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.
An organization is expected to implement changes since the organization must prioritize and understand the overall benefits as a result of the change. Organizational change is stressful for employees and the organization (Spector, B. 2010). Management and the staff should collaborate to ensure the changes within the organization operate smoothly. In regards to resistance, it is impossible for an organization to satisfy all of its employees however, the company can take the necessary steps to accommodate the employees such as offering a bonus or extra vacation time.
Choosing the right leadership style of the situation or employee is very important, but just as important is choosing the right leadership style for the organization. Every organization has their own culture and that culture often lends itself to a particular leadership style or styles. If the leadership style your manager uses is in contrast with the culture of the organization there can be difficulties. Not only could this lead to a butting heads between the leadership of the organization, but also the employees are often left confused and bewildered by the conflicting information of what they know of the organization and the instructions they are receiving from their manager. Hiring leaders and management for your organization whose leadership styles fit within the style and culture of the company can prevent many roadblocks in accomplishing goals and following the vision of the organization.
People want to do more than work as machines; they want to be productive as well as being recognized by others. Following the successful managers handbook, when employees have the opportunity to work with a leader who challenges, inspires and appreciates them, they are more likely to perform above their expectations. However, there are two different strategies when dealing with this matter that are necessary to identify before implementing these techniques. According to Philip Holmes, "although the two often seem interchangeable, recognition should not be confused with incentives. Recognition involves all the techniques that draw attention to employees who perform.
Thus on one hand, the training will help the company to improve the skill of employees, on the other hand, this will enhance the employability of workers. Originally, the managers only provide the training and coaching when the business strategy needs more skilled workers. Hence, in order to get more chance for employees to improve their employability, the trade union have to get involved in the training system. The trade union are providing the trainings as well as life long learning to employees to benefit both the individuals and the organization. (Munro and Rainbird,
Therefore, it shows that it would be better for colleagues to communicate their ideas or suggestion across the whole company. Besides poor communication, the recent studies (Hedges, 2014) also mentioned that lack of resources for poor performance is one of causes. When employees work in the companies, they want to get the rewards and recognition for their contributions. If it does not occur, employees doing mediocre task are getting alike approach as powerful performers, it is common to just switch off and do your task on the autopilot. Organizations that do not handle performance problems bring down the average for
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive.
Q1 Explain the difference between personnel management and HRM management, how they differ. There are many differences between human resource management and personnel management which are; “The personnel management approach tends to attach much importance to norms, customs and established practices, whereas the human resource approach gives importance to values and mission.” (Bright Hub PM, 2012) HRM is always motivating and looking at a way to improve their employees so that they can help the organisation as much as possible whereas in personnel management instead of looking how employees could be developed they just look at the relationship between employees and employers. The (Account Management Economics, 2009) website in addition reminds us that another difference is that in Human Resources involves their employees in decision making whereas in personnel decisions can only be made by managers and they have to follow the rules and regulations. The website (difference between.net, 2014) states personnel is reactive which means that they are not motivating their employees but they are still doing a lot which is making the organisation successful and Human Resource is proactive because they are constantly trying to develop their employees. What is HRM?
Understanding the benefits of effective communication within the firm place a focus on developing a workforce that is able to communicate within the firm and with customers, vendors and international business partners. According to the article, “The Importance of Effective Communication Business Management,” poor communication in a workplace has caused many potential problems. It increases amount of high turnover, high amount of call-outs, poor customer service skills, diminished productivity and lack of focus, etc. Lack of information and email etiquette are the big cause of those issues. Some employees feel like they are not important in the eyes of their employers and company.
When business turns the other way for the company and they are financially struggling to make ends meet it is a different story. That is when they will look at the business and need to make decisions that will affect many people in many different ways. Some people have a hard time when this is happening because they have personal relationships built in the company and they actually are not sure how they will be able to let people go even though they know it is the right business decision to help the company survive. I was able to interview two different people who are responsible for the termination and layoff process for separate companies in separate industries. The first is a Human Resource Manager who works at the company I work for, Kelsi Martinez, She has been part of a process that terminated and laid off 950 employees in the last 2 months.