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.
This process helps an individual understand how others perceive them. Feedback is essential to facilitating performance improvements. Feedback allows people to utilize their strengths to their advantage. Feedback informs employees which actions create problems for others and to know what changes may be needed. 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.
However, if we say “no” to others, it might cause some unnecessary trouble, they might thing you are a selfish person, thus estrange from you, and even end their relationship with you, so an effective way to reject others is needed. 1.3.3 Effect on Future Working Life As business major
Managers will learn the documentation practices for this process and learn tips on improving this process for the mutual benefit of the company and the employee. HR Advisors will also provide guidelines for the warning signs that indicate where things could go wrong in the performance management process and the proper way to conduct the appraisal and employee review process to mitigate negative outcomes for the company and how to manage termination actions and other outcomes resulting in dissolution of the employee / company relationship Performance Appraisal Method The performance appraisal methods an employer uses should meet the
MEMO: Griswold Industries Performance Improvement Strategy I would like to take this opportunity to highlight some of the ways in which applying organizational behavior techniques will improve the overall performance of Griswold Industries. Specific observations and experiences within my organization have given me perspectives and ideas relating to the following areas. I will highlight ways in which we can improve performance as it relates to lost time and safety violations, productivity and employee satisfaction as well as a new dynamic organizational structure given the changes recent within the organization. These will all contribute to making Griswold Industries a more successful and profitable organization through this transition. First, I would like to address our current LTIR (Lost Time Injury & Illness Rate) and the steps to improve it.
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. The work place is full of people whose personalities are a mismatch for the positions they hold. Additionally, understanding one's own personality characteristics may improve one's ability to develop as an employee and manager. Therefore, it is important to understand the different facets of personality and the ways in which they can be measured. As a group we chose the personality traits of adaptability, conscientiousness, extraversion and openness to experience as our focus for this research paper.
The internal voice of warning gets louder and more insistent. Then, they get motivated to do it. Consequently, it will lead them to be the underachiever. The way to overcome procrastination is recognize what the reason causes you to procrastinate. Then, Self-defeating problems such as poor time management skills, indecisiveness, difficulty concentrating, and perfectionism can be major contributors to a lack of motivation.
In this assignment I have discussed the understanding level of the employee’s behavior that changes due to the changes in the organization. I have also discussed the use of reinforcement as to how it shapes and reshapes the employees behavior in the organization despite of the changes that keep taking place every now and then in the organization. I have also discussed the positive and the negative points of this reinforcement theory. BACKGROUND The assignment revolves around the understanding and application of reinforcement theory that shapes and reshapes the behavior of employees in an organization. The environmental change keeps taking place in an organization therefore it is important for the management to balance the changing forces.
Peter might also be under the influence of Theory X where he assumes that every employee does not like work and will avoid doing anything unless they are pushed, controlled and coerced. That is why he controls and coerces them to finish their tasks. The good thing about autocratic leadership is that it can make the employees
Identify and discuss the key issues that are responsible for the resistance to organizational change at GSB INC as stated in the case Change is an event that occurs when something passes from one state or phase to another which denotes the transition that occurs between one state to another Organizational change occurs when a company makes a transition from its current state to some desired future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization, while also maximizing the effectiveness of the change effort. Today’s business environment requires companies to undergo changes almost constantly if they are to remain competitive. Factors such as globalization of markets and rapidly evolving technology force businesses to respond in order to survive. In organizations, inside pressures come from top managers and lower-level employees who push for change.