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.
Included in the training needs should be role-based, focused education that prepares the employee to perform her jobs daily. A poor level of job satisfaction also can be a barrier to change. When staff is happy with what they, are doing or who, they are working with, there will be better acceptance to the change process. Level of trust is also a huge factor when looking at change (Boonstra & Broekhuis, 2010). The staff needs to trust the organization, the trainers, and the concept that the change is for the better.
Why do some managers avoid or delay doing appraisals? Often, managers avoid or delay doing appraisals because of lack of time, feelings of discomfort in judging others, or uncertainly in how to deal with the confrontations which many feel are inevitable. What is the HR Advisors Employee Management and Appraisal Program? HR Advisors will train your management team by providing the tactics, methods, conference structure and language for effectively and properly communicating with their employees to help employees to appraise and improve their performance, recognize their strengths and deficiencies. Managers will learn the documentation practices for this process and learn tips on improving this process for the mutual benefit of the company and the employee.
Personnel need to read and digest as much information as they can to get used to the changes coming their way. A third step a manager should take is to encourage participation from the employees. When employees participate in planning and implementing a change, they feel as though they have some control over their jobs and this relieves some of their anxiety (Rosenberg, 1992). Employee resistance will be the strongest in the unfreezing stage of the organizational change. A good communication plan will help a manager build trust with the employees so that when they receive the news of a major change they do not panic and become resistant.
It enhances employee responsiveness and commitment to work since they know that they will be held accountable for their job failure or success. While employee autonomy is seen to benefit employees and employers, the resulting effect could be counter-productive depending on the amount of autonomy. Too much of everything is bad, and I believe that it is common practice for people to misuse opportunities when there is no control. Employee autonomy can become a problem in instances where an employee feels that he/she is beyond control. Employee autonomy can decrease job efficiency due to lack of supervision coupled with the fact that employees are working at their pace.
Client safety and ethical practice Ethics, contract and boundaries are essential to the welfare of a client. A formal contract setting out arrangements and boundaries between the counsellor and the client should be agreed before counselling begins. According to Feltham and Horton (2006, p.190) the contract is legal and as a result, a client, if necessary, could take court action for breach of the contract. The contract could be amended during the course of the counselling sessions if the client or counsellor felt there was a need to amend the boundaries of their working relationship. If I felt my mental health was threatened by a client I would discuss the issue with my supervisor and try to gain insight and understanding of myself, by doing this I would hope I’d remain fit and competent enough to be able to effectively counsel my client.
It is necessary to react in an appropriate manner to poor performance. As soon as poor performance is identified action should be taken to rectify it. Action should be taken in such a way it does not embarrass, harass, belittle or treat the staff member unfairly. As a follow up you may need to; Inform the employee and relevant staff of the problem Conduct and informal feedback session Conduct a formal feedback session Document the problem Assisting poor performers to improve and to confirm excellence Customer service area staff should be retrained so that they implement the company’s Customer Service Policy and Customer Complaints
When people come to work feeling like they are not welcomed or they don’t have any type of friendship they will not be working there long or they will not put their best effort into the job. Then you have Esteem, this is when a person feels good about themselves and the work they do. If a person has low esteem you will not see very good work coming from them and they will look down upon themselves. The top of the pyramid is Self-actualization. Self-actualization is when someone can see the potential for them to learn something new or even grow in their job to do better things.
When a group is complying with leaders’ demands from a place of fear it can lead to animosity and a communication breakdown in the group that can follow through with results unwanted by the leader such as employee job strikes. Legitimate power comes from formal titles, such as manager, owner, parent, teacher, and coach. The effectiveness of legitimate power depends on how the person uses it. An employee who goes to work follows the job rules, and works in an efficient manner does so because this employees’ boss has the power to relieve him
Some disadvantages are unwillingness or exploitation of workers. Job enrichment is the opposite of job enlargement in that it maintains the same employee tasks, but increases employee responsibility. The advantages of job enrichment are makes job for interesting or challenging, helps to identify future managers, identifies higher needs of employees and may reduce workload of superiors. Some disadvantages with job enrichment are that some employees are uncomfortable making important decisions, can causes ego problems or resentment from other employees and employees may make the wrong decisions. Job rotation is very different from job enlargement or job enrichment.