Case #1 Acquire or Develop talent My professional Recommendation: I think it is best for Tanglewood to focus more on developing talent from within because it saves the company time and money. In house employees already know about the company, and the products it has to offer. They also know about and are use to the organization’s culture, and has a proven track record. Therefore, fewer resources will be needed for this candidate. Hire Yourself or Outsource My professional Recommendation: I think it is best for Tanglewood to focus more on doing the hiring themselves because they get to set the criteria for the new employees themselves, and they get a chance to get a feel for the employees first hand.
Using these four passages and your own knowledge, assess the view that Napoleon was principally motivated by the desire to benefit himself, rather than to benefit the people of France Napoleon saw himself as the god-sent “Saviour of France”, whose task it was to re-instate political, social and economic prosperity and stability to a country ravaged by years of turmoil. However, whether his primary intention was, or had always been, to benefit the French population has long been bought into question. Nonetheless, the view that his primary motivation had always been to benefit France is certainly supported by both Blanning (D) and Herold (B), who strive to take into account the public opinion of the time, as well as the political and economic situation, which undoubtedly served to “legitimise” his authoritarian rule in the eyes of the French population. Nevertheless, the motivations of Bonaparte have long been disputed; and he is perceived by some, such as Tulard (C), and to a certain extent Guerard (A), as an opportunist and “arriviste” who used France as a platform for his personal ambitions as a dictatorial tyrant and war-wager. However, the most accurate assessment of Bonaparte’s intentions as leader most probably lies somewhere in between these two views.
Outsourcing is more practical for small and medium companies. To have good customer service, it is wise for Tanglewood to hire itself because their employees share the same values as the company. External or Internal Hiring To have a stable
It would be beneficial to have him take the What Time of Day am I Most Productive survey to see if his poor decision making is based on his ability to focus. The characteristics of the employees make up the characteristic of the company, and both of these are a direct reflection of their leadership. Keeping employees happy is a key element to success, as noted in (Robbins & Judge, 2011), “Therefore, companies implement programs; such as piece-rate pay where workers are paid a fixed sum for each unit production completed”. It is imperative that a company can attract and retain a skilled workforce. Ensuring that their compensation is competitive with the market and valuing the employee’s opinions are just two ways to accomplish this.
constantly improving how you work is not only good for gaining knowledge but for your own self-worth and confidence and how other people perceive you e.g. when applying for another job or promotion your manager maybe be asked to comment on the way you have worked for them. I find that gaining extra knowledge makes me feel good about myself but also helps me assist other people in the workplace. 1.2 Explain the purpose and benefits of encouraging and accepting feedback from others Accepting feedback from other people is a desirable ability in the work place especially when working in a team. By listening to people’s feedback not only can you find better ways of working increasing your speed and efficiency but you can work with other people to build upon ideas.
The job of a salesperson ranges from order takers to order getters. Personal selling is the key to developing strong relationships because it is directed toward achieving mutually satisfying results between customer and seller, which will sustain and enhance future interactions this is very important because it is a lot cheaper to retain current customers than to attract new ones. However, “In a results-oriented environment, the foundation of many compensation systems, sales quotas can focus sellers and managers in a direction inconsistent with customer-oriented selling.”(“Evans”,
Focusing on one or more industry, discuss Hochshild’s account of “emotional labour”. With the vast development of the world economy, the trading between countries and international relations, the type of work that labour is expected to perform has changed. If in the past the economies were focused on manufacturing, today they have shifted towards service-based economies which require labour to perform and manage his emotions in a certain way which has been set by their employer. Sociologists call this type of work “emotion work” and the labour that performs is “emotional labour”. This essay has the aim to discuss Hochschild’s account of “emotional labour” by giving examples with two industries – airline industry and hospitality service industry.
The top level is the self-realization needs they consist of involvement in planning of your work, creative work to perform, opportunities for growth and development, etc. The lowest level of the pyramid are the needs that are the easiest met, the next level of needs are more challenging to meet, and so on with the top level of the pyramid being the hardest but most satisfying. Maslow suggested that to prevent frustration these needs should be filled in sequential order. The ways I would motivate my employees would be to follow Maslow’s advice and start at the bottom and work my way up. Starting with making sure my employees were paid efficiently, had pleasant working conditions, reasonable rest periods, and I would teach them efficient work methods.
Employers want engaged employees because they deliver improved business performance. The aim of this report is to consider the approach that Nazareth Care has in this one area of Personnel Management, this being staff engagement and how we as an organisation can retain our good staff and keep them engaged
Byrne and Clore (1970) proposed the reward/need satisfaction model. According to this model, we form relationships with people simply because we find them rewarding, It is suggested that we are rewarded in two ways: operant conditioning (through direct reinforcement) and classical conditioning (through association). Argyle (1992) suggests individuals who are rewarding are liked the most. An example of positive reinforcement may be through non-verbal signals such as smiling; this is a sign of liking. We may also be negatively reinforced by an individual helping us in our ‘time of need’.