Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.
Leaders come in many different shapes and forms. Some leaders only care about the business and task at hand, some leaders care too much for their employees, and other leaders have a great mix of both worlds; those are the types of leaders to have in every company. Leaders need to be fully invested not only in the business to succeed, but they need to make sure their employees are taken care of just as well as the company. Within this paper will discuss the reasons that leaders need to be involved not only within the business, but with the employees too. Theodore Roosevelt described how a caring leader should be in the workforce.
Developing Human Resources strategy: Developing HR strategy can identify potential threats and opportunities in the quantity and quality of human resources required by the organization by gaining deep knowledge and understanding of the organizational mission and vision. Performance management: it is meant to help the organization to train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but also be for a department, product, and service or customer process, all toward adding value to the organization. Organizational Design and Structure: Organizational design is the shape, size and structure of the organization required to meet customer
Albert Bandura recognised the theory of self-efficacy to provide a lecture on how an individual identifies his ability to perform a task within a particular context. However, many workers struggle in the workplace because they do not consider that they have the ability to perform their obligations successfully. Therefore, the study searches to research into how self-efficacy affects employees’ performance in the workplace. Talkdesk (in Bandura, 1977) and other studies have found that, a person’s self-efficacy plays a main role in how goals, tasks, and trials are approached. Self-efficacy is referred to as an individual’s self-belief in his ability to accomplish particular tasks and it has been related with workplace performance, the experience of stress, burnout, and role adjustments.
1.0 INTRODUCTION Performance appraisal is a formal scheme that is used to analyze and evaluate how an individual or a team performs on their task. The appraisal of an employee is based on his or her job performance, it not prejudiced by the employees’ personality and characteristics. Sensible precision and uniformity is used to measure their skills and accomplishments. This helps the management to discover the areas for employee performance enhancement and to encourage professional growth. Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.
However, leaders are in position to train each employee and develop a work relationship of trust. Consequently, if the line or operating manager establishes trust with the employee then an increase in productivity may become visible. Thus, management is expected to lead and guide work rules indicating the work behavior he or she possesses. Inasmuch as, the human resource professional is not only able to explain ethical stewardship, but also assist the line and operation managers to achieve long term work goals that employees can adhere to and follow. However, the duty of an employee’s attribute should consist of ethical stewardship.
TRAINING: DEVELOPMENT: Training is the acquisition of knowledge, skills and competencies as a result of teaching. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Development teaches how to become more productive and effective at work and at the company. Since Tesco aims to expand and diversify, that required the business to select the right people, in the right place, because customers’ needs and wants are different and the culture of each area varies. Tesco need to have flexible employee who are able to adapt the change in order to satisfy the customer.
Employee productivity is a major concern for the corporations worldwide. Because it is a determinant factor of success of any organization. Few measures that can potentially increase employee productivity are: -Improving employee skills with training: A well trained employee is asset of the concerned industry. With on the job and off the job training, the employees become efficient and their effectiveness starts to spike up. -Encouraging autonomy and discouraging micromanaging: While it is essential to have manager, it is also needed to have some own space to do the work in his/her own way utilizing their own time and resources.
In terms of the individualized consideration, it is up to the transformational leader to ensure that they recognize the needs of such individuals and or determine the various factors that inspire and motivate the employees. There are many instances that the leader can implement the individualized consideration to their employees. These ways can include showing
In exchange for their loyalty towards the orgnization and their effect for their work, employees form expectations. To improve the quality of their work, to realize their career goals and to ensure that they work efficiently, the organization has to mobilize various incentive mechanism. Organizations can support their employees by establishing properly working human resources procedures and performance evaluation systems, concentrating on career management activities and improving the employees’ physical working conditions. Organizational support theory explain the psychological process underlying POS as follows: Firstly, POS in the basis of reciprocity norm creates a feeling of necessity concerning the organization working towards its goals and considering the