It would be beneficial to have him take the What Time of Day am I Most Productive survey to see if his poor decision making is based on his ability to focus. The characteristics of the employees make up the characteristic of the company, and both of these are a direct reflection of their leadership. Keeping employees happy is a key element to success, as noted in (Robbins & Judge, 2011), “Therefore, companies implement programs; such as piece-rate pay where workers are paid a fixed sum for each unit production completed”. It is imperative that a company can attract and retain a skilled workforce. Ensuring that their compensation is competitive with the market and valuing the employee’s opinions are just two ways to accomplish this.
In this case scenario there is clearly a difference in opinion, while the boss of the company believes he is giving Beauport (his employee) greater opportunities in the company and a chance to succeed in her career by changing her position to marketing research coordinator; Beauport is convinced that she is being sidelined into a “backroom” job, since she is aware of the stereotyping that goes on with women in this industry. Beauport is highly disappointed with the outcome of her hard work, and feels like she is being demoted rather than promoted. The boss knowing he had this position two years prior to becoming boss is both excited and pleased to inform his employee of his wise decision, and is sure his employee would be thankful for the great opportunity. The second symptom present in this scenario is a misinterpretation of body language by Mr. Gilman (the boss) towards Beauport’s reaction to the aforementioned position. When informed about the change in position, Beauport was shocked and so responded with a long pause and a quiet thank you as she left the office.
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
Case Analysis – Employee Dissatisfaction- Unit 5 Calette Williams GB520 Strategic Human Resource Management April 16, 2013 Professor Steven Cates Case Analysis – Employee Dissatisfaction Introduction The purpose of this paper is to explain the strategies used by U.S. Companies today to keep them union-free and also explain why it is critical to the success of an organization in meeting its goals and mission. Statement of the Problem(s): Most of the line foremen employed at Lima were manufacturing foreman with degrees. Successful managers were promoted but the backfill to Formen resulted in undereducated candidate pool so management wanted to overhaul the candidate pool by bringing in more qualified external candidates (Skinner & Beckham, 2008). Summary of the Facts: Formen for the Lima Tire plant had a very stressful job dealing with the frequent pull from different sides of upper management, often receiving verbal abuses and strict punishments for not meeting goals. Formen were also responsible for adhering and following unions policies and procedures.
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge
Promoting an employee from within the company can benefit the employee and the company. Promoting an employee who has shown superior job performance is a good way to reward a hardworking employee. With internal recruitment, a company does not face the issue of hiring someone that the company knows nothing about. Unfortunately, internal recruitment is limited because there may not be any employees capable of fulfilling the position. External recruitment by means of applications and resumes may increase the chances of hiring an individual who does not perform well at the job.
They make these decisions with acquiring the detailed information which can help Asda flourish. The mangers would apply the positive influence through these decisions. The managers could help Asda accomplish many aims and objectives by playing a key role in assisting Asda to tackle more challenging aspects which will help them flourish even more as a PLC That just highlights just how much influence a manager can exert into Asda. However, a manager can also exert a negative influence into Asda but they will not do this intentionally. This is because; a bad decision can lead to directly harming Asda.
In closing it is recommended that BIMS begin to work to improve these various areas within the company. Training programs should be altered to increase employee competence and confidence. Furthermore, quarterly employee evaluations should also be conducted in order to maintain high performance and employee satisfaction. Based on question ten, many employees fear that they will lose their job and this is not good for employee
Short vs. long-term focus In the case of short or long term focus when it comes to employment, it is my opinion that it depends on what you are looking for. However, it is my opinion that for your particular company a long-term focus would be better of for you guys and will help you grow faster and have a solid and consistent mission throughout your regions. I believe that having a long-term focus and investing in developing your talent will result in having great managers that will pass on the culture of the company to their employees; in whichever store they happen to be placed. Since one of the concerns for both Emerson and Wood was the lost of the company core values as a result of expanding, I believe that having a long term approach to employment will assure that those who stay with the company pass on those values to the next generation of
Without this restriction, the workplace could have a better chance to obtain better performance on the job, a wider range of ideas for problem solving, and a more diverse workforce with different views on different situations, which could better your company in the end. Let’s say you’re the CEO of a company, and you interview two people for the same job. While one employee has many tattoos, the other has none. You decide the person with the tattoos could be the better man for the job, but hire the other man, solely on his appearance. This man’s job performance is not enough to concern you for the first couple months, but he begins slacking as time goes one.