An employee’s job performance is usually excellent to good when the employee is involved in productive behaviors. Where as an employee who is involved in counterproductive behaviors will have a bad or poor job performance. The key term here being usually because as previously stated some employees become involved in counterproductive behaviors as a form of job protest. This is why counterproductive behaviors should always
The Expectancy probability is obvious, and relevant in this situation as well. This factor is based on the perceived effort-performance. Based on the self-confidence, past experience and the seeming difficulty of the goal they have to achieve. There are some employees who are not successful because the job requires more hand dexterity than they believe they have. Has their Supervisor given them adequate training for the employees to have an effective outcome?
As for screaming at employees from across the room, this is absolutely never okay. I do not understand why anyone would think that treating employees in this manner is alright. The obvious disadvantage to this type of leadership is having your employees transfer to different departments or just leaving the company. It will also have an effect on employee morale. Employees are going to be happier and work harder toward company goals when they have a supervisor who shows them they are a valuable asset to the company.
Coca Cola must considers a lot of factors when employing new staff and managing the existing staff. Employees can affect and influence in various way and due to various reasons, some of which are skills and qualifications, personal views and opinions, employee performance, training and redundancy. Since employee are one of the main stakeholders and are the human resources of the company their performance highly affects Coca Cola. If employees are not satisfied with the wages or the working environment the product and the service will not be satisfactory quality either and this will result in poor publicity. Motivation is one of the methods used by HR to improve employees performance as when employees feel unmotivated they tend to perform poorly e.g.
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.
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.
Being overrated could be very fascinating for some, but I prefer being underrated by people. It's simple, why would someone want to live a life in which you are rated above your level of understanding or skill? Being overrated complicates the various aspects of our lives and it gives us certain expectations to fulfill, which may lead people to be 'judgemental' over us if they are fulfilled below par. It is not unusual for us to see how a lot of people in this world underrate people on their first impressions. Like for example, a lot of new employees might be underrated when they first join their enterprise.
Managing Conflict in the Workplace Conflict is a disagreement or competition between people or groups and can occur where people have different needs, goals, idea’s or values. As everyone is different conflict in any situation is inevitable. Conflict can be constructive when it opens up issues for discussion however, it can be destructive when it stops communication or causes anger or aggression. In this assignment I will be looking at causes of conflict in the workplace, stages within conflict development and effects on performance in the workplace. I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised.
Compensation Strategies and Their Impact on Employee Motivation and Productivity Title: Compensation Strategies and Their Impact on Employee Motivation and Productivity XXXXXXXXXXXX Western Governors University Compensation Strategies and Their Impact on Employee Motivation and Productivity In today’s economy, organizations are struggling to find ways to cut costs in order to improve their bottom line. Improvement in an organization’s bottom line can come from slashing services to customers, employee lay offs, eliminating/reducing benefits, and/or reviewing the organization goals to determine what additional areas are not contributing to the financial success of the organization. Compensation packages for employees can be an expensive line item for many organizations. Some studies have shown that compensation packages account for close to 65% of total payroll expenses, which has many organizations seriously questioning the value and necessity of such a huge expense (Schiemann, 1987). Unfortunately, very few organizations recognize that their employees are the critical factor in their success or failure (Javad et al., 2010) and their happiness with the organization and their individual job tasks can make or break them.
The role of affect must be considered in order to identify the connection between events, experiences, and outcomes. In addition, affect and individual mood and emotions are a foundation for examining the role of affect in Affective Events Theory (AET). Affective Events Theory (AET) maintains that events in the work environment are the immediate causes of affective circumstances, and these circumstances have important outcomes, particularly in a work environment (Morris, Kuratko, Schindehutte, & Spivack, 2012). An emotion is short-term, which can be a positive or negative feeling aimed towards another