Employees who put extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can hamper the progress of a company. It is important to motivate all employees to reach their full potential and maximal level of productivity. Companies that recognize and encourage increased productivity are likely to be more successful than their counterparts that don't. Firstly, employers in workplace try to increase productivity through compensation.
Managers, supervisors and operators fail to understand their jobs because of lack of formal job oriented training. There is no proper training system in the organization. • Lack of credibility. The employees are not aware about the process or criteria against which their performance is being judged. Employees even treat HR department as black hole as they cannot communicate with them effectively.
A manager should replace “I” with “WE” in all communication with employees as it will facilitate the development of an atmosphere of mutual trust and minimize the need to use penalties for default. POSITIVE EFFECTS- This principle helps to develop team spirit, improves performances, develop a sense of belongingness, increase in the level of cooperation. Fayol is of the opinion that a group contributes more than an individual.
Additional, they were lack of communicate and lack of understandable roles. They were lack of control environment that they did not assign a good duty of segregate for each level. The company just focus on solving extreme high risk problem and ignored the expert advices, demonstrated by Tony Hayward. When the disaster appeared, the board is lack of oversee in operation, had a slow reaction on solving. This failure is resulted in inconsistent of organizational culture.
For example, full time employment contributes to an employee’s happiness positively, while part time employees have lower work satisfaction (Berger, 2009). However, voluntary part time employees, who choose not to work full time, are happier than full time employees. Self employed people seem to also be more satisfied with work because they work for themselves and do not have managers to report to (Benz & Frey, 2008). In general, employees seek employment security. Unstable employment can make employees feel less happy in general and it can affect the rate of employee turnover and organizational performance (Dike, 2011).
Problem Statement The authors find the issue in Edible Oil Company is absenteeism, lateness, and increasing of complaint letter. Not only that, they are also facing the employees resistance and reluctance to change during the intervention process. The most critical issues here are there is no internal practitioner who can professionally imply the intervention process to this company. There are three resistance factors that is the organization itself, their employees, and the change process. This company cannot be competitive enough if the top management and the employees were not playing their roles such as understanding, accepting, adapting, and held responsible towards the change process.
Dr. Jones interpersonal conflict expresses itself in his unsatisfied perception of how, and when, Cindy's concerns were presented to him. Intragroup. The intragroup conflict is primarily due to the impact of the relationship between Dr. Jones and Cindy and the negative impact of their reputations due to their interpersonal conflict. Cindy was not able to be reassigned within the organization because other providers were aware of her complaints and feared she would complain about them. Dr. Jones was labeled a disruptive
Introduction The old school thinking of some managers about their employees regarding knowing their place does not hold up today. This kind of thinking is often the end point for today’s modern organization. Researchers found out that in most organizations employees wear a mask at work because of competency and of being in control. The incapability of doing their job and their fear of being revealed lies in it. Subsequently, they go to deleterious extremes to ensure that what they are doing is right to avoid what they imagine could be a cataclysmic outcome if exposed (Shragai, N., 2013).
Because they care more, they are more productive, give better service, and even stay in their jobs longer. All of that leads to happier customers, who buy more and refer more often, which drives sales and profits higher, finally resulting in an increase in stock price. A high-performance organization depends upon an engaged workforce where employees are highly motivated, more productive, and less likely to look for a job elsewhere. Improving the engagement efforts by simplifying the process with an automated solution that delivers bottom-line
However this method of management can become too impersonal to quickly and employees start feeling that they are not valued. In Namibian business where this is evident that these theories do not work is the high levels of employee turnover as employees fail to develop a relationship with the business and leave in search of a more satisfying