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Retaining Critical Talent. Five strategies to help you retain critical talent are: 1. Providing Value Added Feedback 2. Adjusting Autonomy/Decision Making Authority 3. Building Relationships 4. Providing Opportunities for Growth 5. And Playing to Employee Strengths The first strategy is to provide value added feedback to employees. Critical Talent both expect and deserve feedback at other times that just at performance reviews. Feedback needs to be regular, specific, timely, and valuable to the employee. Too often use the excuse of not having enough time for feedback. While this may be true, feedback is an investment of time and a manger must consider the cost of replacing an employee should they leave. It is better to invest the time now to prevent having to replace them later. Feedback should provide a balance between development and positive feedback. Critical Talent has the desire to improve, so management must show them ways that they can get better. In addition a company must show that they value team members. Feedback can be leveraged to show that an employee is values and that the company is invested in their success (Oracle 2013). The second strategy is to adjust their autonomy and decision making authority. A manger must know how employees like to work. Do they prefer independent work, or do they prefer to work in teams? An employee who prefers team work environments will becomes less satisfied if they are given solitary tasks on a daily basis. A leader must manage them according to their preferences where at all possible and include them in the decision making process. There is no easier and more powerful way to motivate staff than to simply involve them in decisions. Get their thoughts on how to approach a p... ... middle of paper ... ...ers/talentreviewsandhighpotentialidentification_wp_ddi.pdf?ext=.pdf Lewandowski, C.A. (2003). Organizational factors contributing to worker frustration: The precursor to burnout. Journal of Sociology & Social Welfare, 30, December 1, 2003, pages 175-185. McCarthy, Dan (2012). The Performance and Potential Matrix (9 Box Model) – an Update. Great Leadership 2012. Retrieved from: http://www.greatleadershipbydan.com/2012/01/performance-and-potential-matrix-9-box.html Oracle (2013). Building Critical Talent Pipelines. Retrieved From: http://www.oracle.com/us/media1/building-critical-talent-wp-1676598.pdf Sorenson, Susan (2012). How Employees' Strengths Make Your Company Stronger. Gallup Business Journal, February 20, 2014. Sidle, Stuart D. (2012). Is Selection The Answer for Encouraging More Employee Autonomy? Academy of Management Perspectives 2012, Vol. 26, No. 4
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
...he company which suggests that if you examine managerial styles and work to improve employee satisfaction there will be a correlational increase in productivity and retention. It suggests that perhaps people leave companies not because they are unsatisfied with their work or pay, but rather, because they are unsatisfied with their manager. While this idea might seem brash, it is a significant point being made that suggests that in order to see improvement you need to revamp a program or company from the top. Having worked as both an entry level worker and a managerial supervisor, I can testify to the importance of manager support, appreciation, and feedback and how this impacts your role in the company. Seeking out the strengths in employees, though it seems so obvious in theory, is a revolutionary way to transform the work environment and employee morale.
Rath, T., & Conchie, B. (2010). Leadership strengths. Leadership Excellence, 27(1), 9. Retrieved from http://search.proquest.com.ezproxy.liberty.edu:2048/docview/204624934
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
With the concept of organization justice, Shkoler (2017), defines the concept of organizational justice as the “Perceptions of the degree to which an organization provides its employees with appropriate, fair and respectful treatment, adequate and accurate information, and resources and rewards.” (Shkoler & Tziner, 2017). With this, the researchers (2017) found that employees who perceived injustice in the workplace and acted to resolve the issues developed some behaviors that demonstrated negative feelings towards the organization. These behaviors included a lack of motivation and manifestations of mistrust towards the workplace or the manager. (Shkoler et al., 2017). The consequence of perceived injustice to employers is job burnout. Emotional intelligence was measured using the Trait Emotional Intelligence Questionnaire-Short Form. Organizational justice was measured by the justice scale and burnout was measured with the Maslach Burnout Inventory. Work Misbehavior was measured by the Interpersonal and Organizational Deviance Scale. Meetings were conducted among threatened participants to gather the information about what might be going on in terms of employee’s personal, social, and mental health. This included issues of expertise, self-esteem,
Provide Feedback. Feedback helps an individual to determine their weakness and strengthen their potential. It is essential for a mentor’s personal growth and career development.
