According to a study made by PWC called Millennials at Work, Reshaping the Workplace, Millennials tend to be uncomfortable with rigid corporate structures and turned off by information silos. They expect rapid progression, a varied and interesting career and constant feedback. In other words, Millennials want a management style and corporate culture that is markedly different from anything that has gone before; a millennial-friendly environment may be fully digital, but it also needs to be comfortable and creative. Millennials expect to work hard, but they don?t want to sit in a cubicle all day. They will be loyal to organizations that offer an engaging, comfortable, and stimulating atmosphere that creatively blends work and life (Millennials at Work, Reshaping the Workplace).
Understanding on how the brain process and how the emotional response system works should also be a factor in where we place team members within our organizations. Being able to relate behaviors and challenges of emotional intelligence on workplace performance is an immense advantage in building an exceptional team. One of the most common factors that lead to retention issues is communication deficiencies that create disengagement and doubt. A leader lacking in emotional intelligence is not able to effectively gauge the needs, wants and expectations of those they lead. Leaders who react from their emotions without filtering them can create mistrust amongst their staff and can seriously jeopardize their
Leaders try to give every client the attention they need as some people feel important when only dealing with the person in charge (Drath, 2009:300). When one person has to look after a lot of clients they might eventually make them feel less important because the workload will be too much for a single leader and won’t be able to please and assist all the clients. If it happens that clients are unsatisfied they are likely to take their business elsewhere, where they will feel that their presence is being appreciated. Therefore if organization use collective leadership, the different leaders can divide
However Gen X believes in doing a lot of work and will work in non-formal environment as well. In the present business environment, economic changes and advancements in technology have radically altered the face and structure of many business corporations. Transformation takes place in every workplace. In order to increase organizational effectiveness, particularly in relationship with the workers, the managers need to identify the generational differences between both the generations. Work values of individuals are believed to be influenced by age cohort or generations.
1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs. 2.
Employers often fail to realize that the employees are the people who are one of the major determining factors in the success of a company. People resist change because they do not feel that the company has their best interest at heart. In order for an organization to have a successful change there can not be any form of mistrust between the employees and their employers. Being able to trust an individual involves person having faith in their intentions which is vital. The organizations that have a stable relationship and trust their managers and staff have a higher level of respect for the company and their purpose which lessens the resistance within the employees.
Conflict creation is mostly occurring in organizations. Bellow - ranking employees clash with higher ranking employees: operational methods antiquate, advanced thinking, lack of accepting refused to settle in organizations in conflicts is consists from principles, nature, public and cultural standards are factors to generate stress .To motivate employees there are some main points: 1. Give staff more rewards and credits and what they need.if the employee done great work gives them more rewards and appreciate and recognition in front of his subordinates . And it really motivates the employees and then they perform better and work hard for the organization
Here in the case Holden Outwear, Mikey LeBlance and his partner Scott Zergebel, hired employees which are better than them and formed a team. Here the Holden Outwear also following hierarchical structure by able assign each members of the team to different roles and responsibility but the purpose of doing this is to make everyone in the team feels equal which helps them to work as a team. In the case study it is mentioned that the Holden Outwear did not want to outsource because they want to do it by their own, but when the organization grows they will not able to do all by themselves, so they need to outsource it. The outsourcing is a big problem to the Holden Outwear, because when they hire new employees they need to share all details, including their designs and strategies. But in my opinion that’s not the real problem they need to face because as their organization grows they need to hire new employees which may not be suit for their team and also team only works when its small, so when they add new employees they need to increase their team which effect their productivity so keep their current team assign new employees in lower position.
But, seminars and interactions consumes productive time and having good speakers will costs a lot • Multicultural training - Multicultural training in the environment allows employees to work with people from other countries and cultures which helps to understand the diversity of employees in the workplace and become emotionally attached with them. • Being aware of prejudices, false consensus and insecurity – To be aware of the prejudices, false consensus and insecurity in the work place, we must be able to know specific weakness of our employees. Caring about activities of our employees well can help reduce all these issues. • Effective communication – effective communication is the key component for all organizations as it helps to manage all the conflicts and biases occurred in the workplace.
In addition to that, it is crucial for one to understand just how to deal with quarrels between family, friends and even co-workers. Social skills are used to communicate on a higher level with those who have specific disorders. Yes, social skills are essential for one to do good at a job interview but they are more than just that. Social skills are tied to every aspect of life and are used every day to function. Now what is not said is that those without social skills don’t know how to operate, but anyone is always capable of becoming a better human being.