It was uncomfortable for Ross. There was no preparation between the MCA members at that time and they didn’t want to change their strategy. Other members of the MCA didn’t want contribute because there were different time constraints and they felt lack of commitment for workers in same team. This was not fair and that shows company didn’t treat their workers equally. MCA team was not successful to prepare effective strategy and their realistic negotiation, they were unsuccessful to expect and prepare for the possible LFA dialogue points.
Some employees will try to produce more for fear of losing their jobs, but this does not provide positive motivation which, in my opinion, is a better means of motivation. I do not feel that these ranked appraisals necessarily boost morale by pointing out an employee’s ranking in production when they are hardworking, show up on time, and don’t miss days. For employees that don’t try and don’t want to work, this an excellent tool for trimming the fat, but not a motivational technique. It could also help to make short-term production goals, but could serve to further disgruntle employees without a perceived positive motivational enforcements. From an expectancy theory point of view, in my opinion, the forced ranking performance appraisals would still need to be coupled with goal setting and rewards to motivate the employees to step up their efforts to work harder, and to be more efficient and productive.
Considering the current situation of the business, if no changes were made, there will be: increasing amount of unsatisfied customers. The reason the customers are unsatisfied is because our employees have been performing poorly. If nothing was done to improve employees’ efficiency, customers will remain unsatisfied; decreasing amount of customers. Because customers are unsatisfied with the service and products, they tend to not return; similarly, , further deterioration of the business’ reputation caused by lack of customer satisfaction and poor customer feedback make it difficult to attracting new customers;
Promoting an employee from within the company can benefit the employee and the company. Promoting an employee who has shown superior job performance is a good way to reward a hardworking employee. With internal recruitment, a company does not face the issue of hiring someone that the company knows nothing about. Unfortunately, internal recruitment is limited because there may not be any employees capable of fulfilling the position. External recruitment by means of applications and resumes may increase the chances of hiring an individual who does not perform well at the job.
Their influence is not a lot on this aim. They need to get everyone they know, or even themselves to achieve this aim in order for their shares to increase in value. Managers To work with others to overcome poverty and suffering. Managers have a significant influence on this aim. The managers need to try and co-ordinate their staff and achieve this aim because they may get a promotion.
Legitimate power is effective because employees will generally take orders from the management without question. The downside to this power is that employees might not feel a sense of teamwork or loyalty to the orders given. Referent power is power used to inspire employees based on respect. Employees will try to imitate their manager’s mannerisms and examples. When put in situations that there are no direct orders given, an employee will try to behave the way the manger that they respect would.
Using active listening techniques helped me become a better communicator. Alan is nervous about the interactions with his employee because he is not confident and that is causing him to pseudo listen to their concerns because he is preoccupied by his lack of confidence to conduct the interviews. Alan is also not using a tactful approach to the conversation as well. A better approach would be to start with what the employee is doing right and build them up before criticizing their work. 2.
There is an emphasis on factual and numerical reporting on which we make decisions about how our company will be run. This is a seriously flawed method of management in that there is a complete lack of thought to the psychological impact of their decisions and management of the organization. The lack of empathy is palatable in the room during these meetings. My failure to elicit empathy for others and myself in the group creates a huge challenge for me. In order to more effectively contribute to the organization, I would like to spend some time researching techniques to connect on an emotional level with the team.
I really don’t think that this was an effort by the company to intentionally set out to break rules and regulations. As a matter in fact I think this was just Mike trying to be nice without really knowing what he was doing. There is a tendency with Entrepreneurs to act in such a manor simply because they do not understand the business end of the situation. This is a very fixable issue within the company’s message system and quite possible the most important one that needs to be fixed. Training Process:
His project team does not respect him and is not motivated to contribute to project success. His manager does not support his efforts and in fact leaves Tim to manage the company politics on his own. The managers in other departments are more interested in doing what will make them and their departments look good, even at the expense of their employees and possibly the company as a whole. His customers seem to have unrealistic expectations. 2.