The PsyCap assessment has helped me realize my strengths and weaknesses as an employee and how I can improve my less strong assets. It is a proactive approach to reflect on my weaker sides by generating on some personal strategies to improve productivity and to face work difficulties with agility and more optimistic outlook. It is a simple evaluative measure and yet it has outstanding effects on bringing hope for any employee (whether skillful, talented or not). It focuses on certain attributes that justifiably bring meaningful assessment factors. Furthermore, employers, managers and human resource officers can use the PsyCap in assigning compatible tasks and conduct training seminars to improve the level of PsyCap of their employees.
I want to be seen as a good mentor to my followers and my supervisor. I will do this by integrating Coping Behavior and Cognitive Flexibility with my subordinates, peers, and supervisor by developing a good rapport with each of them. I know I can weaken those relationships if I do not mange my Coping Behavior because of miscommunication due to large cognitive gaps because I did not scan my environment. I will use Cognitive Flexibility to “scan my future environment” to identify those pitfalls for conflict that may hinder our rapport. For an example, to resolve customer complaints, my subordinates and I may have a different approach to dealing with complaints.
How to use a school technique to enhance workplace culture Remember the lesson we learned in our childhood, “One bad apple can spoil the whole barrel?” Don’t forget this lesson, as it holds true for professional life as well. Believe it or not, the negative behavior of one employee can leave a venomous effect on the entire workforce, organizational culture, productivity, and even on the bottom line.
After the trust is gained, employee would reveal what they honestly think about offsite work policy, which they would normally not tell their managers, and what they think is the most suitable for the HRM to do to solve the problem in their perspective, as they are the ones who are experiencing it. And by working together with them, observer get to see the difficulties of not having the whole team onsite and experience the challenges it comes with, therefore, they could see more of the problem in employee perspective and could be easier for them to improve the problem. The pros of participant observation are that it can help with clear explanation of what is happening within the particular social situation; increase awareness of researcher about the social progress; and allow researchers to feel the ’real’ emotions to be on the research subject situation. On the other hand, cons could be time consuming; there can be ethical
Workplaces should be aware of how to handle job stress and be able to share techniques with the employees to prevent job stress and burnout. Conclusion In conclusion, a leader has a great deal of responsibility, however understanding their purpose of composing others could help them to develop better leaders. Leaders want to make a difference and have their employee’s potential to shine, however being able to cope with others and finding techniques that works individually on others is a difficult task.
Every staff member is different, has different needs and different working styles and working abilities. As a manager it is important that you know these differences and seek the proper feedback from your employees regarding their current role, from there you can work out if any changes need to be made. As a manager you should also seek feedback on your own performance from others in the
Thus employees who are typically afraid of making mistakes, will be more productive in this environment. They will learn from the mistakes and be more confident and make better judgement. In the coaching-friendly context atmosphere, employees can ask any questions without criticisms. The Graduate Research Assistants will benefit from this learning technique and will work diligently knowing that their work is a learning experience. When developing a coaching culture, companies should ensure they start with creditable role models who have had positive coaching experiences themselves and who have received some training as coaches (McCarthy & Milner,
Disclosing a disability to an employer can have both negative and positive effects. The possible positive effects being that accommodations can be implemented for the person’s disability, people in the area are aware in case of an emergency, and there is an honest relationship built at the beginning of the job. Negative aspects of disclosing the information could be that people might treat the person differently, expectations of work might be changed, they could receive pity, or it could put the employer in an uncomfortable position. However, if the information is delivered correctly and the employer is considerate, the positive should outweigh the negative. This decision is a personal choice and should be made with many different considerations
They indicated that ethical leaders may be affected if they’re too closed to employees. Hence, there should be a gap between supervisors and subordinates. If the employees have close contact with ethical leadership, employees would explore the weakness of their leaders. This would positively bring discredit upon the supervisors. The authors narrated a little less about the cultural difference among communities in their study.
Change can alter the normal routine of the workplace hence creating chaos. Organizational change can aid in improving the image of the organization, promoting efficiency and improve on the competitiveness of the organization (Schein, 2004). The manager can function as a trainer by helping the members of the organization to learn how to utilize the data to be used to promote development. He or she can help the members of n organization to acquire a new set of skills to help solve future problems of the organization.
This can be achieved by scheduling days for company outings, which gets everyone in a more friendly environment where they can relax and be themselves. By doing this, you can interact with people on a more personal level, and get to know them better. As everyone knows, you are typically a different person outside of work compared to your demeanor while on the clock. This act of getting your employees in a less stressful environment, gives them the opportunity to open up to one another and learn about each other. When you know someone on a personal level, you can better understand what makes them tick, as well as what rattles their cage.
Bad leadership affects the aptitude of the company in retaining employees and depresses their optimism, incentive, and throughput. Understanding the personalities of weak leaders can assist an individual to avoid leadership drawbacks and reinforce the leadership aptitudes. However, poor leadership is caused by trying to control teams through policies, orders, goals, rules, reports, and forcing employees to work, generate, and supply what organization contemplates being suitable services and products. (Dave Logan, 2008) Inability to organize details was one factor which should be improved in my company: good leader calls for the ability to hold and master details. For instance, in my organization, a leader is ever too busy carrying out a task that can be required of him in his capacity as a leader.