This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, moti... ... middle of paper ... ...vation of their employees. All the theories brought forth regarding employee motivation rotate on the need to make sure that employees are fully satisfied by offering both monetary and non-monetary incentives such as training, promotion and a safe working environment. It is often difficult for employees to devote themselves and engage fully in teamwork activities whenever their leaders favor some of their counterparts while showing bias against others.
Otherwise employees are bound to feel dissatisfied and alienated. The Employee Relations (ER) department basically takes care of the company's communication program, its Employee Assistance Program (EAP) and its employee recognition program. Effective employee management is the key to having favorable employee relations, which in turn is necessary for retaining talented and productive employees. Common deficiencies and hindrances in the way of effective employee relations For most part, managers say that they hate managing people and it’s the most difficult part of their job. This is because; a) they have not received formal training on how to manage people b) they get little or no support from employee relations and human resource people.
Training and development are important asset to an organization. A lack of training can have many negative consequences on an organization. Employees are the key component in the success of a business. When employees are unhappy with their job, they are less motivated to be productive. This loss of productivity leads to loss profits and over moral within the company.
Changes such as how employees are hired into the organization, training and development, performance evaluation, and employee relations are all factors that affect an organization (Mello 2015). This can be an barrier for organizations who fail to look at unsuccessful endeavors as learning experience and enforce consequences for failure. Based on Mello, people are creatures of habit and are resistant to change. This can cause strategies to fail. Conclusion The reason organizations experience these barriers when implementing Strategic Human Resource Strategies is due to the culture of the organization and the employees’ resistance to change.
Employees' stress affects their income and it can be harmful to the companies which don`t adopt politics to prevent this problem. Stressed employees are losing their calmness and displaing anger at work. This "desk rage" can be observed from rude acts and mood changes to tumults and discussions with co-workers. Usually people don't get ireful all at once, but they give early evidences. Then, it's a manager responsibility to perceive the first suggestions of a stress in employee behavior and to try to avoid a desk rage.
Extraordinary performances from these individuals will replicate on the overall organizational performance. Therefore, it is important for firms to engage in employee skill improvement schemes. It is essential to build a high-performance corporate culture in improving individual and organizational performance. Many organizations have faltered in their aspirations for the simple fact that their overall ambitions have not been consistent with their employees’ goals and objectives. Often, the main goal of the employees is to get their job done with little discretion of the company’s revenues, which is the overall organizational goal.
Being in a position of management, it is your responsibility to ensure that your team of associates are well informed on what they need to accomplish. With poor communication, there may be a lack of understanding of what is expected. This creates a domino effect in which every step down the way is performed. Beyond the consistency of strong work production, the morale in the workplace may be affected. It can be disheartening to an individual to put so much effort into what they are being paid to do just to find out that because of poor communication their work may have all been for nothing.
But too much competition can be unhealthy and the felling of teamwork can disappear. The solutions can be to set clear expectations for each employee and (funnel) employee energy into positive activities. 2.Lack of respect Employees must respect the jobs and responsibilities of others in order to work together successfully. Each employees’ job is important to the company and it’s essential for company mangers to encourage an atmosphere of mutual respect in the workplace. 3.Lack of purpose Managers need to set and focus on departmental goals.
If the stretch goal appears impossible to reach or credit is not given to employees for, progressing toward the goal the organization could result in demotivating employees and worst the organization could see disappointing results. However, easy goals are also demotivating and unproductive. Therefore, it is critical that stretch goals when assigned appear to be difficult and challenging, yet attainable. Because stretch goals are so difficult to reach, the organization needed to address the issue of how to respond to failure when employees did not reach the stretch goal. Jack Welch ex-CEO of General Electric was in a similar situation in which GE fo... ... middle of paper ... ...ld interview or observe them, have them become the trainers for your new hires.
Businesses are very hard to maintain, there are ways to accommodate their relative difficulties. By learning the steps to success from the ground up of management, it would be possible. So what is it that makes businesses or management itself so problematic? The main concern about management is their ability to make careful decisions. Without the capability of managing people and the industry itself, there would be no movement with the company.