As a consequence, the workers no longer believe the input/outcome ratio is comparable and lose motivation. The company has been incorrectly focusing on Maslow’s physiological needs such as salary and bonuses. Employees are more driven by esteem needs and being rewarded for knowledge, not just productivity. McClelland’s Need Theory addresses the need for affiliation by expressing emotions and developing warm, close, intimate relationships. Although the company attempted to increase affiliation through suggestions and community meetings, following the downturn, issues of distrust and potential pilfering squandered these relationships and subsequent motivation.
Growth within the company – not having an embedded culture within an organisation will be detrimental to the growth of any company. Drive to grow can mean employee focus is lost and the essential upskilling of new employees is either, poor or not carried out. This lack of induction could see an increase in mistakes as the employee is unable to carry out their job correctly. Staff morale will be affected from both new and existing employees; new employees will not feel valued, uncertain, and anxious and existing staff will be angry and resentful, as they will have to rectify any errors made. 1.1 2 external factors which can impact of the employment relationship: Employment legislation is the legal criteria that employers have to adhere to, to ensure the employee is treated fairly and protected within their working environment/life.
Mary on the other hand is concerned about the firm and other employee’s wellbeing but her lack of employee management skill holds her back in effectively solving the problem. She objects to Helens impulsive decision of promoting Adrienne as Mary feels that there are many more deserving employees for
Many reasons for the gender gap in U.S. are because of the negative stereotypes about how women work. For example many men use the excuse that women don’t have flexible work schedule and have to leave their job early to tend to their children. Who’s going to do the work if a woman is in control? In some case this may be true, but men don’t leave their work when the kids are sick, women do. This encourages society to believe that women are not trusted enough to be to work on time or constantly ask for time off.
On the flipside, refraining from promoting someone who deserves a promotion can have an even worse effect. The employee will be demoralized, and, in most cases, leave the company, thereby causing the high turnover costs associated with hiring a new employee. In the case of Rob Parson, there may not even be an employee in the labor market who can perform quite like him. In “Saying it like it isn’t: the pros and cons of 360-degree feedback”, Mary Carson discusses the importance of properly preparing and implementing 360o feedback. Goals need to be established in advance of the feedback process, and implementation needs to be properly handled in order for the feedback to be effective.The appropriate range of qualified employees can be altered by using the information obtained from the 360o feedback to assist the employee to align his/her career goals with the firm’s goals.
The causes behind this problem really stem from the micro problems facing Sundale. However, it can be assumed that Sundale’s competition is offering a more stable, inviting experience for potential customers, which at the macro level is contributing to Sundale’s loss of customers Micro Problems and Causes The list of micro problems at Sundale is very large. First, and largest, is the interpersonal turmoil between the staff members. The head of Sundale, Mr. Watts, is retiring soon and has disengaged himself from the business, hoping to quietly finish his employment without any controversy. Also, Sundale does not have an appropriate hierarchy of power, allowing those higher up to hire or promote individuals based on their personal relationship rather than on qualifications.
The new manager’s business strategy to cut costs is not effective due to its failure of keeping existing customers happy and losing their business. The lack of friendly customer service, socialization, and free refills takes away from the company’s mission and vision of a relaxing and pleasant atmosphere. The processes that were implemented by Willie to save money have taken away from the appeal of the company and its workplace environment. Willie’s behaviors are unethical due to
Because women had always kept up the tradition role of a house wife whose only job was to stay at home, take care of the kids within the informal sector. It was always seen as the husbands job to go out and labour. So now within the labour market; women tend to experience heavy discrimination against them in both their pay and job opportunities. Women tend to receive lower wages than men when working on the same level job and when it comes to promoting; a man would be more likely to receive that promotion. Even when picking jobs it is hard for women to get high up jobs within the private sector not only because they are unable to reach them because of the glass ceiling theory, but as well because women tend to take other things into opinion rather than just the pay.
One of the reasons women are leaving their careers is because of the inflexible scheduling for the working women who are also mothers, making it impossible for some to manage both. The questions I have regarding this is that if the workforce was in some way more flexible for the working mothers, would they still be considered equal among the men? Would men see weakness among a woman if she has to be given a little more slack at work because she has children at home? Or could men see it as unequal and unfair that they do not have the option to minimize their work load for the same title and pay as his female co-worker? The thing is, working women risk losing respect from men if they can’t “do it all”, all the time, without complaining.
This is usually in the peak of the women’s career. This is when men mover ahead and women get left behind. This going in and out of the labour force will mean that they miss out on valuable experience and therefore lower MRP. It is not just due to having babies. Some employers won’t hire women because they know that women will leave to have children in the life and take time of work to do so, while still costing the company money.