Sharing the same goal, in fact, creates the dynamics or bonds between team members because they are dependent on each other for the success or failure. For example, if our IT Department fails to accomplish our department goals, all of us will be suffered from the consequence results. If we achieve success, all of us will be shared the success as a whole. So, Team Dynamics can be defined as the relationships between team members which are related with connected tasks. On my first day at MIT Company, the Managing Director showed me an organizational structure of our company (as in below figure) and told that we all are going to work together to accomplish our company’s aims and goals.
Social entrepreneurs have a hard time filling their top positions because they rely on their own existing resources and do not invest in time to look for a more deserving candidate. Thus, social entrepreneurs need to build better competencies as well as resources, specifically human resources. Aside from the skills and capabilities, social entrepreneurs should hire employees who are social mission fit. This means that they should have the passion to serve communities and help the social enterprise. In addition, employees should be founder-fit.
Of any kind motivation they instinctively from, it is strongly correlated to which extent they perceive self-determination. It means that the stronger motivation can reflect the higher self-determination they would applied to the performance, task or challenges (Moran and colleagues, 2012, p.361). Related to the story, the man who works for IT job, personally did not really interested in the social voluntary activity and more interested in his personal professional career building as a fresh graduate at that moment. In the beginning, he did not see valuable of joining the project but then the team brought him idea that he actually able to use the project as a portfolio for his own employment branding. In this situation, he has lower intrinsic motivation but higher extrinsic
Customer (Northwood company) - If Primus Inc. accepts the jobs, customer will happy because their project will be done by primus with existing budget. Moreover Customers no need to seek other company to do their job. Moreover the primus also can build good long-term relationship with the Northwood. Having good long-term relationship with Northwood will increase the chance of getting another jobs from Northwood Inc. - If Primus Inc. reject the jobs, the customer will unhappy because will increase their cost to research and seek other company that want to take over their job. C. Manager / Management - if Primus inc. accept the jobs, manager/management will feel unhappy because they will suffer loss of $1760.
Nonprofits can in fact can choose between the brightest and best fit for the job. They can afford to be picky with their employees because you do not want some unintelligent person working for you or even trying to receive donations for your organization. Another great reason to work for a nonprofit organization is all the projects everyone gets assigned. One of the employees may be assigned to one project as another is assigned to three or four. This leads to father career development and most definitely being responsible in case you want to get ahead in your career.
We all know and avoid the obvious career mistakes like procrastination, poor work performance and not being prepared for a meeting. We tend to assume that doing our job well should be enough to get us recognised at work and get us that promotion or that pay raise. Working hard and doing our best should be enough to rise in the corporate ladder, right? Wrong. In today’s corporate world it’s not enough to just do your job well there are a whole lot of other rules that enter the picture when it comes to advancing in your career.
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.
According to this theory the best leaders are those who best adapt themselves to the situation. An adaptive leader might look at cues such as the type of task and who is involved in group, to better their judgement. A study on university employees on situational leadership found results that indicated a situational factor in leadership when solving different job tasks (Fernandez & Vecchio, 1997). This theory has an application for the EPP that I took part in, throughout my experience I was faced with tasks that we as a team had to overcome, it became clear that the role of leader changed dependant on the task. An example would be creating the design and speech for the new PowerPoint presentation for recruitment of student staff.
Employee productivity is a major concern for the corporations worldwide. Because it is a determinant factor of success of any organization. Few measures that can potentially increase employee productivity are: -Improving employee skills with training: A well trained employee is asset of the concerned industry. With on the job and off the job training, the employees become efficient and their effectiveness starts to spike up. -Encouraging autonomy and discouraging micromanaging: While it is essential to have manager, it is also needed to have some own space to do the work in his/her own way utilizing their own time and resources.
Not all manager-worker relationships are strictly business but most workers don’t like their managers anyway. Managers have to make sure you’re doing your job effectively and in the time frame. Leaders have more of a personal relationship and they want you to do better. Managers can fire you and you’d be done. The behaviors of a manager and a leader are similar in some ways but if you look at in detail they have different reasons to why they lead.
We need to make sure that our day-to-day actions would make our business successful. We put everyone in charge of a specific strategy, such as for myself it was R&D and production. Everyone had two of the functional pieces to work on and if we were stuck we were helping each other out. It got a little difficult once we started losing team members, but we still made sure to try to be successful in those areas. It was really hard for us as a team to earn points within profits and customer satisfaction.
Community success is largely based on the businesses, if the businesses are failing, so is the community. When we apply talent pipelines, companies are able to hire employees for their advanced jobs that currently are scarce. Applying talent pipelines in your community will also stop companies from having to search far for an eligible employee in different states, and stay local. When we provide the needed talent, work gets done, business grows, and the community gets strengthened as we become more