Employee engagement is a role the employees play in creating a resilient environment for the organization. Employee engagement means that workers are committed to their jobs and switched on at work. This role consists of Career contentment- employees are content with what they are doing, Feasible management- workers display leadership qualities and become more innovative. This encourages resilience as employees are problem solvers and more innovative. "Tesla encourages employee engagement by creating a dashboard that conveys results from a valuable anonymous internal survey that let workers share reviews and concerns to better understand employees.
The Path-Goal Theory The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization.
Employee involvement as defined by Marchington and Parker (1990) consists of „those practices which are initiated principally by management, and are designed to increase employee information about, and commitment to, the organization‟. It is a process usually initiated by management to increase the information given to employees and thus, enhance their commitment to the success of the organization. There are different mechanisms for employee involvement in decision making. Attitude survey is one of the ways of involving employees by seeking their views on matters that concerns them. It can be used to obtain views about processes such as job evaluation, pay determination and performance management in order to assess their effectiveness and
Transformational Approach Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used.
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
Sales managers and directors are responsible to manage the work force that is facilitating transactions on the front line with the customers. Therefore, a leadership skill in the sales managers and directors is a crucial aspect and helps the sales managers in motivating the team to with the ability enhance the skills of the teams and to inspire high performance and commitment from their sales people. Within an organisation, sales managers and directors face the most challenging job. The job of the sales managers and directors in “Armstrong Accountancy” is to keep their tram dynamic and inspire them to maintain ambitious and positive attitude and to motivate them to enhance their individual and team performance (Ingram, et al., 2015). The Sales managers and directors of Armstrong Accountancy need a range of leadership skills to make the department capable of surviving and growing.
How does the HR develop the employees’ skills and enhance their expertise? Through the construction of effective and efficient training programs, the company has in time been able to develop the skills of the workforce immensely. This has been supported greatly by the HR undertaking strategic organizational changes thus leading to increased productivity, employee satisfaction, and quality. 7. How does the HR department within the company manage employee performance in the challenging business environment?
The quality of the output determines the future success of the organisation. It can be seen that the role of a manager is to add value to these resources. There are various theories and ideas introduced throughout our study of principles of management, which serve to increase our knowledge and understanding of what it means to be an effective manager. For example an introduction of the work of Luthans (1988) shows the link between networking and politicking and ‘success’ in an organisation. Similarly it was found that those seen to be ‘effective’ spent more time on communication and HRM.
At the same time KPI is not perfect, there are few disadvantages of KPI. The company difficult to define targets of KPI, its more concern about quantitative indicators, and these quantitative indicators is crucial impact on business performance without the use of specialized tools and instruments. KPI assessment is being distracted to make way mechanical assessment. This is because too much reliance on assessment indicators will produce some assessment on the controversy and disagreement. KPI is not suitable applicable for all positions.
Coordinating is classified on the behaviour of the employees towards the work they do, and on how the activities are organized between each other. This function requires communication and good leadership, as well as stimulating motivation and discipline within the company. Commanding is when workers know what exactly they should do (there should be clearly defined tasks). When the directions are fair, people are more likely to get the work done correctly. Here, the main capabilities of the managers are to motivate their team, to encourage to take the initiative, communicate clearly, and base their decisions on the regular