This is because the company will need highly skilled workers to maximise production without a large range to choose from. If there are not enough highly skilled workers it can again lead to a lack of productivity and the company may not be able to reach their long term objectives which will require a highly skilled workforce. By constantly monitoring the workforce plan and updating it the company has a better knowledge of what type of employees they need, this can be key due to the lack of skilled professionals because they will not spend money on highly employees who they do not need. One major internal influence is the fact that Cameco work in
Laissez-faire leadership can be effective in situations where group members are highly skilled, motivated, and capable of working on their own. Since these group member are experts and have the knowledge and skills to work independently, they are capable of accomplishing tasks with very little guidance. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group
He found out that many employees were finding it difficult to perform the task since the company had implemented a new process (requiring more hand dexterity) that would increase and meet production goals. Those employees that were able to learn the new process seemed unwilling to excel because the bonus for meeting company goals were not enough to make a difference in their take home pay. Some employees didn't feel they were being fairly compensated for meeting production goals compared to those employees that fall short of meeting their production goals. Employees seemed dissatisfied enough as to not want to excel or meet expectations that the company
Contingency Theory has various styles of leadership and no two workers are motivated the same way (Lewis, Packard, & Lewis, 2007, p. 278). Based on the interaction on how the supervisor and the employee’s role intertwined with each other it was clear to see that the supervisor assumed and expected certain expectations in the workplace and assumed that along with that the client’s needs would also be met. As we seen the situation play out we also noticed the lack of motivation to practice the token system with the clients coming from the employees’ point of view. The challenge there was that competency and practice of the method were not being held to the same standard as the supervisors’ vision. If the supervisor has a strong sense of that method and knowledge of it, the employees were not reflexing the same in this example.
To reduce cost and improve customer service, a financial group wanted to consolidate its customer contact centers across several divisions. A consultant was hired to support the effort and to prepare implementation plans. The project no more than began when rumor spread through several departments that this organizational change was not good for the company. Supervisors and key managers in the existing customer care centers began resisting the change. In some cases they would not show up for design reviews or miss key decision-making meetings.
Describe the organizational forms a company might have as it evolves from a start-up to a major corporation. List the advantages and disadvantages of each form. A proprietorship, which is an unincorporated business owned by one individual. Advantages- 1. It is easily and inexpensively formed, 2. it is subject to fewer government regulations.
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
The halo effect :when the first impression is the main tool used to conduct an evaluation a lot of other valuable information is overlooked and not applied to the evaluation and that can make it meaningless and inaccurate . Similar to me errors refers to when workers tend to judge each other more favorably due to the fact that they have a lot in common and it can cause the evaluator to use erronous information to make his evaluation it create many problems in the evaluation process Consensus tendencies happens when the evaluator bases his evalution on past work history and do not take the time to truly do the work required.This is a very dangerous error that occurs a lot and is not reliable the evaluator must make sure the information he is using is accurate and up to date with the worker' s current performance . Section G Performance appraisals are another way employers can greatly improve employee morale, optimize production goals and engage in viable employee feedback to workers. Employer can ensure positive results from performance appraisals when they improve the techniques used to evaluate their employees. Aiding in training upper management in training
• 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
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.