The most effective way to get the gardeners and sales representatives to have the greatest rate of success would be for Lily’s Floral to implement a regulated employee evaluation and reward system. The gardeners and sales representatives work together to secure major accounts, and sell products, and keep inventory while maintaining open lines of communication. However, they do not have much authority to find new stores to prospect and help the company grow. To motivate the employees and increase sales rates, Lily’s Floral should follow procedural justice, which is the perceived fairness of the process and procedures used to make allocation decisions. Ideally, we would set up a reward systems that incorporates the aspects of a job that allows employees to improve as a person on the individual level, and at the same time realize the power of pay and benefits.
By giving the power of choice and delegating authority to employees, these individuals will become more empowered and intrinsically motivated. We would also set up an integral performance plan that is a part of the organization’s basic strategy. Having employees actively participate in the implementation, development, and revision of the performance-pay formulas as well as encouraging two-way communication will aid in detecting problems with proposed plans. In addition to all of the feedbacks and reviews, Lily’s Floral should challenge its employees by delegating them the authority to identify potential new store locations and present their strategies to the regional sales manager. By giving the gardeners and sales representatives the opportunity to utilize a different skill set to seek out new stores and put together a business proposal will motivate and cha...
... middle of paper ...
...hieving company goals; this also needs to be communicated with them during the interview. Many expectations are often formed for a desired behavior before any relevant information has been given. During interviews, applicants need to be informed about the company and the job description. Specific expectations should develop and be communicated with applicants as soon as they are hired.
Consider these interview tips to reduce employee turnover: Ask the right interview questions. Allow every applicant to thoroughly explain their answers, by giving examples and being specific, so that there could be no misinterpretations or assumptions. Lastly, be engaged throughout the entire interview process, as well as conduct follow-up meetings often to ensure employee satisfaction.
Reference: Soleymani, Patrick. People & Organizations. N.p.: McGraw-Hill Education, 2014. Print.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- ... Therefore, judging by managers “includes specific skills, the amount of work they produce/complete, and a variety of other tasks” (JetHr, 2013, p. 1). • Manager Performance Appraisal: This method results in managers applying an appraisal process covering job skill and human resources skill (JetHr, 2013). • Employee Self-Assessment: This method is “the most dreaded by employees, as no one seems to enjoy rating” (JetHr, 2013, p. 1) him or herself . Most often the results involve comparing “the self-assessment to an assessment by the manager and a discussion of the differences follows” (JetHr, 2013, p.... [tags: performance, system, appraisal]
799 words (2.3 pages)
- Tenure, A Significant Reward of Teachers According to data gathered by the National Center for Education Statistics in 2015, there are about 50.1 million public school students and 3.1 million teachers in the United States. When the number of teachers is not enough to meet the demand for teaching, the student/teacher ratio will raise. To the recruiting more effectively, we need to improve the training programs and the teachers ' rights. Moreover, we also have to enhance the quality of working environment together with the academic freedom for the teaching profession.... [tags: Teacher, Education, School, Tenure]
1046 words (3 pages)
- Motivation: Reward System and the Role of Compensation The design and management of reward systems present the general manager with one of the most difficult HRM tasks. This HRM policy area contains the greatest contradictions between the promise of theory and the reality of implementation. Consequently, organizations sometimes go through cycles of innovation and hope as reward systems are developed, followed by disillusionment as these reward systems fail to deliver. Rewards and employee satisfaction Gaining an employee's satisfaction with the rewards given is not a simple matter.... [tags: Papers Management Business Essays]
2351 words (6.7 pages)
- I have taken on a new client, Mr. Smith, who owns a small custom figure skate manufacturer. The company is comprised of thirty employees not easily replaced due to the highly specialized training they have received. Over the last twelve months employee absenteeism has become an increasing problem, becoming more severe, to the point productivity is hampered and the future of the company is jeopardized. Mr. Smith has made a couple of attempts to rectify the situation, (first with coffee and donuts; then again with an appeal to come to work or be without a job) to little effect.... [tags: Applied behavior analysis, Behavior]
833 words (2.4 pages)
- ... Performance appraisal has been the instrument used to measure of employee’s performance in term of quality, time, and quantity. Performance appraisal plays an important role in performance management in an organization. It has many facets such as play a role of an exercise in observation and judgment, a measurement process, and an intensely emotional process. According to Fox, A. (2009) was stated that there is 60 percent of employees say this reviews was not reflect anything that can help their future performance at workplace.... [tags: adminstrative, benefits, employee, role]
3294 words (9.4 pages)
- A comprehensive performance management system will be thorough, inclusive, practical, meaningful, reliable, open, ethical, and correctable among other qualities (Aguinis, 2013). Additionally, the process of managing performance will be an ongoing process to include processes such as coaching and employee development. An ideal performance management system will serve an organization by developing satisfied and competent employees who are actively engaged in aiding the organization to reach their strategic goals, mission, and vision.... [tags: Management Performance System]
2845 words (8.1 pages)
- A reward system is used to improve performance through positive feedback, reinforcements in order to set a positive outlook. Leadership must set this positive feeding trough feedback in order to incorporate goals and targets within the organization. It is the ability of great leadership to help steer individuals to improving an organization. In leadership you must contribute to help other achieve their goals by recognizing their value and showing appreciation. It is said in Thorndike research of law and effect that positive behavior is repeated in future settings and behavior with a negative impact fades.... [tags: Reinforcement, Reward system, Motivation]
853 words (2.4 pages)
- Employee Policies Confidentiality Our clients and other parties with whom we do business entrust the company with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor. This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.... [tags: Human resource management, Employment]
865 words (2.5 pages)
- Safety culture construction is increasingly emphasized by enterprises, taking employee safety and health as well as enterprise development as objectives, guiding employees to establish the correct security values, form and improve safety rules and regulations in the organization, strengthen security education and training and improve safety of workplace become significant parts of enterprises’further development. Required by WHS acts (Workplace Health and Safety Act 1995), both employees and employers have responsibilities to set up a safe and healthy working environment and for employees they should protect themselves away from injuries and follow WHS instructions and safe rules.... [tags: Occupational safety and health, Employment]
934 words (2.7 pages)
- Employee Incentives With today's workforce becoming increasingly diverse and organisations doing more to maximise the benefits of the differences in employees, Human Resource managers are evolving from the "old school" sideline player to the front-line fighters. Organisations are relying on managers to get the people who get the job done, and of course, make the company money. People have always been central to organisations, but their strategic importance is growing in today's knowledge-based business world like never before.... [tags: Papers]
2084 words (6 pages)