Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more tim... ... middle of paper ... ...ht. Hiring the right people and training/developing them into the role of an empowered employee takes time and patience, but the result can be very successful if done correctly. Many companies in very different industries have had great results because of their abilities to motivate and empower their staffs.
Effective talent management strategies should be aimed at promoting and enhancing the talent that add value towards achieving organizational objectives. Talent management can help in achieving optimal level of success and in retaining the high performing workforce. This report aims to explain and analyze the importance of talent management strategies within a certain company, by both looking at the current and future need. TM strategy and its importance to TNNB In a knowledge-based economy where labour is typically the largest expense, getting the people strategy part of the business is important, making finding and keeping talent a constant challenge. With changing market conditions, shifting workforce demographics and new ways of working, effective talent management is what separates the high-performing companies from the low-performing ones.
Diverse work teams encourage modernization and innovation, and this can help an organization expand its customer base, and take on marketing. Diversity training can raise awareness so employees will understand corporate policies and conduct expectations. Proper training is also important to establish clear lines of communication and courses of action for employees who feel that their rights are being violated. A mentoring program teams together new employees from diverse backgrounds with senior management to learn new skills and this makes new employees feel welcome, and motivates them to perform better. Companies need to incorporate diversity, because diversity has the potential to increase productivity and have a competitive advantage (About SHRM, n.d.).
Leaders in an organization should not ignore the substantial benefits of cultural diversity in the workplace, but maintained and value it to increase the organization’s reputation and productivity. The Advantages of Managing Cultural Diversity Cultural diversity can bring tangible benefits to an organization who is ready to foster, maintained, and value the difference in cultures. The marketplace is becoming more competitive, many business executives are expanding and developing new ideas, products and services beyond their usual culture or environment. A diverse workforce will help to understand the need and interest of another culture within and outside of the region. Thereby helping the company to expand globally, acquire more business opportunities, provide opportunities to create an excellent, diverse customer base and remain compe... ... middle of paper ... ...mployees how to work better with diverse boss or teammate, create cultural awareness and teaches cultural sensitivity.
Nancy Lockwood emphasizes the benefits of having workplace diversity. Diversity-embracing organizations will likely enjoy larger market share since they will have access to a potentially larger customer base (Lockwood, p.125). Actively pursuing workplace diversity assists employers to address talent shortages and improve organization effectiveness and productivity by hiring right talent people to fit their needs. In addition to that, diverse teams provide a wider rage of creative solutions and decision alternatives compare to homogeneous groups. The opposing view is presented by social critic Roger Clegg, who attacks the notion that pursuing diversity for its own sake is a wise strategy regardless of whether it occurs in the workplace or in the educational system.
Beck’s Hybrids Recruitment and Selection Process Recruitment and selection impacts the success of every organization. Organizations with effective recruiting and selection result in positive outcomes that affects the products and services, and the perception of the organization. Having the right people for the job will increase profits and decrease costly turnovers. Even though organizations are operating in uncertain times, focusing on staying committed, and making certain they have the best talent will ensure future success. The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right job.
In recent years a variety of factors- such as increasing economic volatility, competitiveness, new technology, and more recently, intensifying shortage of skills- have lead many organizations’ actively seek more efficient and effective ways ( Brewster et al). These organization practices different flexibilities like functional flexibility, numerical flexibility, work-time flexibility, financial flexibility, organization flexibility (Brewster et al, P102-106). According to Peers (2013) flexible working hours is arguable the way forward businesses to increase productivity and attract and retain the best talent and win for employees and employers. Increased competitive intensity requires organizations to do more profoundly. It also requires them to become more flexible.
According to Newman (2016) everyone within the organization must aim to achieve great customer service for it to be possible, therefore linking employee attitude and satisfaction to excellent service and profitable growth. Though employee attitude proves difficult to measure or control to certain extents, if neglected poor employee attitude and low morale could result in lower productivity and work quality. A positive work environment would result in happier employees, thus positive employee attitude which would reflect on how customers are treated. A positive work environment will also motivate employees to treat customers with the care and extra effort they believe the organization grants them. Proper training and adequate resources to carry
Competition in the workplace inspires quality and innovation. In addition to being more productive, competitive coworkers are also under constant pressure to perform in fresh and potentially healthier ways. Some may feel that workplace competition is the mother of innovation. Organized competitive settings tend to reward those that stand out from the rest. Many companies push competition by valuing who can deliver the most unique and efficient product or service.
Smart companies recognize that motivated employees are productive employees, which inspires them to create tactics to keep their workforces gratified and inspired. Therefore, it is wise to offer Incentive plans for performance. With that said there are several incentive plans that can be utilized by companies such as “team and group incentives”, “piecework plans”, “stock options”, “non-tangible and recognition based awards”, “employee stock ownership” ,“merit pay”, and “profit sharing plans” (Dessler, 2011). The focus of this paper is to researching different types of incentive plans offered by companies as a means to retain the best and brightest employees. Additionally, this author will research and discuss two of the incentive plans previously mentioned.