Of the many characteristics of an ISTJ, there were four main characteristics that I believe I strongly resemble that I think are positive characteristics. One characteristic of an ISTJ that I resemble is that I am methodical and very organized. Everything I do both at work and home has to be organized and I like using a methodical system to tasks that I tackle. With small task at home such as managing bills with a spreadsheet to having everything labeled at work, I am very organized. This characteristic will help me as a student as well because it takes great organization skills to be a good student in my perspective.
I also found that when I became senior in a different home an “induction” period where I received supervision and support was beneficial. I also did a couple of visits to the home to get used to the new environment and meet the staff team. The induction period is important for the organisation as it forms the basis of having a strong staff group throughout the homes especially as the company is growing. If a strong induction
This employee is going to be more knowledgeable and efficient in their work because while learning their field they were driven by a passion for knowledge in the area they choose to study. Once an employee enters into the workforce they are usually faced with many other distractions and responsibilities such as starting or caring for a family or paying back student loans that may make them driven more by extrinsic motivation. If someone is strictly intrinsic motivated they would not be working they would be volunteering, because working is rewarded with a paycheck-“doing something to get something else”. From where I stand all employees have some extrinsic motivation because they are an employee receiving a paycheck, it is choosing the employee that has a passion or intrinsic motivation about their work in addition to the extrinsic motivation that will make a difference. I do agree that there are things companies can do to give their employees motivation without giving additional financial rewards that work well.
Since Tanglewood welcomes the input of employees, they already have an invaluable pool of talented people that knows the Tanglewood way. As Tanglewood expands in the future, any people determined to be managers should come from this pool. In order to continue the trend of thinking like a manager, employees must see that there is potential for growth within the company. This would help overall company morale and the productivity of the employees. 2.
What the employees like best about the company are the flexible work hours and the opportunity to work with knowledgeable, team-oriented colleagues. One of the principals' main goal is to retain good staff. When the company was brought up, the principals wanted to have a firm that provided a fun and participative workplace. The work force consisted of well educated professionals and they wanted them to feel empowered. Although the company has grown rapidly, the employees are starting to complain about certain situations.
As it continued to expand, it was vital that the company was running smoothly and they were advertising it properly. Because the company was structured, it meant that the employees knew what was expected of them and the work was divided between them. When the business was in its early stages, the employees would have had to report back to the owners telling them about customer needs and preferences then the owners would have acted upon it after doing their own research. At the time there wouldn't have been specific managers. The expansion and success is apparent, Tesco have thousands of employees who are working for them; they even have a team of employees to simply market the company.
But, when working in an office of a big company, there is always a chance to be promoted and to have a higher income. Therefore, learning new
In what ways does Zappos’ culture help and/or hinder the company’s performance? * As an organization grows, it is imperative to have quality talent. Zappos strength was in its hiring practices that focused on organization-fit apart from skill-fit. With a strong people oriented culture already in place, they were adept in judging the fit based on the criteria they created for the culture which in turn led to long term success for the employees. This vision reflected in their extensive hiring practices.
Having proper business etiquette is great asset to acquire and can help any business professional to further their career. A new associate or co-workers first day on the job can be overwhelming, especially if they are greeted in an unprofessional manner. “It’s important to be professional at work, work functions, and, well, just about any time you’re representing your company.” (Contributor, 2012). Introducing yourself to the new addition in your company should reflect your company’s values and standards, as well as your own. A few key points to follow when introducing a new associate or co-workers and following some simple business etiquette standards will help create a less hostile and productive work environment.