Employee Portfolio How an employee acts represents the company for which they work. By knowing what employee’s attitudes and satisfaction levels are, a manager can help the team work together for the good of the company. Testing employees will show managers what they need to make the team and work environment successful. The Team Nathan, Dawn, and Megan are all part of a new team. Each has their own qualities they bring to the team.
This means that companies will often omit negative aspects of the position from job postings in order to avoid scaring off applicants. If a company is to compete with these other companies that hide negative aspects of the position to be filled they must make their job postings competitive. An argument for using realistic recruiting policies is that trapping employees or “springing the bad news” on them after they are hired will no doubt raise the cost of retention. As employees find out the entirety of their job after they are hired many of them will no longer see the position as an opportunity and may soon begin searching for new
Their influence is not a lot on this aim. They need to get everyone they know, or even themselves to achieve this aim in order for their shares to increase in value. Managers To work with others to overcome poverty and suffering. Managers have a significant influence on this aim. The managers need to try and co-ordinate their staff and achieve this aim because they may get a promotion.
Describe how direct or indirect discrimination may occur in the work setting Direct discrimination is when someone is treated unfairly due to their circumstances; an example of this could be missing out on a promotion at work because your employer thinks you are capable but chooses someone younger instead because they will be working for longer. Indirect discrimination can sometimes go unnoticed by people, rules
With this frame of mind, they lack the motivation to do better and succeed. ), Collectivism (The w/c value being part of a group. This may hold them back as they will take the group’s decision on something, which may be to not attend school, not revise etc. ), Immediate gratification vs. deferred gratification (The w/c believe in IG where they want the reward straight away. This can affect their education as they will not want to stay on in further education, as they can get a job and make money straight away.
Business Proposal Team A RES/351 December 6th, 2012 Amanuel Gobena Business Proposal In the insurance industry, we have issues and projects that arise all the time. We are constantly trying to find ways to stay ahead of our competitors as well as new and clever ways to market our company’s insurance services. If the company is able to make themselves adaptable to the economy’s needs, then they and their customers will ultimately benefit from this. In this business proposal, we will attempt to discuss in great detail the most efficient way to solve a sales management dilemma at an auto insurance provider. In order to protect the identity of the companies discussed, we have decided not to utilize their names and instead designated them
McClelland and vroom-This theory is simple and it says people are motivated depending on the outcome. This means if an employee doesn’t like the outcome the task is going to produce, then he or she won’t want to complete the task at hand. This theory says to relate rewards to the performance and it is something that the employee would want. This theory says that if an employee is kept happy then the employee will be motivated to work harder. Tesco would not use this method but parts of it such as get Tesco employee rewards that relate to them and their performance Maslow-This theory says that people’s needs have to be met first before an employer can get the best out of their employees.
Under this relationship, leaders identify the specific talents of each of their employees, motivate them and coach them towards utilizing their talents effectively. Leaders are also responsible for building trust between them and their subordinates. Leaders involve guiding a group of people toward achieving the best result in and a company. The leadership of a company mainly involves creating a vision for the company. It involves modeling the vision, forming teams, influencing them and aligning people to achieve the set goals.
Communication does not only mean a manager talking to his or her employees, but also listening to their concerns and problems. For a manager, it is important to ensure their understanding of company objectives and their individual job roles, but it is equally important to show them the importance of their feedback to the achievement of targets and standards (www.careers-help.co.uk). Communication in the workplace is vital because effective motivation can’t take place without it. A manager needs to communicate with their staff on a regular basis, conduct weekly team meetings, discuss issues, and deal with grievances to remove communication hurdles. Effective communication allows employees to offer feedback and to provide creative ideas to help enhance and change business practices, policies, and procedures.
Strategic Staffing Decisions Recommendations Staffing Levels • Acquire or Develop Talent In deciding to acquire talent or to develop talent, Tanglewood should focus on developing talent in order to achieve the “centralization” the company is looking for. By focusing on developing talent, Tanglewood would be able to create a core workforce with the ability to learn KSAOs (KSAOs are the knowledge, skill, ability, and other characteristics that are needed to perform the job effectively) from entry level jobs all the way up to management jobs. The newly developed employees would be able maintain the current values and culture that Tanglewood is focusing on maintaining for now and in the future as they continue to grow. Tanglewood has previously focused on the acquisition of their employees. Even though many of the employees are able to start employment with little training, this has led to the differences in human resource practices among regional managers which counter Tanglewood’s original philosophy.