Leniency may let management fail to identify the shortcoming that should be amended and finally company will find it is hard to recognize and terminate the employee that is performing below the standards. While strictness is an antonym of leniency that means manager is over underestimated a job performance of an employee. The situation becomes the worst when both lenient and strict superiors occur in the same company and no action is to be taken to balance the inequities. The lenient managers keep on give high rating to, increase the pay of and also promote those who actually perform an unsatisfactory outcome while a well-performed employee receives a bad appraisal and reward that lower than what he or she actually should take. The company will enter havoc (Mondy.
Phase of “work stress”: This is a disturbance between the required and available resources. Work-related stress is the result of disruption between the external and internal environment of the employee, which is created when the available resources are insufficient to meet in an appropriate manner their personal goals and the demands from the work environment. This imbalance can happen to any employee without necessarily lead to burnout. ‘Exhaustion’ phase: This is the emotional response to previous imbalance, manifested in the form emotional exhaustion, stress, fatigue, boredom, lack of interest and apathy. The workplace is the employee stock source, while the attention is more focused on bureaucratic aspects than on clinical parameters.
Stress in workplace obviously important to employees but management is also concerned about stress in workplace for several reasons. Stress in workplace reduces productivity, increase management pressure, and makes people ill in much way; evidence of which is still increasing. Workplace stress effects the performance of the brain, including functions of work performance; memory, concentration, and
Management can establish standards for behavior sets the expectations for employees to follow. When someone ignores the standards, a following strict discipline procedure helps to correct the situation. Management can create a code of conduct. Code of conduct is a written code that provides employees and managers with an overview of the type of conduct and behaviors that the company expects. In outline what behaviors are unexceptable and what measurres are taken as employee violates the code of conduct.
The group from which employees will be selected for redundancy must be carefully identified. Redundancy selection processes must be conducted fairly and objectively to avoid any unfair dismissal. It is usually necessary to identify the relevant employees who are to be made redundant will be selected. If an employer dismisses an employee without considering a selection pool, the dismissal is likely to be unfair. Employers with no redundancy procedure or customary arrangement specifying how a selection pool should be chosen should “identify the employees whose work has either ceased, or diminished, or is expected to do so”.
The focus on examples of work behavior in relation to objectives and values aims to minimize any disagreements between appraise and appraiser. Both appraiser and appraise must be able to support their opinions and ratings with solid evidence about behaviors and achievements. The aim of the dialogue is to reach agreement based on this evidence. The performance ratings should be the result of a comprehensive and objective assessment of performance. Should an employee feel that they have been unfairly evaluated they have the right to refer the matter to their line managers’ manager (line manager plus one).
To put confidence back into the customer it is important to recognize that there is a problem. This can be accomplished by pursuing the previous three steps and assuring the customer that the problem will be investigated and that it will not occur again. 5. Fix the problem It is important to look further than the problem itself, by looking at the bigger picture. This means to not only fix what appears to be broken, but to look at the cause of the problem and other aspects which may also need to be repaired.
Workplace Conflict: Employees involved in workplace conflict especially when management or human resources fails to investigate or resolve the issues leave for other employment or simply become disengaged employees whose performance suffers. Unresolved workplace conflict has a detrimental effect on employee morale. Employer precautions include enforcing workplace policies that support fair employment practices and implementing a process for employees to report incidents that often rise to the level of workplace conflict, such as harassment or bullying. Employee Communication: Employers who communicate regularly with employees lessen the risk of creating a workforce that feels undervalued and unappreciated. Keeping employees informed about organizational changes, staffing plans and fluctuating business demands is one way to ensure employees remain with the company.
In business world, we have a lot of employees and as we know, employees have rights. Unfortunately, not all companies are applying the rights of employees in a legal or ethical way. Treating labors with deference and justice is fundamental for two reasons. To begin with, it sets up an organization's notable for lightness and neutrality which is deliberately examined by individuals from both inside and outside the association, and is an essential variable in keeping and drawing in alluring employees. Also only similarly imperative reason is that recognizing and protecting the employee weights diminishes the likelihood that the organization gets to be caught in charges of separation, protracted case, and excessive settlements.
Job satisfaction is an important indicator of how employees feel about their job and predictor of work behavior such as organizational citizenship absenteeism, turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and had been found to be a good indicator of longevity. Job satisfaction is not synonymous with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by - product of the group, while job satisfaction is