Younger workers place an emphasis on balance between work and home while older workers may expect to sacrifice personal time for work. Generation Y expectation is a healthy work life balance. How is a manager to deal with these differing cultural expectations and have a positive workplace? Managers must allow for individuality in the workplace by allowing workers the ability to work in a style that suits them while acknowledging the efforts of all workers despite their work style Younger workers tend to think of their older colleagues as set in their ways, stubborn and hard to train, while older workers label their younger colleagues as lazy, entitled, technology obsesses. Being able to overcome these negative stereotypes is essential in creating the right culture in the workplace.
Challenges There are both negative and positive benefits to the workplace that encourages diversity. According to Bill Clinton, “The price of doing the same old thing is far higher than the price of change.” The advantages of diversity outweigh the challenges. Workers from various backgrounds can offer a selection of different aptitudes, skills and experiences that benefit the company and their work performance. Employees can learn from each other when diversity is of skills and experiences are among the other workers or team members. Just working with a diverse group of people of different backgrounds and experiences, help to creative various concepts that you might not get outside of the views and suggestions from those of different backgrounds.
Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work. To decrease turnover it is important that organizations provide employees with feedback, mentoring from senior employees and clarify guidelines and expectations of management. Providing Millennial with face-to-face performance reviews as opposed to formal reports
This will ease the integration process and generate less pushback from employees at both sides of the deal. Maintain a certain level of independence between the merged companies under the new structure. This will prove functional and valuable especially if there are synergies to be obtained from the results generated by teams working under their original organizations in a way they are used to. They can focus on what they do best and deliver quality work. Communicate, communicate and communicate.
This is opposed to other places such as law firms where getting ahead and competition are a much more important metrics than kindness and getting along. Though both are equally effective if done properly, Roger’s choice of socializing its employees reflects an organization that values the prospect of a united team, allowing for an informal attitude at work, while creating an environment of healthy competition rather than tournament. Though their tasks are assigned on individual bases, employees are provided support by their more experienced co-workers through their serial backing
It also relates to HRM because it mentions some tips and tricks that HR professionals can do to lawfully boost diversity in the workplace. Increasing diversity in the workplace is always a good thing and can also alleviate the tension between employees who sense that there is a gender bias present. If a business wanted to increase diversity in the workplace, they should come up with strategies and/or job ideas that both men and women can both do equally, or an equal amount of duties for each gender. Being able to increase diversity in the workplace is crucial for a business because it would not only make employees feel more comfortable, but it can also create opportunities for both genders to
In as much as the economy has increasingly advanced, the importance of excellent talent is becoming a top priority for most organizations. There are major anxieties with businesses when they have to acquire actual talent, retain and develop potential talent for their organization. Being aware that enhance talent within an organization will bring better outcomes. Management should then maintain a competitive benefit over its competition by measuring and tracking the skills and abilities of their workers. Different forms of measurements are achieved to measure the talents of human capital.
Advanced technological tools are making it possible to measure and monitor workplace and employees in the near decade, but with raising concerns about privacy of the employees and the unchecked surveillance in the workplace (Lohr, n.d.). This report will discuss on the pro and cons and ethics of workplace monitoring. Work place monitoring is one the lowest cost technique to increase employee’s job performance. Workplace monitoring has positive relationship employee’s performance and sales orientation. The effect of workplace monitoring will have greater impact on employee’s motivation when e-monitoring is below or above average (refer to graph 1).
Rotation or enrichment of jobs increases the intrinsic factors of work – such as achievement, responsibility, and growth – and hence, has a higher probability of motivating employees. Both methods also enable management to fill vacancies without much difficulty, be more flexible with timetables, and adaptive to changes. Additionally, evidence supporting improved performance in manufacturing settings due to job rotation is especially relevant to Square International Company. Yet, drawbacks such as increase in training costs and disruptions in the workflow related to job rotation, as well as the ineffectiveness of job enrichment caused by infrequent feedback and focus on past problems must also be considered. Altering work arrangements (table 3.1.2) with flextime, job sharing or telecommuting is another approach to motivation.
Moreover, another impact that this theory has on organizational strategy whereby Charismatic leaders at CIBCFCIB can minimize various types of behaviour by increasing competent employees. For example, selecting experienced employees and delegate authority to them for resolving problems (Yukl and Mahsud, 2010). This will lessen the stress of management and leadership to guide the team effectively towards accomplishing the organisational