My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
This may require the team manager to adopt a more tell style, providing clear communication so that everyone knows what to do to achieve KPI success. On the other hand, team managers may take a more suggestive approach with other managers of equal standing in order to get their co-operation for tasks. External factors may arise when dealing with customers. For example, a technician may need to use a joins style to convince a customer to accept a cable route or replacement product for an item that is temporarily out of stock. Explain why these leadership styles or behaviours are likely to have positive or negative effects on individual and group behaviour: Tell - In this style of management, subordinates are expected to do the job the way the manager tells them to do it.
Employees Are there policies in place to address conflict between staff and or clients? Is staff fully aware of these policies? This question is important because when or if conflict was to arise it is important that there are policies in place to address them and for the staff to know how the organization will handle the conflicts. 3. Donors and Fundraisers Are the donors aware of the way their money is helping the organization?
Also, explaining how their roles align with the organization’s objectives and goals. The possible negative result of this successful solution could be that employees may not be on board with the change. Employees may be used to what “always been” in the organization. Part of the role profile is establishing and defining the behavioral competencies with in the organization. Line managers should also discuss what is expected of staff such as their personal drive, business awareness, teamwork, communication, customer focus, leadership, communication, developing
They help you with: 1.Employee Development - The manager discusses employee strengths and how to apply them. Goals are discussed as well as plans for growth. 2.Employee Motivation - A non-threatening exchange of ideas between the manager and the employee which may help to solidify the relationship. 3.Employee Relations - A chance to find out how the employee feels about you, the job, and the company. Why do some managers avoid or delay doing appraisals?
Therefore, any organization should be taken care if hiring the consultants. Introducing the Balanced Scorecard for compensation only. Obviously, linking strategy to compensation is a powerful lever to gain the attention and commitment of individuals to strategy. Some companies, however, forget that they must translate the strategy into terms each of their employees can understand and use in their everyday activities a key component of implementation
The scorecard was implemented to tackle these issues. First a company, when making any changes, should explain to the employees the importance of the changes being made. This way, even if the employees don’t agree with the changes, they will have some sense as to why the changes are needed. Employees also need to understand their role in the changes and what the changes mean for their individual positions. Many employees could feel their position in the company is actually being
With that being said it becomes important to set values that everyone will work by. This will help when new employees are added to the team and will also help ensure that the behaviors within the organization are acceptable and beneficial to the overall outcome of the business. The culture should be determined right from the start so the right employees are hired. It becomes important to make sure there is a way of identifying the people that truly allow the company to be successful and not just hire the superstar, not everyone will fit in to all of the different type of organizational cultures. Determining which type of culture to work in will help tremendously when trying to find an ideal business to work for.
And they understand the importance of reviewing and redesigning their structures on an ongoing basis. According to renowned management theorist Henry Mintzberg, an organization's structure emerges from the interplay of the organization's strategy, the environmental forces it experiences, and the organizational structure itself. When these fit together well, they combine to create organizations that can perform well. When they don't fit, then the organization is likely to experience severe problems. Different structures arise from the different characteristics of these organizations, and from the different forces that shape them (which Mintzberg calls the "basic pulls" on an organization).
It “creates a magnetic pull towards an organization’s purpose, and is as much about a leader’s presence as it is about their intervention” (Rowland & Higgs, 2008, p.143). Oliviera can achieve the benefits from this method by doing several practices. First, he should connect with employees at an emotional level, push & put first the future purpose of the organization & bring evidence that show that the other competitions are passing them in sales. Also, explain how the world change & this will create understanding why things should change (Rowland & Higgs, 2008). Second, Oliviera should recognize that the leader should pay attention to the organization is not to control it, or is not change people’s behavior, its pick up themes from local levels to create the story for the whole organization that can inspire the organization to move to a new place.