Conducting reviews with each supervisor a minimum of every six months; we discussed their employee reviews, job satisfaction, their goals, their sales and their overall assessment. I attended training regularly, one training seminar was Dale Carnegie, which was a weeklong course and some of the training courses were Sales Techniques, Effective Communications for Managers, Leadership Training and Influencing People. (Contact Supervisor: Yes, Supervisor's Name: Ellen Chambers, Supervisor's Phone: Unknown)
For example, supervisor has the responsible to provide clearly path and direction for the employees and this can helps them to have b... ... middle of paper ... ...ctives (MBO) in the company. Therefore, two ways communication and feedback is important because it helps the employees to have further improvement on their skill and weaknesses. Individual evaluation method such as checklist and weighted check list is one of the methods that used to evaluate the employees individually by the supervisor. It is a simplest form, a set of objectives or descriptive statement that frequently used to evaluate the employees’ behaviour. Weighted checklist is variation of the checklist which used to evaluate the effective and ineffective employees’ behaviour on jobs.
296). By utilizing such an approach, resources and strategies can capture and sustain a competitive advantage over other organizations (p. 296). When employees surveyed responded that there was an overall low level of support when it came to coaching, such organizational weaknesses need to be improved. Understanding the firm’s purpose is a key component to achieving such goals. When firm specific knowledge and objectives are met, human resources could be a tool to assess performance potentials and paths that allow the organization to grow with respective of the resources and capabilities of the work place.
By enforcing appropriate HR practices and policies, organization can instigate this feeling amid their employees.” To me this shows that there is more to retaining employees than just money or benefits, as this explains the nature of the job and type of employees you have will really dictate to you and the company what type of programs or recognition you should be doing because it is right for your company and your employees. If you give your employees a voice where they can feel heard and you can honestly attempt to keep them satisfied through their suggestions as a leader and as a corporation you will successfully see your turnover/ attrition rates drop and your retention rate rise. When this occurs you have achieved your goal and the company becomes more profitable.
Group activity included completing the worksheet, discussing how to deal and overcome life problems by using a problem solving method, and completing the weekly treatment progress report. PO was on time and moderately participated in the group activities. PO identified the top three roadblocks to communication: “Changing the subject, using logic, and pleasing”. PO demonstrated an understanding of the topic by giving examples of how to use ‘I statement’ to express feelings and thoughts. PO completed the weekly treatment report, and provided documentation of two support meetings attended this past week.
Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training. The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental.
Despite the failure of this employee, it is instead a reflection on the manager, and his performance could be in question. This is an unfortunate situation. However, accountability in the workforce if often placed on a person who has earned the trust of the business owner, and he, in turn, trust that the manager will emphasize the same work ethics to his team. If an employee is not performing to the best of his ability and in turn shifts his responsibilities to others, this makes them accountable for mistakes made on his behalf. If a boss does not recognize this and take action against the employee who shuns his responsibility, it can create animosity in the workplace, and diminish the respect of his loyal employees.
When employees are showing low job commitment and satisfaction, levels of turnover and truancy increase resulting in a decrease of productivity and profit. Consequentially, it is important for organizations to know how to accurately measure job satisfaction and find creative and cost-effective ways to increase fulfillment. Job Satisfaction Survey One technique organizations can use to identify job satisfaction is to use surveys. Surveys help to make a significant connection between criteria for job satisfaction and business goals and they can help businesses learn from their employees. Surveys can be used to gauge how employees feel about their jobs, how employees want to develop their careers, how they feel about their co-workers and their performances, and their relationship with management.
These perfectionistic qualities can affect your job satisfaction and productivity and cause burnout. (-- removed HTML --) https://www.anxietybc.com/sites/default/files/Perfectionism.pdf (-- removed HTML --) #*Complete a personal challenge to start doing just enough to get by for a change. It seems horrible, but doing so may help you relax the reigns and notice that your work can be good enough--without zapping you of
Core self-evaluation is an individual’s belief “in their inner worth and basic competence” (Robbins & Judge, 2009, p. 86). Positive core self-evaluation employees, who appreciate their inner worth and competence, are more likely to derive satisfaction from their work. While employees with negative core self-evaluations often struggle with job dissatisfaction. The issue of job dissatisfaction, as it relates to core self-evaluation should be a concern to managements and organizations. The problems which may accompany job dissatisfaction are numerous and include - workplace deviants, reduced productivity, decreased engagement in organizational citizenship behavior, lower customer service and satisfaction rates, and slightly increased absenteeism and turnover rates (Robbins & Judge,