Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
A company that lacks human resources may have difficulty developing and maintaining a solid relationship with employees. Human resources bridges communication gaps between company management and employees and offers employees the opportunity to release their frustrations with the company and report wrongdoings. If the company does not implement human resources, it must develop a plan to effectively communicate and listen to employee concerns. If they're managing numerous people, such as over 50, it may be difficult to employ a strategy to deal with each employee. If employees become frustrated with the company or their jobs become dissatisfying, production can drop and company revenue may plunge.
access to some compensation and training program before. In addition, the performance evaluation is a tool for evaluation and development. "By looking at the performance of the first to identify achievements and shortcomings and develop a detailed plan to improve performance in the future" (Stephen P.Robins, 1995) .If Manager can detect labor shortages, the detailed planning necessary to rectify this situation. In addition, the performance evaluation is one of the activities of human resource management the most critical and most had caused problems within the organization. It is a formal system that is structured aims to measure and assess behaviors and outcomes associated with work to enable workers to find out why and how they are able to
If the organization spends too much focus on the organization as an individual, it could lead to employees leaving the institution. There needs to be a balance between focusing on the individual and the group. Interpersonal relationships are important in the functioning of an organization, and individuals are more inclined to promote the cause if they feel they are appreciated (Madlock, 2012). By having too many rules, regulation, and procedures, it could lead to a decline in productivity because every step is being micromanaged. If individuals are afraid of being reprimanded, they might not want to make a
(3) Communication Barriers Communication barriers are issues that hinder the successful communication of messages and employee engagement. They include but are not limited to the varying statuses of the employees, information overload and the lack of trust. First and foremost, First-Line employees may fear to communicate with the top-management as they are individuals who are higher up in the hierarchy and they may be a social gap between them. Moreover, employees receive many information from various parties per day. As such, employers may provide too much information at a goal when engaging their employees.
A manager who doesn`t manage it`s time effectively will face many problems which can leads the company into chaos. The manager responsibility is to manage other employee to achieve their task, so the company reach its goal. If the manager have a problem with time managing and is not able to perform its job, other employee will also will be lost and they can’t achieve their jobs. Ineffective time management can be a result of bad planning, which mean a manager have a problems to decide which task is the most important and what the amount of time it will take to be finished. A manager with an effective time management will be a better manger, which the employee can achieve their task appropriately that lead with a better product and service
These differences will often cause conflict and result in lower productivity. • A very common reason for conflict is through poor communication that leads to misunderstandings because facts are interpreted differently. Role overload (too much for one person to do), role ambiguity (employees are not sure of the roles) and role conflict (all members what to do a certain task) may be a result of poor communication. • Change in the workplace may also result in conflict as people are often resistant to change. Businesses may want to keeps things the same, however, a business that does not adapt to the changes in the market and consumer demands will not be successful.
can be frustrating to process. Repetitive, administrative work, like filing reports and distributing pay slips, can be dull but it is important to do on-time and correctly. This can take up large chunks of staff’s time. By outsourcing the process, employees will have more time to focus on core and strategic business functions. • Focus better on core Business functions- Payroll is the critical functions that can put the business in a world of hurt if poorly carried out.
Conflict Stress: staff will definitely feel demotivated if they feel they are being bullied or facing harassment whether from management or other staff. Managers should try to create an environment where conflict management is practiced. What management can do is carry out an employment survey, where staff can express concerns anonymously, this way management may be aware of some issues taking place in the workplace. A Lack of Good Leadership: poor leadership is a recipe for demotivation. Staff prefers to have a manger who doesn’t control but leads them, one who is approachable and can encourage them to work harder without putting too much pressure on them.
This also reduce their performance and also exposed in making many mistakes. Lack of staff will result to higher turnover. High turnover costs the company money. Each time an employee is terminated, HPJ must spend money to hire someone else. This includes the time and money