2 A member of your team has presented you with their work goals for the next quarter. You are surprised to see that they all focus on this person pursuing a particular project that they raised with you last month. You need to have this person working on the new product launch and you cannot see how they will have time to spend on a project that does not contribute in any way to the new product getting to market. What strategies could you use to help the team member understand the goals of the organisation and the team, and realign their work goals to reflect the organisation’s plans and goals? Activity 3 31/05/2015 06:09PM 1 Which of the time stealers found here could impact on your personal performance in varying work conditions?
My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
What is Performance Appraisal? Performance Appraisal is the obligation to employees to let them know how they are doing. Why are appraisals important? Performance Appraisals can increase productivity of the people you manage. They help you with: 1.Employee Development - The manager discusses employee strengths and how to apply them.
Using reflective Practice you will be able to contribute to your service provision by being able to reflect .process, evaluate and achieve progress through your better understanding of client group/user. Also thinking about your personal reflection what have you done well, what can you improve on, what have I learned from this? How standards can be used to help social care workers reflect on their practice? Using company policies familiarize yourself with your companies working standards. What is your work standards, what does your social care employee expect of you and what is it aim for for the service provision?
Productive and Counterproductive Behaviors Paper By: Stephanie Wilcox Instructor: Sally D. Williams PHD. PSY/428 If this paper I will define productive behavior and counterproductive behavior, describe the impact that productive and counterproductive behaviors have on job performance and the overall performance of an organization and recommend strategies to increase productive behavior and decrease counterproductive behavior in organizations. Productive workplace behaviours is defined as any intentional behaviour on the part of an organization member viewed by the organization to be aimed at its legitimate interests. Productive workplace behaviors include such things as working effectively as a team player, such as making helpful comments during discussions, taking notes to organize efforts , exhibiting aggressive attention to detail, exhibiting constant and effective creative thinking and exhibiting leadership. In terms of time management, productive behaviour includes skillful time management skills.
Productive and Counterproductive Behaviors Organizational Psychology August 13, 2012 Counterproductive and productive behavior have unique differences, however both affect organizations performance levels. Organizations are engaging in finding solutions to problems in relation to employee’s productivity, employee relations, and employee behavior. It does not matter the size of the organization each has an issue with employee behavior; counterproductive and productive. Each organization wants to maintain productivity and decrease inactivity. This paper will attempt to explore the differences between counterproductive and productive behavior as well as the implications and strategies to improve in both areas.
The success of these tasks relies on job satisfaction and motivation as well as the organisations ability to recognise a collective involvement of its employee to maintain the importance of their agenda for the desired outcome (Goleman, 1998). This paper will focus on how important a resource cognitive and emotional intelligence is to the modern organisation. It will inquire how it differs within the established constructs of an organisation. Whether or not their validity predicts ethnics and performance measured in the context organisational interest and how these two theories applied to modern organisations through established criterion. It can be argue organisations, which recognise cognitive and emotional behaviour helps its managerial staff to utilize information in a productive way regarding staff, to interact and improve
360 Performance Appraisal: Uses Uses for 360 Performance Appraisal include: Employee Development Performance Appraisal Performance Management Training Needs Assessment Evaluation of Training Attitude Survey Organizational Climate Survey Customer Satisfaction Survey This process can also be a motivator of performance since it shows the employee that their opinions and views are considered important. Benefits May improve service to customers if they are able to offer feedback to the employee. 360 Performance Appraisal offers a more complete picture of the employee's performance. This feedback can provide guidance on skills that an employee may need to develop. How it is conducted.
An organization’s reward system can be used as a motivational tool if the rewards being offered are considered valuable by the employee. A valued reward system can positively affect an employee’s performance. Organizations use pay, benefits, compensation and other rewards as effective performance management instruments to enhance employee productivity so goals can be achieved. So, how does an organization choose the reward system it offers? This paper will focus on the hypothesis that employee engagement in choosing a valued reward system will positively effect performance management and subsequent employee success.
Personality Traits as Selection Tools in Employment Personality is a set of enduring traits and characteristics that relate to a person's emotions, motivations, interpersonal interactions, and attitudes. Personality is different from ability. Personality is meaningful to management, because employee’s personalities may dictate how well they perform in their jobs. Personality may indicate how hard a person will work, how organized they are, how well they will interact with others, and how creative they are. Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs.