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.
Expectations for team’s performance must be clearly stated, conveyed and understood by the team members. When the team’s performance expectations are met, there should be rewards and recognitions so as to encourage them to continue their great performance. Nonetheless, since performance is link to remunerations, team members might feel competitive and hence resort to unethical ways in order to achieve their targets. Alternatively, attending leadership training to improve leadership skills and to upgrade the current skills can be done. With that, the manager will have the knowledge on how to communicate, guide and motivate his team to achieve their goals.
B.H.E.L. has been able to build up its capacity, technological capability, update its facility and maintain a professionally competent workforce. However the introduction of the performance system (MAP) has been instrumental in motivating and making executives more focussed and committed. Each executive sets his targets in line with objectives of the organization. The achievements are reviewed mutually, timely corrective actions taken to ensure achievement of the results.
1. Explain at least 2 purposes of performance management and its relationship to business objectives: The performance management aims to create a culture which encourages the continued improvement and development of the organization and of the individual behavior, skills and contribution. Performance management process is an important component of the overall working approach. In terms of the basic delivery of outputs, as well as to enable one employee to be expected fully to know performance within the scope of the performance management system, the aim of performance management to achieve to following: to enable the individual to understand what exactly to achieve in terms of output and relevant, and in appropriate behavior style, which an individual employees objectives to agreed delivered to simplify and to meet personal development which needs to facilitate the delivery of the agreed objective. It enables the
Hence, the need for the two parties to agree and communicate effectively at every stage of project implementation. 6) A clear view of what success looks like: All the relevant stakeholders of a project must have a clear definition of success for their project. The project team and all stakeholders must have a full understanding of what they need to achieve and how success of their efforts is measured. Having a clear view of what you consider success in your project helps you define your activities more clearly and establish a clear route on how you will succeed in your project. 7) Consistency, compatibility and achievability of all component parts: A typical project constitute a variety of components that need to be consistent, compatible and achievable; and should all be geared towards the success of the project.
However, leaders are in position to train each employee and develop a work relationship of trust. Consequently, if the line or operating manager establishes trust with the employee then an increase in productivity may become visible. Thus, management is expected to lead and guide work rules indicating the work behavior he or she possesses. Inasmuch as, the human resource professional is not only able to explain ethical stewardship, but also assist the line and operation managers to achieve long term work goals that employees can adhere to and follow. However, the duty of an employee’s attribute should consist of ethical stewardship.
386). When company earns positive impression for its practices, it is expected that it will not only gain more profit, but also regular and even loyal customers. Importance of Code of Ethics from an Employer’s Standpoint From the employer’s standpoint, code of ethics is vital because defines the relationship of employees to the organization itself, and it also affects the level of commitment of the employees as they perform their duties as a help in achieving the company's goals (Guber, 2011, p. 5). Importance of Code of Ethics from an Employee’s
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998). Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011).
These can be achieved by developing a high-engagement culture in an organisation. This can be achieved by setting-up a meaningful purpose of an organisation where the line-managers are involved in the decision making and the contribution of the employees at all levels are equally recognised and rewarded. A culture of mutual-inclusion with intrinsic motivation can be built by holding trainings on intrinsic motivation and focusing upon the need for employee engagement. It is important to understand that a company fosters the values of intrinsic motivation more, if it understands the fundamentals of it and hence it is necessary to hold trainings on the importance of intrinsic motivation and hence develop an innovative and cohesive culture within an
By implementing the strategic plan organizations achieve results. In turn, by HR creating a mission and vision statement that ties to objectives, and metric that would aid in meeting overall goals for LDB Financial Services. Hence, by HR creating a strategic plan that aligns with the organization, consist of goals, objectives, and metrics it will aid in customer/employee satisfaction, retention, and enhanced human capital which all reflect back on the success of not only the business units, but the organization as a