Answer 1- Motivation of workers has a direct impact on productivity and business efficiency. Managers need to understand what motivates employees to reach peak performance. This task is not easy in my opinion, different workers often respond in different ways to their job and the organization’ practices. To gain a loyal and productive workforce businesses need to motivate and manage staff effectively and Netflix has been successful in doing so. Firstly, they provide their workers with a great workplace and a Great workplace is not lush benefits, sushi lunches, grand parties, or nice offices they do some of these things, but only if they are efficient at attracting and retaining stunning colleagues.
Without integrity, there would be no trust between your company and the customers. When clients and consumers trust you, they want to do business with you and will continue to do business with you until they feel as though the integrity has been sacrificed. The second "building block" for a sound corporate culture is leadership (Chapin 1). Leadership is not only a quality that upper management and managers need to have, but instead it is a quality that all members of a business should develop (Chapin, 1). If a company only had one "leader" then the company would not be very successful because that particular person would be only person to incorporate change in the company.
The fact that they don’t even have managers to coerce employees into working is evidence of this. They are closer to McGregor’s Theory Y in that they believe that the workers should be motivated by the work itself with no outside pressures. The problem with employees having the ability to control their own schedules, though it is a benefit to the employee, means that Valve needs to be more careful during the recruiting, interviewing, and selection processes than a company without a flat business structure. Valve would need to make absolutely sure that the people they hire are self-motivated and willing to work as much as they can to get the job done. Ideally, Valve would need to be focused on acquiring knowledge workers for their open positions to reduce possible temptations of workers slacking off or toward
When the productivity is not achieved as expected, the management perceived employee as not fit for the job. This scientific management approach to work greatly have proportional effect on employment relationships as employees relations is subjected to the overall goals and aspiration of an organization and the management structure in place. This period witness lack of tenure for employees as Eaton Mayo asserted that the driving for behind management theory is the search for better ways to utilize organizational resources. This better way of doing things in a way determine the phase of employments relations during this period. With high level of unionism and little diversity, employees were able to stand up with a common front to resist the oppression of the owners of industries to protect skilled craftsmen from extortion.
A recent movement emerging throughout many businesses today is the development of workplaces that are more collaborative and less confrontational. Companies and workers alike are gradually recognizing the problems each other face when they treat each other as adversaries, instead of partners, when producing goods or services. Progressive firms are revisiting management and production methods that stress informed participation, expanded responsibility, and decentralized authority. To achieve these objectives, organizations are discovering that mediation is the best method to resolve workplace disputes. Mediation is also useful in settling workplace disagreements for companies that have no plans to change the philosophy or structure of their business.
Fayol concentrated on the Managing Director (his term) and worked downward. Unlike Taylor, Fayol's work reflects a tension between his recognition that managers are not supermen and yet employees should not be allowed enough autonomy and responsibility to solve second-order problems (problems for which there are no precedents, or previous exemplary solutions). Additionally, Fayol's work provides much more insights into the intellectual underpinnings of the approach. On the division of labor (9, 13): The most important ability of the worker is "technical" (physical) ability. As one goes up the organization ladder, the relative importance of managerial ability increases, while that of technical ability decreases.
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.
Stakeholders include the community, customers, suppliers, employees, management team and anyone that can relate to the business. Companies that adopt triple bottom line reporting concern about the impact their actions have on the people involved for example, contribution to community, no child labour, safe working condition and good working hours. However, measuring social bottom line can be fairly difficult as it is hard to compare individual or... ... middle of paper ... ... above their competition. It is also a win-win situation for both the employers and stakeholders as both parties are able to get some benefits out of it. In order for company to derive maximum value from the public reporting, alignment with stakeholders’ requirements and maintaining the qualitative characteristics of reported information is very critical.
The ability to accept criticism shows you where and how improvements can be made. If a manager asks to have a talk and criticizes you, remember that criticism should be viewed as useful feedback that can help you improve yourself rather than put you down. Leadership is the main factor that makes everything work together seamlessly. Without leadership, all businesses are ineffective. Without business leaders there would be nobody to provide guidance and direction for employees to follow.
The basic issue is when organization has one set of culture and thinks one culture will meet the needs of all the workers. Each business is different and each individual is unique and have different beliefs and behaviors. The culture that is right for one individual might not work the same for the others. The ideal approach in this case would be, looking at the bigger picture of diverse working environment and give importance and respect to what are the ranges of business firms to achieve the perfect culture for organization. Sometimes one size fits all will not going to fit anybody, so the organization have to keep their ideas open and value everyone’s presence respecting all of their culture for the betterment and