In addition to taking pride in their own personal work, I believe that employee engagement is a result of an employee’s pride in their organization’s work and their belief that they play a role in the achievement of the overall mission. It has been my experience that employees are more likely to be engaged when they believe their work is meaningful and that it is valued by their employer in terms of recognition and compensation. Therefore, true engagement can result only when an employee is both fully committed to his or her own contributions
The reward for the employees that remain in compliance is a new lounge, and the punishment for noncompliance could lead to termination of employment. Likewise, the Director at SSS shows transformational leadership when facing the issue of dual relationships. The Director makes it clear that the vision of the organization is to improve the lives of people in need and further explains how this mission prevails over any other specialized interaction that could disrupt that vision. The Director invites the employees to offer input and encourages them to work together for a solution. The employees feel that their views matter and create a sense of value within their organization.
Satisfied and motivated employees are the competitive advantage of an organization and they are valued as the greatest asset of any company. Pfeffer and Veiga (1999), advocate for the strong connection between how firms manage their people and the economic result achieved. However, it can be argued that not all employees are an asset to the company, because doing so insinuates that all employees have a positive impact on the profitability and the desired work culture. One way to ensure that the employees are an asset of a company is through employee engagement. Engagement is “a positive attitude held by the employee towards the organization and its value” (Robinson, Perryman and Hayday 2004).
POSITIVE REINFORCEMENTS IN THE WORKPLACE For an organization, good work is rewarded with some type of a positive reinforcement. By doing the positive reinforcement, the act which was rewarded had a pleasant result and makes the employee want to continue to do good work. Behavior is a function of its consequences (Love, 2005). Managers have to do some type of positive reinforcement to keep the employees doing great performances and that leads to the organization’s good repetition and what keeps the business going. Some forms of positive reinforcements in the workplace are: • Contests- to recognize and reward top performance • Promoting fun and values • Rewards which should be symbolic, tangible, and anchor positive behaviors With the right reinforcement, everyone’s performance can improve.
An organization’s reward system can be used as a motivational tool if the rewards being offered are considered valuable by the employee. A valued reward system can positively affect an employee’s performance. Organizations use pay, benefits, compensation and other rewards as effective performance management instruments to enhance employee productivity so goals can be achieved. So, how does an organization choose the reward system it offers? This paper will focus on the hypothesis that employee engagement in choosing a valued reward system will positively effect performance management and subsequent employee success.
This advanced tool that information can be also used for employee development. It highlights training needs and gives guidance. By using performance management system companies can ensure that fairer decision making vs. development. An organisation benefits as it put standards in place what the organisation sees what is expected and what is perceived. Treating employee employee`s fair increases the company ability to stay consistent and employees more like to stay loyal.
However I recognised that they did respond well to leadership by encouragement and so, noted and appreciated their contributions in a positive way. This had a dramatic effect on the individual’s attitude resulting in a positive approach to the task. Effective communication with my team members was a vital part of my role, inspiring them to achieve their best. When employees trust this leadership it can motivate them to be more productive. Task 2 The autocratic leadership style can
Emotional Intelligence in the Workplace Successful leaders have been studied extensively in an effort to determine the attributes contributing to effective leadership. Pearman (2011) writes leaders who employ the use of emotional intelligence deliver more transparent communication, accomplish initiated goals, and realize a greater level of employee satisfaction and engagement. The relevance of emotional intelligence correlates with the need for leaders to have followers. This is dependent on strong relationships (Pearman, 2011). Therefore, in addition to possessing the necessary technical skills, a truly outstanding leader also maximizes the application of emotional intelligence in the workplace.
When communication is present, trust and a sense of comfort is gained by the other workers, which can lead to better morale, greater work turnaround, and stronger organizational culture. This is very important to organizational success because all workers perform as a team rather than individuals and the key to success with any team is being able to trust one another and being able to communicate
Leadership styles that define public leader * Participative style It is also known as democratic leadership style, the style puts into consideration peers and member team input where participative leaders make the final decision. By employees contributing towards decision making this leadership style improves employee morale. Whenever a company