One of my main takeaways from this topic is that money isn’t the best motivator. According to Mayo’s Hawthorne effect, employees feel more motivated when their efforts are recognized, and this can be achieved through bonuses for example. However, this can increase individualism as employees will focus on outperforming their peers. Intrinsic motivation helps create loyal employees who are more satisfied on a personal level. An example of this could be social security benefits.
The basis of motivated employees if finding what motivates them. There is not one right motivation strategy and it should be the goal of the company to find what motivates its individuals and play off that. If the motivation strategies are not appropriate for the company or the people working for the company, you run the risk of having a lot of employees who are not happy, will not stay, and do not provide quality work. Money does not always have to be a motivator. Getting paid only gets you to do so much work.
A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason. This will limit the productivity of staff and employees. - As a job changes regularly the job description has to be updated, this means the employer or manager has to spend a lot of time updating the job description instead of working on a profitable task. Recommendations to improve a job
As Robert Wood states in the article about his opinion, hiring cheap labor is a “technique especially attractive to service businesses such as retail” (Tejada and McWilliams). Now at first this may seem like a problem that increasing minimum wage would fix, however it would not do that at all. Instead they would still have to cut people, probably just as many to keep up with the prices they are paying for labor. With a decreased minimum wage they would be able to take a bigger hit from a decrease in sales. This means that they would have more workers that they could keep on, they would have to deal with the decrease in
On the other hand, offering a better policy for remaining workers may conflict with the cost-cutting effort, but satisfying workers can benefit company’s long-run business. Conveying these messages plays an important role in company’s success. If the company has a good solution, it can soften the anger of those who get fired, and make the remaining workers work effectively. However, an ineffective solution can depress people who are fired and worry the remaining employees, so it may create an ineffective working environment. Alternatives The company has at least two alternatives to deal with this problem.
By hiring yourself the company would be more familiar with current and past experiences the company has faced with different staffing situations and they would be able to improve on any mistakes they may have had. Tanglewood could choose to outsource in a few situations. (Outsourcing involves the use of outside organizations to recruit and select employees). In the beginning, with a lack of professional human
Accountability is essential in my plan as it ensures that employees, managers and company are held responsible for the daily decision, actions, products, and policies that are made and consequences that those have on others. Balance is important as part of my plan includes that the company respects the work-life balance that employees need in order to be satisfied by offering the flexible work schedules. Commitment matters in my company as we all have a passion to create great products and services to our customers and meet their needs as best we can. Honoring diversity is a high priority for our company as we rely so much on our diverse teams made up of unique individuals from a variety of backgrounds. It’s important that all employees are well trained and fully prepared to work with different individuals as well as having diverse leaders who will ensure that those values are maintained throughout the company.
• If you allow your own preferences to dominate your work with people, you fail to perform to the standards set by the UK regulating bodies, they require workers to respect and promote people’s individual views and wishes. • To make the right response when there is a clash between your views and those of the people you are working for, you have to identify and understand your own views and values. • Lots of people are better suited to working for themselves which isn’t always about an inability to follow orders; it can be for many reasons exclusive per company/boss. • Own Values: you may be working shifts you don’t like, and not be able to do anything about it, events like these will lead to disagreements with how your boss sees’s things and how work is
Discrimination Discrimination is when a certain group of people get treated badly or less favourably than others. Discrimination occurs because of pre conceived opinions and attitudes. In the health and social care setting it is important not to let your opinion of a certain group of people affect the way you work with them. 2. Describe how direct or indirect discrimination may occur in the work setting Direct discrimination is when someone is treated unfairly due to their circumstances; an example of this could be missing out on a promotion at work because your employer thinks you are capable but chooses someone younger instead because they will be working for longer.
Communication builds any form of relationship in the working environment. If people do not communicate properly it will mean that people cannot build any form of relationship and will not connect well. This can at times cause conflict, disagreements and arguments. This is not acceptable in the workplace. Good communication can help in a workplace because people will feel listened to and will lead to good relationships and teamwork.