2. Describe how Alan’s opening thoughts on his job, narrated in the video; affect his approach to the performance reviews. Does Alan’s view of his job foster a negative or positive work atmosphere with his employees? Explain. Alan’s opening thoughts on his job affect his approach to the performance reviews dramatically.
Studies have shown that good supervision is associated with job satisfaction, commitment to the organisation, staff retention and employees’ perceptions of the support they receive from their employers (Carpenter et al 2012). In addition, employer’s need a forum where the quality of practice can be scrutinised, staff’s development needs explored and workers given the opportunity to: * Explore the emotional impact of the work. * Manage anxiety. * Consider how their own biases and beliefs may be affecting practice. * Reflect on the dynamic of the interaction between themselves and those using services.
Career Plan Building Activity ― Work Culture Preferences BCOM 275 How can knowing your ideal work culture help you in determining appropriate channels for communication? * * Work culture is the cohesiveness that connects employees within an organization. A positive work culture generates the foundation of its success. Since work cultures differ between organizations, it is important to know how to communicate and maintain effectiveness. Organizations differ in personality and style, and can influence how employees work with each other; and how decisions are made.
Improving Organizational Performance April 29, 2013 Psy 428 Professor Catherine Floyd-Jennings Improving Organizational Performance Job satisfaction and productive work performance are essential factors in an organization. Ensuring that employees are satisfied and capable of exhibiting quality work performance can be challenging. This report will explore the four major phases of the simulation and the solutions recommended for improving work performance. I will discuss the way motivational theories can increase productivity and ways to reduce stress in the workplace in relation to the simulation. I will also examine how human behavior, cognition and affect can enhance relationships within an organization.
Employee Motivation Theory Often times companies that struggle with the relationship between the employees and the goals of the organization; sometimes the moral of its employee is thread that sets the relationship apart. Managers have made several failed attempts to establish that relationship with the employee to knit them together with the goals of the organization. Therefore, the company level of accomplishments is diminished. A good manager has learned good people skills, and often times he/she is able to motivate their employees to increase their output. It is important to be able to penetrate any barriers that the employee may have as a defense mechanism.
Burnout may not be completely prevented but there are different measures in preventing burnout that organizations managers or supervisor can implement. Becoming aware of employees facing burnout due to a demanding or stressful work environment or those following the same tedious daily routine can help decrease burnout. Once having an eye on employees facing burnout, restructuring job responsibilities, lowering caseloads, having volunteers, and part-time opportunities are just a few of the different measures in preventing human service employees from burnout. Adding clearer goals, expectations, and responsibilities are other measures that could help. Maintaining an effective workplace is the reasonability of managers or supervisors by setting the example, becoming a role model, open communication, and motivation will keep employees happy and satisfy.
There are varieties of skills such as: Suitable qualification, Experience, knowledge of products and services, effectiveness in meeting personal, raise professional standards of production. Suitable Qualification Self Management Employability skills Experience of specific industry Experience in a similar role Ability to observe and raise professional standards Effectiveness in meeting personal and team targets Suitable Qualification: Different jobs require different qualification, many employees are happy with an applicant with good qualification they are more likely to give them a job rather than an uneducated applicant. However for job such as accountancy, marketing and human resources, employers look for applicants with different kind of skills as well has good qualification. This can be related to my job which is cashier, this is because cashier need to count the money the customers gives and they need to give the correct change this is where their qualification in maths will come in good use. Experience in a similar role: This skill is useful to my job has it need some experience to talk to different types of customers for example you would need to talk differently to a angry person, you would try to calm them down this is where you experience comes in.
What would be your overall aims when counselling an underperforming employee? Describe the steps you would work through to achieve these objectives. The overall aim when counselling an underperforming employee is to restore job performance to a satisfactory level by identifying the unsatisfactory behaviours, mutually establishing goals for improvement, and seeking agreement from the employee on suitable action to overcome those problems. Counselling will occur either because your staff member approaches you to seek help, or because you approach the staff member due to problems you have noticed in his or her work performance. As soon as you have identified that an employee is under-performing, do not wait for things to go from bad to worse.
Project 1 Question 1 What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? Commutation time-management positive attitude B by demonstrating positive work skills understanding workplace and each employee's managing employee concern growing leadership to drive them delegating duties to other staff think outside of the box Question 2 What are the traits of an effective leader? Do I have these traits? How would I develop them? A a good positive role model ability to be hands on lead by example strong work ethics uncompromising integrity collaborate and work ability to communicate mediate ability to say “NO” B To have a strong work ethics, and to show my employee's a good example C learn from others identify the traits that I have learn from the new experience must be willing to improve myself have a desire and dedication to achieve my goals Question 3 To check the company vision statement, mission statement and the value statement speak to the superiors/managers to look for the information on the web page maintain a current job skills and if not update them know the company guild line policies refer back to my job description align with the company – long or short term goals, strategies, and stated direction Question 4 How would I ensure that I meet my job description?
Howeve, there are some negatives aspect of HR; it has to bear the burden of blame if an employee’s performance poorly like for example Arthur Anderson Company. Besides, all of this some policies made by the department may be detrimental to company like in Home Depot Company’s case. Improvements to their role can be done by arranging training for staff members, organizing activities for the Organization and changing Organizational culture. (Erica 2006). References Gomez, M. L., & Balkin&Cardy, D. R. (2010).