Before making a decision, the manager will consider the task in hand, the people involved and those who will be affected (such as customers). Various internal and external factors may also affect the choice of leadership style used. Internal factors include the levels of skill that employees have. Large teams may have members with varying levels of skill. This may require the team manager to adopt a more tell style, providing clear communication so that everyone knows what to do to achieve KPI success.
In other words, competencies can be regarded as behavioral dimensions, which affect job performance. The indicators should take into account a range of key factors/ competencies considered essential to the performance of the job, such as: • Quality of work • Responsibility • Accuracy • Attendance/ time-keeping • Comprehension ability • Job knowledge • Skills demonstrated through work • Organizing ability • Prioritizing ability • Concern for impact of actions • Service to customers/users • Quantity of work • Initiative • Speed of work • Commitment/ attitude to work • Development potential • Reliability • Cost control • Contributions to teamwork • Achievements of outputs • Self-development • On-the-job behaviour However, performance indicators consist of more than competencies, performance standards are also involved. Whilst competencies describe what needs to be done, performance standards explain how well something
The Paragraph Basic Principles of the paragraph 1. Functions as a unit of thought 2. Structured to make meaning clear 3. Observes principles of unity, coherence, emphasis Functions of paragraphs 1. Thesis paragraph: Governs the essay as a whole; may be introductory 2.
Personality Traits as Selection Tools in Employment Personality is a set of enduring traits and characteristics that relate to a person's emotions, motivations, interpersonal interactions, and attitudes. Personality is different from ability. Personality is meaningful to management, because employee’s personalities may dictate how well they perform in their jobs. Personality may indicate how hard a person will work, how organized they are, how well they will interact with others, and how creative they are. 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.
Unit 301 understanding the principles and practices of assessment Assessment methods in my role There are two main types of assessment, Norm and Criterion. Norm referenced assessment judges a learner against a benchmark level this can be national or local. The type of assessment that I use in my current role at Stourbridge college is Criterion assessment, this judges a learner against a set of criteria and states how competent the learner is compared to that criteria and current standards. There are various assessment methods which fall into either of two categories, direct or indirect. Direct assessment occurs when the evidence is provided by the learner and indirect when the evidence provided is about the leaner from other sources.
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.
The policies and procedures explain what is expected of me in my role and what is also not acceptable. It describes how my employer requires me to perform within my specific job role. If there is failure to do this, it could cause harm or danger to myself or others. This may result in disciplinary actions. The term also refers to the care plan, to implement agreed ways of working when following the care plan.
Events in the workplace can cause emotional reactions that influence job performance and satisfaction (Robbins & Judge, 2011). Organizational behavior studies have linked emotions into theory in areas, such as, employee reasoning, affect, and behavior on emotional experiences, and job satisfaction. Other studies on affect and emotions have been applied to leadership, and how it relates to management handling employee emotions and moods (Lord, Klimoski & Kanfer, 2002). These studies are also relevant to other workplace issues, such as, employee violence, change management, and employee reactions to organizational fairness and honesty. The role of affect must be considered in order to identify the connection between events, experiences, and outcomes.
The decisions made by employees whether to demonstrate productive or counterproductive behaviors influence individual job performance and the performance of the organization. First it is important to understand the definition of both productive and counterproductive behaviors. Following the definition, the influence on the organization will be discussed. Then strategies will be recommended which will allow for an increase in productive behavior and a decrease in counterproductive behavior. An organization that fully comprehends the definitions of productive and counterproductive behavior and the influence each has on an organization should recognize the importance in implementing suggested strategies.
6. Decide your pattern of Arrangement: (see course textbook for information and examples) e. Problem-solution f. Problem-cause-solution g. Monroe’s Motivated Sequence (steps 1-5) h. Comparative advantage i. Refutation pattern 7. Indicate/cite your researched references during the speech