This also encourage employees to uphold a tournament theory as they are driven mainly to deliver to meet organisational culture and strategy. Refer to appendix 1. 4.2.2 DISADVANTAGES OF PERFOMANCE RELATED PAY Lawler (1994) believes that variable pay which he delineates as a crucial mechanism for communicating desired effort levels being subject to individual or organisational performance argues that sometimes employees work beyond their job description by working as a team, thus paying individuals on how competent they deliver their work is not fair as the system is perceived because such factors are not be considered leading to other team members dragging their feet hence excessively reducing productivity. It is therefore on such a foundational factor to also denote that this system entirely does not consider the costs that are incurred. Often for managers to be fairly sure of the grading they may need external auditors to aid in the process and such skilled manpower needs to be paid deducting from the company’s account.
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.
For instance, top management can display their brand commitment by working side by side with managers on a regular basis (Henkel et al. 2007), to discuss brand commitment development and collect feedback. Include meaning: Sen Heng have well published company values and brand promises. The problem is those information are quite abstract for employees to feel passionate or relate with, therefore it is harder to create an emotional connection that could lead to believing and committed to the brand. CEO and leaders should add meaning to company values and brand promise, and ensure it is comprehensible for employees to understand so that they can be committed to delivers the values to customer through on brand
Regarding changing world, complicated circumstances differ from one-another within one organization. The fact that, “a leadership style that is effective in one situation may prove completely ineffective in a different situation.” (Jago, 2007) To cope with this problem, to experience several cases during leadership trainings and to know how to adapt to the situation in order to observe side effects and resolve adverse consequences, help to take relevant decision. Moreover, in every respects, to find balance is crucial. As a manager, micromanaging reduces potential of a leader. “Micromanaging implies that leaders are unwilling to give up control and rely on associates to do their jobs.” (y Paul R. Bernthal, 2001) Consequently, this kind of leaders cannot see “ big picture” of situation and lose big opportunities while concentrated on trivial issues.
Analysis the relationship between Leadership and employee retention Introduction: Employee retention is one of the most critical issues facing managers in organisations as a result of the shortage of skilled manpower, economic growth and high employee turnover. Whereas it is imperative for organisations, through the employment process, to attract and retain quality employees to the organization, it is more important for managers to device strategies with which to retain the talented employees in the service. Retaining quality staff is important for purposes of keeping loyal customers as well as avoiding the costs of replacing the staff. In the current competitive environment the leaders have to steer their organisations in the competitive
In addition I want to explore more about what factors the interviewees see as barriers in their job. Lastly, I have asked a bit sensitive question about the main reason that interviewees still working for the company so the data can be linked with the factors that influence on their job satisfaction.The open-ended question as table 3.1
Factors of motivation Name Institutional affiliation Factors of motivation Motivation is an important aspect in the individual and organizational setting: without it, individual and organizational performance can be significantly affected. Since employees are the main resources for an organization, employee motivation determines the success of an organization. Various theories of motivation have been used to explain why employees act in a certain way and what organizations can do to ensure that they get the most out of employees. However, since various aspects are considered while determining how to motivate employees, motivating employees is never easy. This essay discussed factors of motivation in the organizational
• To add to a base for merit or performance-related pay. Characteristics of job evaluation The essential goal of job evaluation is to figure out the value of work; however this is a quality which differs occasionally and from spot to place affected by certain economic pressure. The principle features of job evaluation are: • To supply bases for compensation arrangement established on realities as opposed to on dubious moderate thoughts. • It endeavors to assess jobs, not individuals. • Job evaluation is the yield given by job analysis.
This shows that by enforcing knowledge management correctly, it can remove problems such as these, and can significantly improve business performance. Untrained employees could also lead to loss of customers, as they lack the correct specialist knowledge skills and commitment to provide excellent customer service, which is a key objective for TMPT as stated in the case ‘the directors are committed to delivering exactly what customers order, on time, for the agreed price, aiming for customers to return to place future orders’. Considering this is a key focus for TMPT, it is crucial that the customers are targeted with a good approach by the employees. Lastly, employees are interested in career promotion and recognition. The problem TPMT face is that employees effectively use the company as a foot into the industry.
Thus the businesses have to frame the suggestion which are proactive and will help the companies to remain competitive in their sector. According to Peppers and Rogers (2011) the model of business has changed from only transactions to relationship building process. A company simply can’t satisfy customer needs based on one-time transaction in order to ensure growth of business. Thus the company must ensure that’s customer preference are taken into account and must deliver result consistently to ensure long term