from within the company can benefit the employee and the company. Promoting an employee who has shown superior job performance is a good way to reward a hardworking employee. With internal recruitment, a company does not face the issue of hiring someone that the company knows nothing about. Unfortunately, internal recruitment is limited because there may not be any employees capable of fulfilling the position. External recruitment by means of applications and resumes may increase the chances of hiring an individual who does not perform well at the job.
In this case scenario there is clearly a difference in opinion, while the boss of the company believes he is giving Beauport (his employee) greater opportunities in the company and a chance to succeed in her career by changing her position to marketing research coordinator; Beauport is convinced that she is being sidelined into a “backroom” job, since she is aware of the stereotyping that goes on with women in this industry. Beauport is highly disappointed with the outcome of her hard work, and feels like she is being demoted rather than promoted. The boss knowing he had this position two years prior to becoming boss is both excited and pleased to inform his employee of his wise decision, and is sure his employee would be thankful for the great opportunity. The second symptom present in this scenario is a misinterpretation of body language by Mr. Gilman (the boss) towards Beauport’s reaction to the aforementioned position. When informed about the change in position, Beauport was shocked and so responded with a long pause and a quiet thank you as she left the office.
It is vital for Kudler to continue reviewing and improving its information system to ensure its appropriateness to the changing characteristics and needs of its customers. More focus should be placed on forecasting techniques to ensure that there would be a match between what the company offers and what the customers need. The best decision may be to use a combination of methods to forecast sales rather than just one (Payne, 2012). Once the manager accepts the process, they must see to it that it is logical, it fits the needs of the organization, and it can adapt to changes in the environment. Threats and
Frank may be the leading salesperson who has to deal with the situation when it actually happens (customer dissatisfaction). Ricardo, on the other hand, coming from a different culture with a different work experience may be the one that feel hostile regarding to Frank’s response, or depending on the scenario. Louise has lost her leadership skills in handling the situation after sensing of what her team is likely to be thinking and feeling in the situation. 2. How does Louise's personality (according to her MBTI score) play a role in this scenario?
A04- RECRUITMENT Job advert Fit for purpose The good points about the job advert are that it looks consistent because it has the same font throughout. The impact this has is that it makes the document more appealing and attracts candidates leading them to applying for them job. If it wasn’t the job advert would not look attractive and not many candidates would apply for the job meaning Topshop can lose out on potential candidates that can help Topshop develop and increase profit. It has the business logo which tells candidates who the business is and it makes the document look professional. The impact this has is that candidates find the document more appealing leading them to reading the advert and if they think they are suitable for the job they will apply for the job.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
Set a pace of growth that will be sustainable, that will not rock the company to the core and in process set it back. BKD has learned this lesson from previous experience that put them in bankruptcy court. While implementing changes that will allow BKD to grow, the change managers and other managers within the company are setting a sustainable pace, one that the associates can grasp the change before others are thrown at them. Change is a way of life in the BKD organization, one that all associates strive to make a better place not only to work but to live. The vision and mission of the company are important components of any change that is implemented and by keeping them in mind, will allow the company to achieve the goal of being the leader in health and wellness for the
Some people see the use of technology as a useful tool, that enhances productivity and serves as a complement to human tasks while others believe that technology can make processes more complicated or that eventually in the worst case scenario, it can replace a person's job. Even though both sides have supporters and detractors, the truth is that every day we are surrounded by more and more technologies and we must adapt to make the best out of the situation if we want to remain competitive within our organizations. Whether the case is if we will actually incorporate its use, or that we will continue to be as manual and handy as possible while recognizing that even the most simple forms of technology can help us to achieve better results and make our lives easier (e.g. the possibility of using a mobile phone anywhere vs. only being able to communicate through a land
Employees need to be able to trust and have faith in their leaders. If there is constant change in leadership in an organization, how can an employee trust and believe in the organization. The American Red Cross has also had problems with their handling and dealing with September 11 and Hurricane Katrina. Their mishandling of money and slow response time has made it hard for people to trust them. The American Red Cross needs to change from the top and work its way down to the employees.