The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step is to examine whether the organisation is ready for it or not. The second important step is to examine if the candidate is ready for it. For the purpose of systematic analysis and examination of the problem at hand, the studies by the several researchers have been reviewed. Baron, (2009) examines that managers who received upward feedback about their supervisory behaviour significantly improved their behaviour and improves the subordinate ratings of managerial performance. Similarly, Baron, (2009) found that employees were favourably disposed toward associate rating. The feedback is positively related with fulfilment with prior peer ratings and negatively associated with perceived friendship bias and years of company experience. Subordinates’ ratings of leadership were significantly higher following feedback from subordinates under which a highly structured session is there where leaders discussed the feedback results with subordinates (Baron, 2009).
Overall feedback looks good on paper, but the actual process of it is far more complex than we would ever imagine. With different types of management and leadership styles in the workplace, feedback comes in different varieties. Feedback is highly encouraged in the workplace, but one must be mindful of the different backgrounds around, and how to properly develop and implement constructive feedback. I will be reflecting from my own supervisory experience in Charleston Treatment Center as well as reflect from my experience with feedback from my superior at this organization.
Coaching involves leaders developing and encouraging their employees(Manning & Curtis, 2015, p. 468). This is a crucial part of leadership. This component helps leaders help their employees grow and develop their personal potentials, at the same time this is helping employees excel within the organization which leads to ultimate success(Manning & Curtis, 2015, p. 468). Performance coaching involves the use of feedback, which can be very beneficial to both the employee and the organization. Leaders should provide feedback regarding their progress with assignments and their development within the organization(Manning & Curtis, 2015, p. 469). This act shows appreciation and support towards employees. It is important to give encouraging feedback so that employees know that they are producing the right results for the
...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
By giving direction and using problem solving skills to motivate the team to achieve goals will create an atmosphere where employee will feel inspired to work there in turn retain employees.
The Job Characteristics model was developed J. Richard Hackman and Greg Oldham with the idea that “any job can be described in terms of five core job dimensions”(Robbins and Judge,2009, p.215). An example of a core job dimension is the skill variety. The skill variety is the use of skills based on the degree of activities. For example, as a sales agent, I am required to take the order of a customer as well offer the customer another product that goes along with the product he or she ordered. Another core job dimension is the feedback. According to the text, “feedback is the degree to which carrying out the work required by a job results in the individual obtaining clear and direct information about the effectiveness of his or her performance”(Robbins and Judge,2009. p.216).. Research has shown the psychological states of a person can determine how he or she will take in the information from a feedback. A person who has a low growth need may take a negative feedback has a personal attack which can make them less productive at work or cause them to quit. Sad but
Every organization faces a shortage of resources including skilled human resources. This necessitates the emphasis on performance so that organizations can hire as few employees as possible while raising performance to the highest possible levels. Contemporary managers have the task to raise employee motivation so as to raise employee performance. This means that managers have to provide timely performance feedback so as to give direction to employees. Performance feedback is not a one-off issue but is a critical constituent in the continuous enhancement of contemporary workforce improvement (Anseel, Lievens, & Schollaert, 2009, p. 24). Performance feedback equips employees with the knowledge to modify their behavior so as to improve their individual and consequently group performance. At the absence of performance feedback employees are left in guesswork as they contemplate which areas to focus more efforts so as to develop professionally.
According to University of Reading (2012), “Feedback can improve a student's confidence, self-awareness and enthusiasm for learning.” Feedback is important because it helps student understand their progress whilst achieving goals. Goal can be anything for instance to pass with good grades, to learn and understand the topic etc. Feedback helps to identify your strengths and weaknesses. For example, imagine yourself learning to play basketball, you have a coach who is guiding you and providing constant feedback on your progress versus you teaching yourself; big difference in terms of monitoring and feedback isn't it?
By providing feedback, it not only values staff, it values management which can boost morale. Quality feedback will also lead to employees becoming more engaged and empowered to be productive. Feedback builds trust between the managers and employees and in turn reduces turnover.