Clear and open communication helps to encourage and strengthen relationships, which can assist employees in the reaching maximum productivity. In addition, effective communication prevents employees from being isolated, builds teamwork among them and creates a more positive environment in an organization. When the relationship among them are strong means that they are be able to trust one another, seek common goals and work together to achieve these common goals by giving a high performance. Furthermore, the managers in the company maintain a productive relationship with the staffs by holding regular departmental meetings, assisting and guiding employees in their work and progress and recommending them for the career development programs. It’s a way to increase the employee’s job performance by conducting career development programs so they can apply the knowledge and skills that learned in task that assigned by the managers to seek the common
Mark and Gary’s focus organization, so that they are well-rounded on making sure that the organization is achieving their goals. They show this in the way of promoting a positive relationship between trust and their organization. They allow their team, and they work together to make sure that they are in control. They illustrate that they are not only there to serve their clients but their employees to have strong internal perspective. They take the time to help to create their values and culture providing strong work ethics.
The efforts add value the company and have unsurpassed impacts on it 's global perform. P&G 's code of conduct addresses satisfying, motivated and loyal employees that represent the basis of a global leader. The development of employee satisfaction is essential in the increased productivity,
Four of my core values that I believe can inform a good leader are Respect, Honesty, Reliability, and Positivity. When a leader respects his workers/employees/team he or she shows them that they are valued and when they recognize that, respect becomes mutual which then leads to productive and engaged employees. In my opinion, is the second core value I believe can inform a good leader. Without honesty a leader can’t lead with integrity. When you are an honest leader you earn trust from those you are leading, and when you are trusted work can get done more efficiently and effectively.
Eventually, it results to job satisfaction and career satisfaction (Ghosh, 2013, pg, 100). Secondly, the working system is smoothened, and made easy to cope with. The result is reduced work related strain, reduced stress of overwork and increased efficiency. Enhanced productivity and quality of work; generally, all employees need to feel that they contribute to the well-being of the organization. When employees are given the flexibility and freedom to make a difference, they feel empowered and end up delivering high quality work.
offer support and individualized consideration, encourage innovative ways of thinking regarding the job as well as motivate followers to live up to their best. This positive impact grows followers’ expressiveness of their identities and personal values. This in turn develops employees’ self-worth and sense of job satisfaction (Yukl, 2013). Employee voice behaviours arise when they decide to talk about their interests, problems, expectations and suggestions for improvement. This free self-expression enables an organization to direct employee complaints, worries and concerns towards finding realistic solutions to organizational problems.
The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
If the outcome reached the target and going smoothly, employees’ hard work and commitment must be acknowledged and appreciated by celebrating the success together. Nevertheless, if the end result is not up to the standard, managers have to look up for the problems and
In addition, the management places a significant level of trust and confidence in employees that employees will complete the tasks to the best of their abilities. Ideas from employees are welcome, which allows for direct, transparent and honest communication. Furthermore, Lidl believes in providing periodic feedback to its employees to help them improve their work performance, This allows the management scope to provide constructive criticism where improvement is required and recognize good performance through award systems. Lidl adopts a proactive approach to problem solving and crisis handling, as well as day to day business improvement. This allows Lidl to manage competition effectively it faces from
It assures them that their dedication and achievement on a task is brilliant and appreciated. This gesture will encourage them to work for greater results. The BET (behavior, effect and thank you) approach addresses the best means by which strengths-based feedbacks could be given. This method points out the positive behavior or act exhibited by the employee, analysis the positive effect such behavior has brought to the growth of the organization and appreciation is also expressed. There is a tendency that an employee will relent in his or her brilliant endeavors or take their outstanding skills elsewhere if they are not appreciated by the leader or manager (Harms &Roebuck, 2010).