This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change. A series of training and preparation with individualized tutorials might mitigate some anticipated resistance. Inadequate communication may also cause resistance. Management will make the major decisions with regard to the scheduled change; it is their obligation to clarify these decisions to subordinates within the company. Management is also expected to properly handle the inevitable questions and grievances; it is important to avoid misinterpretation regarding the procedural
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;
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.
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.
Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
Carver was actually the stressor in many situations. In order to improve his performance review, he can learn to help individuals handle stressful work situations to help them perform their jobs better. This will ultimately improve his relationships with employees and gain Carver a better performance
Behaviors of employees tend to feed off of each other and can be addressed and adjusted by using reinforcement tools with focusing on equality throughout the casino. Positive and negative reinforcement, rewards and punishments can lead to more productive employee behavior and less counterproductive employee behavior. Employees want to be valued as an individual giving and using their skills to generate a productive business. However, when they feel as though they are not valued and receive no reinforcement in a positive manner they tend to feel worthless. On the same hand employers must give positive feedback when necessary as well as criticism when necessary.
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.
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.
MT302 Organizational Behavior Unit Eight: Leadership and Employee Morale February 22, 2013 Leadership and Employee Morale There are various ways that a leader can communicate with his or her team, especially if he or she is in charge of a virtual team. The manager can use video-conference, email, or even a telephone call. Each communication medium can be used for different reasons and to get certain things across to his or her employees. When a manager has to deal with an employee that is affecting the morale of the team by being negative and making negative remarks. When there are issues going on within the group that are causing low morale for the team the manager has to use a medium of communication that