Project 1 Explain how, when working, you would find out what was expected of you and what work standards would be expected of you. How would this knowledge impact on the ways in which you organise your time and manage your work tasks? When working in a workplace I would firstly be expected to find out what the relevant industry standards are and what the organisational goals are within their workplace. I would find out what was expected from the job description that has been assigned to me and a thorough explanation on the job description so that both my employee and I are clear on what is expected by me. Also having a clear understanding of customer expectations and values is essential, as they are important to meet the demands and thus assists the organisation in achieving their personal goals.
The study of industrial/organizational psychology has two parts. The industrial aspect focuses on the proper use of personnel, how to select employees, train, motivate and cultivate an efficient workplace team. The organizational side of the coin looks at understanding the behavior of staff while on the job and works towards enhancing the wellbeing and happiness within the system of the team (Spector, 2012). Two university professor are accredited for their foundational work in I/O psychology, Walter Dill Scott & Hugo Munsterberg. Scott and Munsterberg were interested in the science of employee selection and psychological testing.
Affecting Change Paper Jenea M. Smith LDR 531 March 21, 2011 John Thompson Affecting Change Paper Leadership can be defined as the ability to encourage and persuade others to work towards achieving a goal. Leaders are individuals who are concerned with doing the right thing, and managers are individuals who are concerned with doing things right. Leaders of companies and organizations are often faced with challenges of motivating employees to adjust to cultural changes and organizational structural. In large companies or organizations, the efficiency of managers depends on the influence they have over their subordinates, as well as their peers and superiors. Smith and Falmouth is a mid-size tele-shopping and mail order network
3 The learner will Be able to undertake the preparation for professional supervision with supervisees in health and social care or children and young people’s work settings. The learner can 3.1 Explain factors which result in a power imbalance in professional supervision. As a manager I am already in two positions of power, personal and organisational. The former refers to knowledge, skills and competence associated with an individual which gives me authority. Given this authority I am able to exert a certain amount of power in various situations e.g.
Leadership and Management 1 Leadership and Management Jason T. Heilman BUS311: Organizational Behavior Mr. Michael Sefransky September 2012 Leadership and Management 2 Is there a difference between leadership and management? This question is often asked with varying answers. I believe leadership and management are two completely different things and both are required in order for an organization to be successful. Leadership is often referred to as a relationship between the company leaders and those under them. Leadership involves identifying the talents of your employees, motivating them, coaching them and establishing trust with them.
- Supervision is about reflection as well as action - Supervision must attend to both process and content - Good supervisors bring about change - Supervising is a complex and demanding task that requires training - Supervisors should be a role model for their staff. Supervisions are important for both employer and employee’s, it is a way in which as Manager’s we can support, develop knowledge and the skills of our carer’s to encourage and enable them to carry out their job role in an effective way. It is important to be aware and remember the roles and boundaries for both supervisor and supervisee. If we can build up trust with our carer’s they are more likely to be open and honest with us and approach any issues or concerns in a professional and appropriate manner, it is essential to give clear expectations. If the Supervision is not structured it is less effective, mixed messages can be perceived.
We will evaluate staffing strategies by carefully examining decisions about acquisition, deployment and retention of the organization’s workforce. In determining the quality and quantity of employees, careful attention will be given to the knowledge, skills, abilities and other characteristics (KSAOs) demanded of specific work performances and delivery outcomes. Paramount in staffing activities is the ultimate achievement of the organization’s effectiveness. To this end, the class will develop a case that is designed to correspond with the types of information found in work environments. Further it will become evident that often there are no clear-cut decisions regarding correct solutions; dealing with ambiguity is often the situation in reality.
www.businessdictionary.com. If we accept this definition to be true in its entirety, then it is also necessary to understand that motivation can be diverse just as people are diverse and that motivation can change within a person depending on their day to day situation. Professor Edwin A. Locke, American Psychologist and pioneer of the Goal-Setting Theory proposes that intentions to work toward a goal are a major source of motivation. The detailed concept conveys that specific goals give an employee a clear understanding of what is the task at hand and how much effort needs to be expended. (Robbins & Judge, pg
Performance Management Performance Management allows for review of skills and proficiency of employees. This involves the review process, which in most cases relates directly to compensation. Managers monitor how employees are doing to identify areas that need improvement or things that are done exceptionally. Conclusion Human Resources Management Roles are a very important part of how a facility functions. They are the first line of engagement with employees and outside regulatory entities.
There are positive and negative aspects of this function; first of all, the HR department enriches the Organization through recruitment procedures. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the Organizations goals. HR is also responsible for organizing incentives or compensation packages to motivate employees. All these functions contribute towards organizational effectiveness. Howeve, there are some negatives aspect of HR; it has to bear the burden of blame if an employee’s performance poorly like for example Arthur Anderson Company.