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Managing For Employee Retention
Managing For Employee Retention
Managing employee retention and turnover
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This article was in the Harvard Business Review December of 2001. Is “hard” management the way to go or is the other way around is “soft” management the best way to manage? In the article Peace is arguing that soft managers are better managers than hard managers. Peace describes a hard manager as a person who is self-confident, arrogant, and thick skinned. While he describes a soft manager one that listens to criticism and takes time to notice employees opinions. If one has ever worked they have probably experienced hard and soft managers.
In the article Peace describes two stories that illustrates the positive aspects to soft management. In the first story he tells of when he was a manager at Synthetic Fuels Division of Westinghouse. The company was going down and running out of funds to support itself, and the company was looking to sell itself due to financial difficulties. They had already laid off over 100 employees to try and conserve the company long enough for sale. It was coming close to time to lay more people off in an attempt to show that the company would do anything to save itself. Peace and the other mangers came up with a list of 15 people that they were going to lay off, but Peace told the other managers that he would like to break the news to these 15 instead of them doing so. Peace did not have to do this himself, but he chose to do it to show these employees that it was at much dismay that they had to layoff these 15 employees. In doing so Peace not only ...
According to Brad the characteristics of management that contribute to success can be broken into six categories. The first one being a...
If Beverly knew about this management styles before heading into the job at Gridlock Meadows she might have been more prepared for what was about to come. This paper might have come off a little bias but remember that each management style has its positive aspects as well as negative ones. The key is recognizing the management style and how to work with each one you may encounter.
Quint Studer’s Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference is a Business Week National Bestseller and is highly regarded by healthcare professionals across the country. The following document describes Studer’s key points, including the Five Pillars and Nine Principles that motivate and direct transformation in an organization. It also provides a critique of Studer’s text and analyzes appropriate applications for summer residency positions.
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
In the book this is defined as seeking ways to meet the needs of different management situations (Uhl-Bien pg. 8). In my opinion McCoy’s building supply based their management style off of contingency thinking. The company is family-managed and they prefer to stay that way. Once again, their main goal is to sell fine quality products and ensure the happiness of every customer. In order to keep that goal a priority they had to separate service related issues from administrative issues. So unlike other retail businesses, McCoy’s took that administrative workload off of their in store managers so they could successfully meet that goal. If they did not think contingently more attention would be put into getting paperwork done instead of ensuring good customer service. Chapter one also defined an effective manager as, helping others achieve high levels of performance and satisfaction (Uhl-Bien pg. 15). After reading about this company I have come to the conclusion that these stores are ran by effective managers. In the case study they went into detail about how the company offers extensive on the job training. The path for management involves starting at the store level and learning all facets before advancing. McCoy’s building supply promotes from within their company instead of recruiting from the outside. This is possible because the company has these effective managers willing to help and guide employees in the right
Florence Nightingale was born May 12, 1820 in Florence, Italy to a rich, upper-class British family. Her parents, William Edward and Frances Nightingale, named her after the city of her birth. Her father treated her as his friend and companion since he did not have a son. Mr. Nightingale took over as her primary educator and taught her a variety of subjects.
When it comes to management theory, Warren Bennis knows more about leadership than anyone on the planet. Warren Bennis has been studying, teaching and writing about leaders since before World War II (Miketaigman.com). Bennis is world renown for his writings and ideology in leadership, he was known as the “father of leadership” or the “leader of leaders”. One writing in particular of Bennis is his book, “Managing people is like herding cats”. This ideology of Bennis’ is a useful approach to management- “Managing people is like herding cats…and cats wont allow themselves to be herded”, helps future and present leaders with management. Bennis states that leaders mustn’t manage people; leaders should lead them. This approach to management encourages
The current world dependence on oil leaves much to be said about the impact of Saudi Arabia and the Middle East on foreign policy and international politics. Presently the world's largest consumer of oil, the U.S. depends on Saudi Arabia and much of the Middle East for the energy to run its businesses, its homes, and most importantly, its automobiles. In the past few months U.S. consumers have felt the pressures of increasing gasoline prices as they struggle to commute and live their daily lives. This leaves the U.S. with important decisions to be made on behalf of its citizens and its position in the international realm.
Florence Nightingale, named after the city of Florence, was born in Florence, Italy, on May 12, 1820. She would pursue a career in nursing and later find herself studying data of the soldiers she so cringingly looking after. Born into the Crimean War, Florence Nightingale took the lead role amongst her and her colleges to improve the inhabitable hospitals all across Great Britten; reduce the death count by more than two-thirds. Her love for helping people didn’t go unnoticed and would continue to increase throughout her life. In 1860 she opened up the St. Tomas’ Hospital and the Nightingale Training School for Nurses before passing August 13, 1910 in London. Her willingness to care for her patients was never overlooked and wound establishing
Robbins, S.P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
2). Florence Nightingale began the foundation for nursing as a profession (Roux & Halstead, 2018, p. 6). She was an inspiration of her time. Her father educated her when women of her time were typically not educated. She began the vision of nursing practice and theory development and the foundation of nursing philosophy. Florence helped evolve nursing and the recognition of nursing as an academic discipline. Her school educated nurses in theory and clinical experiences which had not been taught previously (Roux & Halstead, 2018, p. 7). She began the concept that caring for the sick is based on knowledge of the person and their surroundings (Alligood, 2014, p. 3).
Since the end of the 19th century, when factory manufacturing became widespread and the size of organisations increased, people have been looking for ways to motivate employees and improve productivity. A need for management ideas arise which lead to classical contributors such as Frederick Taylor and Henri Fayol generating management theories such as Taylor’ Scientific Management and Fayol’s Administrative Management. In the late 1920’s and early 1930’s the Hawthorne studies were conducted where Elton Mayo was the predominate figure and contributed to the Behavioural viewpoint. This brought about a Human Relations Movement which included Douglas McGregor’s Theory X and Theory Y approach. Similarities and differences can be found between the theories due to the relevant time period they were implemented, the motives or goal of the theory and how they view organisations. However the use of contingency theory can help negate the dissimilarities which occur as it allows the relevant elements from each theory to be applied to specific situations.
Florence Nightingale is the headmost person who contributed to the improvement and development of health. However, she still is and inspiration and also as important subject to worldwide individuals. She was born to a rich family where she was brought up in an English high society. From young age Florence Nightingale accommodated the needy and the sickly individuals in the village neighboring her estate, and by the age of 16 she selected nursing as her future career. However, Nightingale, wanted to use her ability, to make a huge significance in this world. Given her determination,
Florence Nightingale was born on May 12,1820 in Italy. She was with a very wealthy family who always went to and had very expensive parties. During Florence’s childhood she was known as Flo! She is still known as Flo when people talk about her today. Florence’s parents names were Francis Nightingale, and William Nightingale. They had two children named Florence and Parthe Nightingale. She was a very smart girl and wanted to read and study all the time when her mother and sister wanted to socialize. Florence and Parthe had always fought with each other. Soon their mother sent them to live with different relatives. When Florence was growing up no one really had dreams of being a nurse but Florence wanted to follow her dreams! When Florence was nineteen her and her sister got introduced to Queen Victoria of Britain! Florence and her sister were taught by a governess for a while then their father decided to teach them because he thought they were not learning anything! Even though Florence did not go to an actual school she was very very smart in all subjects. Her favorite subject was Mathematics. Florence refused to marry anyone she just wanted to follow her dreams of being a nurse. She thought that getting married would interrupt her studies.
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.