The aims of reviews are to not only give feedback on performance but also to facilitate communication between workers and executives. Reviews as a whole are beneficial as they identify employee training needs and provide an opportunity for individual growth and change. In addition, performance reviews allow the employee to discuss their own perception of their performance, in addition to, their boss’. Performance reviews allow one to receive feedback both personally and career-wise, as generally employee’s tend to like to know how they’re doing overall; appraisals help improve the future.
“Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership. Besides that, OB can serve managers, leaders and customers’ purposes.
The procedure of peer evaluation is significant especially in the time of sharpening the skills of the workers. As a major role in the company, peer evaluation helps in exposing capability of the worker. The use of the concept in the company assists in giving group members with an opportunity of facing the reality. Members participating in the
This can lead to less ambiguity in the workplace and greater confidence in the employees’ attitudes to handling different situations. For example, employees that are well-informed because of the manager communication skills can develop creative ideas, plan better or even redesign jobs (Robbins, et al, 2009). Moreover, managers can use interpersonal communicat... ... middle of paper ... ...yees’ responses and designated jobs. Furthermore, organisation that can train managers in understanding the barrier of communication and overcoming those barriers can help in developing effective communicators. Also, manager in the organisation would need to address the nature of the work, the stage of the group/team development, the role each member plays in the team, and the norms the team presents in order to improve team communication.
Employee perhaps attempts to find new ways alone or with their fellow to perform tasks and solve problems in organization and this means to create and share knowledge Transformational leaders encourage members of organization to be creative and innovative by challenge their own assumptions, traditions, personal beliefs, solve issues and finding new methods. Development of creative ideas plays a substantial role in creating new knowledge because employee can create new knowledge by blending effective and new knowledge. Finally, transformational leaders focus on individual consideration to provide learning platform with supportive atmosphere and people are encourage and support to make them willing to share and to make other people get access in the public
The most basic examples of having a food problem are that people restrict the amount of food they eat, eat more than you need. People tend to lose control. People will eat a lot in secret or feel anxious about eating or digesting food. People will eat food in a response to emotions. I have done that many times in the past.
Main goal of Talent Management is to harness and develop unique talent of employees to meet the organizational goals. It also reflects the ability of companies to source, select, develop, promote employees. Talent Management helps to discover various critical issues and change these issues to benefit the organization to improve upon
Innovation, Creativity and Motivation A manager may encounter a situation where an employee may raise a concern with another department, such customer service, within the firm. An effective manager will recognize and encourage creativity in an employee (Katz, 1974). Creativity involves the ability to generate original ideas or new ways of seeing existing procedures. Many managers face the challenge of motivating employees and are constantly seeking ways to encourage commitment from employees. In this case, the employees ideas should be listened to, and if found to be relevant, applied to the solution of the problem.
Management has to strategize the fit and potential of an employee. Resources such as employee engagement, flexibility, and the right communication between employee and supervisor are helpful to use. New resources in staffing include is employment branding, and candidate relationship management. Employment branding entails using the image of an organization to draw potential candidates. Candidate relationship management involves using the image of the organization and building an ongoing relationship with that candidate that will allow them to eventually available for a position with that organization.
Many companies have seen the benefit of people working in teams. They have redefined a number of jobs to be a team atmosphere to solve problems and to make decisions. Furthermore, Tim Barnett writes about the advantages of group decision making, “Group decision-making may also lead to a greater collective understanding of the eventual course of action chosen, since it is possible that many affected by the decision implementation actually had input into the decision.” (Barnett, 2016) A team of people has different perspectives that might be missed if different people are not involved in the process of making decisions. In this paper, I will discuss how diverse creative people, communication, and having a process can help generate more ideas with a group of people involved in decision making. Diversity and Creativity In order to have a group that generate more ideas, the group should be made up of diverse creative people from varying backgrounds.