Hrm/531 Week 3 Assignment

Employees are the most vital resources of a business, when issues arise that delay productivity executives must make plans and find ways to alleviate them. As an executive, my plan would be to create a cultured atmosphere such as Google has created, where employees can delight in waking up every morning to come to work and delivering productivity. Output can be accomplished by numerous methods; these include the employee satisfaction, rewards, and promotional opportunities. “Job satisfaction is an aspect of work that depends on the individual person who can cultivate either positive or negative emotions towards his or her work” (Mujkic, 2014). Toyota’s mission is to insure safe and reliably vehicles are being manufactured; this is guaranteed

There is no other way o achieve this goal than to increase the confidence of my team. To do so I will drive positivity, and construct employee activities that reassure comradery, such as team building outings or luncheons. “The definition of employee morale is the degree to which an employee feels good about his/her work and work environment, and use the term broadly to encompass constructs such as intrinsic motivation, job satisfaction, work meaningfulness, organizational commitment and work pride” (Behm, 2009). It is my goal to improve ways to allow employees in each of the seven divisions I oversee to network as a team to achieve the necessary

I will make it my job to constantly look for a source of deficiency; from experience, I know the first one is stress. “The main symptoms of stress registered at organizational level are: high level of absenteeism, big fluctuation of personnel, diminution of work productivity, difficulties in industrial relations, low level of quality control” (Panzaru, 2012). Battling stress can be difficult, but with a more enjoyable environment I believe we can get passed it. Another long-term goal is the constant reminder that quality is vital to our customers and we will not allow anything less. In addition, administrative changes will be on going. Based on past experiences, any reorganization will be met by low morale, high stress, and poor attitudes; however, directors will be trained to combat these feelings with the continual flow of positivity throughout the department and company as a whole. According to Rick Conlow, an effective way of communicating change is by holding department meetings, and getting people involved. Involvement is another way I hope to keep employees happy. Implementing and accepting their ideas with open