One of the most common interests the employees of Tesco have is that they want maximum wages for the work they put in. As well as this they expect promotions if they have been working at a lower role in the organisation for a couple of years and want to move up in the organisation. These differences in the organisation are addressed through staff meetings where these issues are bought up. Then it is just up to the managers to decide what they want to do. If they get permission from the owners to give staff promotions and give pay rises for outstanding work then everyone will be happy and most importantly the employees will be happy which will lead to many benefits such as a good working environment.
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.
One of my main takeaways from this topic is that money isn’t the best motivator. According to Mayo’s Hawthorne effect, employees feel more motivated when their efforts are recognized, and this can be achieved through bonuses for example. However, this can increase individualism as employees will focus on outperforming their peers. Intrinsic motivation helps create loyal employees who are more satisfied on a personal level. An example of this could be social security benefits.
These influences affect employee morale, motivation, satisfaction and performance. These factors play a role in the organizational climate. Attitudes and Emotions Influencing Behaviors Cassandra feels that employee attitudes and emotions can definitely play a role in influencing behaviors in the workplace. An employee displaying positive attitudes and emotions shares the feelings of a positive attitude with his/her co-workers. The coined expression “one bad apple spoils the bunch’ applies when an employee displays a negative or bad attitude or even an attitude that does not coincide with the already established organizational culture.
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
team appraisals can sometimes be unjust, because one or two people could possibly slack when it comes to performing their job and make the team look bad. The organization wants all employee’s to benefit from the great effort that they put into performing their job; therefore they should be evaluated separately. A generic appraisal form for each employee seems to be fair it shows each employee his/her weakness and strengths allowing room for growth if needed(Fallon & McConnell 2007;
The inability to look past the right choice to the most beneficial one, the obligation to right versus wrong, and the idea of equality in the workplace may result in problems in the workplace for a person who holds these values within the obligation category. With this said, it is certainly valuable to know the individual ethical style and perspective held when entering a business atmosphere. This would allow for easier transition of ethical dilemmas into issues that can be accepted by everyone involved. This, in turn, would provide a better atmosphere for the company, the employees, and ultimately the
It is important that companies find innovative ways to keep relations high between upper management and the employees themselves. Having good relations trickles down to improved services, improved production, and a happier work force. The best way that a manager / supervisor can do this is to be fair, be firm, and be a part of the team. Employees who have managers / supervisor who have been promoted from within a company and understands the job gives a morale boost when employees see that there are opportunities for them to "increase their status" Employees who have managers / supervisors who are hired " off the streets" sometimes feel resentments, due to the fact that they may feel as if the person is inexperienced. An employee's perception is everything, even if it may be incorrect.
Arthur may not be the best at managing others, which could make presentations or working on teams difficult. Arthur would not be the best choice to manage other workers, but he is an asset to the company because he has a positive attitude and likes his job. Arthur is a valued employee, and this positive state of mind could be good for morale. “Breaking down organizational goals into smaller more detailed task geared specifically toward the strength of an employee is an example of Management by Objection or the goal setting theory” (Pearson Education, Inc, 2011). As manager, I have decided that Arthur will serve the company well working in a position that does not require him to be in charge of any projects.
Winchell Sr., he incorporates what it takes to be a great general manager. It is important to understand people by applying specific theories related to reinforcement, teamwork, why employees fail at their job and motivation. As a leader, it is significant for employees to feel appreciated. A simple thank you shows appreciation and respect for the employee. General Managers have the ability to reward those employees who are exceptional in their position.