Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Communication in an organisation
Communication in an organisation
Importance of leadership in achieving organisational objectives
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Communication in an organisation
Lastly, the communication of the Excel Nature Group is also good, because they have plan a lot of meeting, trip or events which is non-formal meeting, which can let the employee know more about each other. They also use the electronic media and information technology, such as the whatsapp group or facebook, they are able to let all people know about the changes they make.
To conclude, this company has did well in their control area, the only thing people need to consider before they get in to this job is can they pay for the high cost to purchase the product, they do not have the good-will and they said they are helping another people, but the friend or family would be very concern about them.
Analysis of Chandler Macleod Group (HK) Ltd
The following items is the problem and analysis of the Chandler Macleod Group, the reward systems, communication, and organizational commitment.
Chandler Macleod Group (HK) Ltd did not do well in the reward systems, they did not provide enough financial reward to satisfy the employee, and they only set up one promotion opportunity, which is the supervisor but there is only one supervisor in one section, means if that supervisor do not leave the company, other employee would never have a chance to be promoted. On the other side, Chandler Macleod Group is not provided any feedback, even library have given the feedback to the company, and the company never give any suggestion or feedback to us. Which if they want to keep being the service contractor of the library, they must do something to fix the reward systems, for example, they can increase the payment of the employee, not only the holiday, the extra working date or hours also need to increase the salary or the company can choose the supervisor b...
... middle of paper ...
...reward system is more important, in the company, financial rewards can encourage and motivate employee, the preferment bonus can also lead the employee to have better performance. Non-financial reward has same result, but the company should provide the promotion chance to them. And finally, the social recognition and attention and the feedback are also very useful on the system, these two items can let the employee know if he is doing the good job, and what can they improve. All these items can motivate the staff.
This subject is very important for the business, and part of the theory can be used in myself, these lecture let me know more about the business and myself, and after all these lessons, I can start to think about my future and my problem. Also, this subject is very useful for the following years. they are the foundation, and the basic things of management.
Enter your information here. The conclusion is where you get to voice your opinion. Give me more than one or two sentences. Do you believe this company is worthwhile or not and why?
I am not sure who made the term "dress for success" popular but I believe the term falls short. Anyone can dress up and look great but there is much more to success then dressing the part. While it is important for organizations to have their employees presenting themselves with a professional look and manner, there are also many other concepts within an organization that need to be addressed.
...hatever the motivational techniques used, they should be customized to coincide with the corporate culture unique to the organization. They also need to be meaningful to the employees and used in ways that the purpose of the reward is obvious. There are all kinds of employees out there with different work ethics and a small amount of thought into the motivational techniques used by an organization can go a long way to getting those unique individuals working together in a more productive and profitable way.
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
Rewards can have a positive influence on work motivation and performance. They contribute to fundamental human needs such as esteem or self-actualization, create a basis for communication amongst co-workers, and push employees to complete work related tasks. Rewards such as recognition, monetary payments, and privileges have many advantages and uses but also have some drawbacks. An example of a drawback of rewards is when the rewards reduces intrinsic motivation, this relates to the overjustification effect.
...ld also motivate Barlow and increase his performance awareness. First, Rios would have to explain the indifference in performance rating in comparison to the pervious management. Secondly, Rios would have to evaluate according to performances, and fallow up with individuals quarterly. By demonstrating a new performance appraisal approach, one third of the employee would either quit, another would agree with changes, and another would linger until further outcome according to the Third of Law (Achieving Competitive Advantages, 2000). Conclusion Motivate plays a vital role in any organization. As in the case of Estella Rios, motivation was the cause of organization inefficiency. The role of management is to delegate its goals and motivate its employees. Unfortunately, human beings have different needs. One’s motivation might not be the case for another. As management, reward accordingly is an essential tool in an organizational success. Reference Hellriegel, Slocum & Woodman (2001). Organization Behavior (9th ed.). Ohio: South-Western College Publishing. Achieving Competitive Advantage: Managing for Organizational Effectiveness (2000): The Wharton Management Development Series
The link between employee motivation and the rewards they receive from their employers are vital to maintaining a loyal, reliable and steady workforce. The two categories of rewards, also referred to as motivators, are intrinsic and extrinsic. “The primary difference between the two types of motivators are extrinsic factors arise from outside the body of the employee, where as intrinsic elements arise from within the employee.” (Cherry, About.com) Extrinsic motivators for example would consist of working to earn money, job security, and rewards like extra time off, earned vacation days, a pay raise etc. Intrinsic motivators involve the personal motivating factors within an employee that keep them satisfied while
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Winn could nothing or implement a rewards program that rewards the employee with more than cash rewards; employee recognition program namely employee of the month with a paid day off or a gift card. As part of the employee focused plan, the company should allow employees’ input on how to become more customer focused, efficient, and effective organization. This would greatly improve employees’ satisfaction and help the company achieve its overall goal of providing quality customer service.
I am pleased to take the course 1Q-MGT510X-A3-07-Managerial communication through which I have gained extensive knowledge regarding the managerial skills and communication with employees especially at my work place; I have chosen this topic for my curriculum practice paper final paper so that I can better explain how the learnings of this course reflected at my work place.
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
This study examines the performance management and reward strategy used in Unilever to retain and motivate their employees for a long term. Both intrinsic and extrinsic rewards are given to employees to make them loyal and to utilize their skills to further improve the performance of Unilever. Almost all the factors of reward strategies and performance management are discussed and evaluated accordingly. Performance of the employees might be get affected if the rewards are not given to employees, so to motivate them furthermore the Maslow Hierarchy of need theory is also recommended to Unilever to make their employees loyal.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.
Choosing a topic for this paper was very difficult. Many topics seemed very interesting, but after reviewing many topics the choice was clear. I also took into consideration the fact that we would be presenting these topics to the class. So, I choose the communication process. It is very important in management. Having been a manager for three years, I felt I would be able to explain this topic well to the class.