The main aim of empathy is to put oneself into the client’s position and have an understanding of the trauma or stress the client is experiencing by understanding their feelings. In building therapeutic relationships empathy works as a foundation as it helps build positive connections allowing the client to have the satisfaction that the counsellor hears them and values their needs. Further, a therapeutic relationship builds up with self-care. Self-care is important to have better end results it is the core concept of building relationships. At a place where dealing with people who suffer from a trauma or stress it is important to have self-care to reduce stress and maintain well being for self and for the client.
The “modeling and role-modeling leadership” theory, which uses the Maslow’s Hierarchy of Needs theory, suggests that once the lower levels needs- the physiological and security needs, are met then the staff can move to seek acceptance, self-esteem, and self-actualization (Jones & Bartlett Learning, 2016). Leaders adopting this theory cultivate an ambience for the staff to have a comfortable zone to express their concerns and desires. Leaders appreciate their staff’s positive behaviors and listen to their staff. Leaders also can utilize the Herzberg’s Motivation-Hygiene theory, to evaluate if their staff is provided with the factors to make them satisfied like comfortable and safer workplace, healthy
Consequently, inadequate feedback may be the result of an employee fearing his or her manager may read the review and retaliate or may misunderstand the purpose of the 360 system and provide incorrect answers. According to Mello (2015), the 360 degree feedback can
These types of support acts as an emotional and financial support to counterbalance and reduce physical, psychological and behavioural reactions to stress (Jain et al., 2013). Furthermore, having social support allows for an extra resource for employees to deal with job demands and organisational change, as social support can act as guidance (Castanheira & Chambel, 2010; van Dick & Haslam, 2012). Above all, social support within the organisation can reduce negative stressors such as uncertainty, frustration and confusion within an organisation, thus, resulting in employees having more control and understanding over their job and job demands (that is things that have to be done within an employee’s required job field) (van Dick & Haslam,
Human Relation Management in Tesla Human relation management is a belief that individuals desire to be part of a supportive team that encourages growth and development (Business.com). Human relation management focuses on employee 's feelings, career enrichment, induction procedures, encouragement of teams, stability and motivation. The benefits of human relations management theory are rises in employee productivity, employee consideration, employee recognition, relationship building between employees and managers. Disadvantages are unpredictable workplace conduct, strategies based on behavior in the workplace and one method works for everyone. "Tesla is consciously creating a benefits structure that is different from what other companies
Performance issues are very common problems at workplaces. Managers usually are unsatisfied and frustrated with their employee performance problems but they do not often spend time and effort to find out why it occurs. It is crucial for managers to have some thoughts about the causes of the problem before confronting their employees about this specific subject. The following part of the report will outline those questions and ideas that can allow us to understand the situation better. At workplace, the employer and employee have to corporate well with each other.
The appraisal process will help the employees learn just what it is that the organization considers to be superior. And now that most people want to be seen as superior performers, a performance appraisal process provides them with a means to demonstrate that they actually are. Performance appraisal encourages employees to avoid being identified as inferior performers. Encouraging Coaching and Mentoring: Coaching is an informal approach to an individual’s development based on close relationship with another person who is of expertise to company thus acting as an immediate manager Brockbank & McGill (2006). Managers are expected to be good coaches to their team members and mentors to their employees.
Topic: Recruiting the ‘right’ employee is critical in terms of securing current corporate culture, current business demands of the organisation, planning for the future and integrating new skills. Myers-Briggs and Enneagrams are personality tests used by human resource practitioners to assist in identifying employees with the correct emotional and skill profiles for their organisation. Compare and contrast the use and respective abilities of these tests as tools to assist an organisation in employee selection. Introduction The recruitment process, which refers to the overall process of attracting, selecting, and appointing suitable candidates for a job within the organisation, is used to in a way predict its own success through the individuals
Providing employees with constant feedback should be given on a regular basis. Leaving the employee with the uncertainties can possibly decrease their work performance. Communicating with the employee will help them feel more comfortable and improve their performance. When making any types of changes within the organization make sure that it is communicated with a compelling reason for the change. This is important for the organization to communicate otherwise it can become associated by blaming individuals by the employee identification number.
Just speaking to a coworker can solve the problem, but if you do feel uncomfortable or if they do not listen to you. Then talks to a supervisor in charge, human resource or someone else in the chain of command. In other words, they should work it out among themselves and if that does not work then to seek
Deana stated that the personality conflicts and personal bias causes the communication to come to a halt. Having a diverse organization may very well look good on the outside, but it takes time and effort to be able to connect with different types of people. This also comes from the motivation from the employees to even try to make the effort to