However, the company should allow employees to be recognized, otherwise, people will feel useless. The best way to do it is to create special criteria to receive awards. The staff should take part in a discussion about criteria, also administration can allow them to share some problems and solve them together. As a Bersin (2013) states in his article, the administrator must be a good listener, because “sometimes your employees just need someone to talk to”. This model of partnership affects employees, creates a feeling of usefulness and inspires them to work hard.
Lastly, Job Rotations give stresses to employees due to gradual shifting, employees are happy to their current job, or it might be they are always in the pursuit of new knowledge to be applied to their shifted job (in which, they are going to do again in a short while after being rotated again). These unnecessary stresses are always observable to employees that are uninformed. How come there are people who are taking advantage of it? Moreover, if employees just take it as they are instructed to do, and incorporate their past knowledge and experience to the process, things will be easier to take. They should take it as an advantage
For example ask for the reasonable reason, if they still coming late then may give them a verbal warning for the first time, if still late then may give a formal warning letter to warn them, but if they had change their behavior, then you should praise them for the changes so they will feel being appreciated for such changes, therefore they will keep practicing. Besides that, the manager or leader is an important role in an organization, because if the manager or employer has a good leadership they will able to lead the entire employee to achieve the goal. A good leader will motivate their members when they having difficulty, encourage them to think creatively in order to come out with some new idea, make a decision
When a need is satisfied and fulfilled, they loss motivating effect and people tends to fight for a higher level of needs. Individuals will be motivated by fulfills the need. At Microsoft, the new employees are satisified social need because of the acceptance of their colleagues and supervisor.
With leaders building a culture of tolerance and showing followers how to take advantage of difference will go a long way in eliminating prejudice. Additionally understanding how prejudicial behavior forms within teams, will assist in addressing the root cause by showing teams the negative and destructive aspects of prejudice. Darden Business Publishing, Prejudice in organizations, University of Virginia (1996) Conclusion Working for an organization that is truly a global citizen does not give me a window to even think of prejudice. There is always a difference in the way people do things that is motivated by their origin or culture. As a leader, I will choose to take the point of view that people are similar, with no distinct difference; rather it’s how they approach work that will guide leadership direction not stereotyping conclusions that are baseless.
Characteristics of an effective team: The characteristics of effective team include clear goals, relevant skills, mutual trust, good communication, negotiation skills and leadership skills. For team building to be effective, managers had to find the problems they are facing in their teams. Then they can plan activities to address these challenges directly and make sure that the team will actually gain some benefits from the event. Keep competition out of the exercises, and aim to make team building. The team building exercise, which I think help team in better communication in the office, as well as lets you get to know your coworker better, is two truths and a lie.
Positive feedback is a powerful tool that managers can use to communicate the value of the employee's work and contribution to the organisation. It reinforces behaviours that you'd like to see more of on the job. The feedback sandwich diminishes the value and the power of the positive. (thebalance.com) The sandwich feedback is a good technique for managers who are ill at ease with providing negative feedback and it softens the impact of the criticism. Glenn Shepard author of " How to make performance evaluations really work..." Believes the sandwiching method of evaluation serves as a metaphorical roller coaster ride for employees and often confuses them.
Team learning is viewed as a process that members requirements by aligning and developing the potential of a team (Senge, 1993). Team learning means that where a group of people communicate with each other by providing opinion and useful information for the entire team to learn together. Individual's personal mastery and shared vision is not enough, individuals need to be able act together. Organisation can get good results by teaming up different peoples' view from different part of the departments so that they could understand the mistake and learn from it, members also will be grow rapidly too. However, organizations have to apply the five characteristic to become a learning organisation because all of the five characteristic cannot work independently (MarkK,
Employees also say that if they are not engaged in work their work, and work life will suffer. It says about how employee engagement is a system of solutions, a system which creates innovation and drives people to work which leads to increase in competence. Greater competency generates autonomy in completing work and increases the engagement. In this article it mainly concentrates on the levers which leads to engagement. There are mainly five levers: • COMPETENT MANAGER A competent manager is very essential to the organization as they add value to work, engage the employees in decision making and allowing each to do his/her work the best.
However being part of a start-up team is uniquely exciting because it provides opportunities and experiences that established corporations simply couldn’t match. The role of managers in start-up companies are very important because they have to try to keep their team motivate while they helping them to fight through feelings of apprehension The first and the most important factor to keep the team motivated, is to know what you’re working with. This means developing a great base line understanding how engaged the team members are. As an example some companies do the annual engagement survey in order to ask employees about their satisfaction at work. However the results don’t give the objective data on how engaged people actually are.