A positive influence plan includes compensation for positive emotions and performance, quality and timely performance evaluations, and timely employee surveys. All of these tools for increasing employee motivation, satisfaction, and performance will not result in immediate change but will allow a manager to identify and assess current and future issues within a team. Increasing an employee’s motivation, satisfaction, and performance is the most difficult aspect of being a manager. By developing a positive and effective influence plan, a manager can be successful in changing all three aspects for the
Happy and satisfied employees’ decreases the turnover rate within the office and also keeps the moral high. Continuing this shows the high level executives that the General Manager is doing well and optimizing his ability to lead. It is also important for an organization to work as a team. The general manager must know how to execute and communicate the same common goal to different groups. This is very difficult because in order for the team to feel as equally passionate about the common goal, the manager must communicate the goal in a way that makes each employee feel they are doing their part individually to achieve the common goal.
This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change. A series of training and preparation with individualized tutorials might mitigate some anticipated resistance. Inadequate communication may also cause resistance. Management will make the major decisions with regard to the scheduled change; it is their obligation to clarify these decisions to subordinates within the company. Management is also expected to properly handle the inevitable questions and grievances; it is important to avoid misinterpretation regarding the procedural
There is functional conflict and dysfunctional conflict and it is in management’s best interest to identify potential conflict before it happens, so that it can be managed effectively. Functional conflicts are conflicts that are constructive in nature and create stimulating thoughts and problem solving within a group or team through exercises called devil’s advocate or debates. These functional conflicts are actually quite healthy for an organization because it supports company goals and objectives as well as improves performance. On the contrary, dysfunctional conflicts can be extremely harmful to an organization because it can hinder group or team performance. Dysfunctional conflict usually starts when two or more team members don’t get along, are not willing to work together and it is most often personal.
1.2 Explain how effective communication affects all aspects of own work -Communication is very good in the setting it helps to understand individuals feelings, share skills and some important information, which leads to understanding each other. -It prevents misunderstanding and finger pointing to each other in the setting and it raises awareness. It helps to build up self-esteem and confident in workers because u will build trust with your colleagues and people who uses the services. 1.3 Explain why it is important to observe and individual’s reaction when communicating with them -It is very important to observe because most of communication is non - verbal, so if you do not pay attention you will miss out on a large part of communication because you have to watch people’s facial and bodily reaction, any gestures they use, how they are, are they upset 2. Be able to meet the communication and language needs, wishes and preferences of individuals.
His good points are shown by confidence, hard work abilities, and greater mental cleverness. But, she isn't able to correctly acknowledge criticism and might get subjective in job-related issues. | Due to his enhanced employment satisfaction and confidence, Crystal Jorgensen might not be challenging to be inspired. To do this the organization requires making her maintain her greater employment satisfaction and confidence; the organization will ensure that she's provided proper power into doing his work in order that the workers feel the authority and association to the organization. | The inspiration hypothesis related to this case is McClelland’s hypothesis of requirements stating that authority, accomplishment, and association are essential requirements which help explain inspiration.
Sometimes, the staff exchanges the product with a different size that is suitable for them and whether it makes them happy. In addition, Primark is an outstanding retail company, so the customers would want their staff to have good product knowledge, someone who knows the idea of what they customers like and don’t like. So therefore, it benefits the customer to trust the staff and they would have a good understanding with negotiating with the offers such as ‘sales reduction, which is quite useful in a business. How effective customer service benefits the organisation Great customer service makes your customer feel that you care about developing in long term relationship that means you are not only make more sales, however it does benefit the business in different ways , such as : Repeat
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge
Arthur may not be the best at managing others, which could make presentations or working on teams difficult. Arthur would not be the best choice to manage other workers, but he is an asset to the company because he has a positive attitude and likes his job. Arthur is a valued employee, and this positive state of mind could be good for morale. “Breaking down organizational goals into smaller more detailed task geared specifically toward the strength of an employee is an example of Management by Objection or the goal setting theory” (Pearson Education, Inc, 2011). As manager, I have decided that Arthur will serve the company well working in a position that does not require him to be in charge of any projects.
According to Bandura, “seeing people similar to oneself succeed by sustained effort raises observers beliefs they too possess the capabilities master comparable activities to succeed” (Bandura, 1994). Bandura asserts people could be persuaded to believe they have the skills and capabilities to succeed and getting verbal encouragement from others helps people overcome self-doubt and focus on giving their best effort to the task at hand. Our own responses and emotional reactions to situations also play an important role in self-efficacy. Moods, emotional states, physical reactions, and stress levels can all impact how a person feels about their personal abilities in a particular situation. For example, a person who becomes extremely nervous before speaking in public may develop a weak sense of self-efficacy in these situations.