In a poll about what makes a bad boss bad, the majority of respondents said that their manager did not provide clear direction (Bogardus, 2009). This factor will affect the sense of participation in a venture larger than themselves and the feelings of engagement, motivation, and teamwork. The process that results in employees who clearly understand and execute their performance expectations contains these components: a company strategic planning process that defines overall direction and objectives. A communication strategy that tells every employee where their job and needed outcomes fit within the bigger company strategy. A process for goal setting, evaluation, feedback, and accountability that lets
SWOT Analysis CanGo is made up of multiple internal and external factors that are both favorable and unfavorable to the company’s future plans and success. A SWOT analysis helps to breaks these areas down to fully understand their impacts on the organization. CanGo does have unfavorable factors including internal weaknesses, and external threats. Weaknesses that have been identified include an unorganized management team. Low customer satisfaction is another internal weakness that is crucial to the success of CanGo.
Which of the following employee characteristics have the greatest impact on employee behavior: general attitudes, job satisfaction, emotions and moods, personality, values, or perception? Provide a rationale for your choice. Week 1 Question 1 I believe that each of the employees characteristics have impacts on the employee behavior. I also think that the job satisfaction is the most important of all because dissatisfied employees has lower work performance standards, also this can have an effect on the other employees within the work environment. The more an employee enjoys his or her line of business the more effort he or she will show within great work performance.
Motivational Methods Georgina Cardona HCS/325 Septembe 24, 2012 Hanna Matatyaho Motivational Methods How to motivate staff is essential within any organization or workplace. It is most important to know the basic theory application and methods for dealing with any problems that may arise amongst employees. Managers and those looking to become managers must acquire the skill it takes to motivate people and to stay motivated as well. This skill will ensure that staff is productive and efficient. Motivating staff is no easy task for managers.
Why or why not? The statements made by the employer appear to coincide with an unlawful promise of benefits, and therefore, are unacceptable in relation to the act. The concept of “positive coercion” is addressed in the case study, and these actions directly influence the manner in which employees may view the union and its possible entrance into the organization. In this context, the company does not possess a right to actively or even passively coerce employees into making a decision on one side or another, as this should be an independent decision that is left in the hands of employees without any type of influence. This is an important factor in demonstrating the value that is placed upon organizations and their ability to coerce employees to make decisions in one way or another, and how this type of behavior is unacceptable in all cases.
How might these three employees’ characteristics affect the performance of the organization? In my opinion it seems to me that the most common concern is the personality trait. All three of the employees have different personality traits; this will require a different means of communication from a manager. To look a bit deep, a manger must know his people and their capabilities, for instance placing people in the right job makes all the difference in the world and can greatly affect the organization performance in a positive or a negative way. For a better example, let look at employee number one from our employee questionnaire, in the case of Dontae, he has a introvert personality with strong individual skills in supply procurement.
Using this tactic allows management to get the most out of each employee for a better workforce. When an employee is armed with a better understanding of his or her strengths and weaknesses, they are in a better position to find a career that is truly rewarding. The contents in this research paper will explain the attributes and faults of my Keirsey style EFSP. ESFP: The Performer After completing the Keirsey self assessment, I found that my Keirsey type was ESFP (Extrovert, Sensation, Feeling, Perceiving). Being an extravert, I have the need to be sociable and tend to be energized by talking to and working with people which is true for me.
Chapter 03 Values, Attitudes, Emotions, and Culture: The Manager as a Person True / False Questions 1. The ability to feel, think, and act are referred to as personality traits. True False 2. The effectiveness of a personality trait depends upon both the characteristics of the job of the manager and the particular organization in which the manager is working. True False 3.
The work force of today has no problem with questioning authority and challenging the old way of doing things. If a leader can control the situation and guide and direct the feelings and focus of the work force, then this could be a good thing. We have learned that challenging the process is what actually makes for continual process improvement. Many fought against that in the past, GenXers embrace it as a daily thing that is necessary for growth in the company and the market. The mindset of the GenXers were shaped by a shocked and unstable world economy, world violence, politics, and less than reputable businessmen and women who continued to control the direction of those appointed below them.
Which characteristic of negative charismatic leadership is more likely to lead to failure? a. Focus on personal power b. Centralized decision making C. Tendency to make risky decisions d. Identification to the organization 6. Distant charismatics are often described in terms of their effect on follower a. identification with the leader b. motivation c. task behavior D. political attitudes 7.