First it encourages employee’s involvement. The community-oriented nature of mentoring creates people and interpersonal connections between people, which expand engagement. Mentoring empowers both vocation improvement and initiative advancement to help representatives create new aptitudes and feel captivated inside the association. These elements all lead to more content workers and a better maintenance rate for a stronger, more powerful association.
These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies. 2.1 Relationship The important of staff retention is relationship with manager.
Reflective Journal Unit 2 Having successfully completed the unit 2 activities, I discovered that in the article titled Teaching the Art and craft of giving and receiving feedback by Patricia L. Harms and Deborah Britt Roebuck, that the objective of strength-based feedback is vital to both leaders and managers. The strength-based feedback mechanism is the deliberate emphasis on strengths of an individual for improved productivity and as a leader and a manager, assisting employees to explore more of their strength to achieve results on a daily basis will definitely lead to enhanced performance and intellectual growth of my staff which will automatically lead to retention of employees. The motivation of staff for excellent jobs accomplished is a vital component in a workplace. Managers need to develop the habit of motivating subordinates and this could take the form of commendation letters, open recognition, recommendation for promotion or by planning a Staff Task Delivery Bonus Scheme that will compensate employees when jobs are completed on time.
In addition, charisma underlines the provision of a common vision and sense of mission necessary for the transformation. Leaders employ inspiration through symbols to redirect followers’ efforts; they express in a simplistic manner the fundamental purpose of the transformation process, and clearly communicate the accompanying higher expectations. Leaders also intellectually stimulate employees by emphasizing rationality and creativity in problem-solving situations. Finally, through individualized consideration, employees are given personal attention and, whenever necessary, they provide coaching and advise to those employees (Warrilow,
Employee coaching and mentoring can also help an already effective employee become even more Productive in his or her current position. Some of the benefits of implementing an employee Coaching or mentoring process includes: •The mentor or coach can provide individual assistance to employees who encounter difficulties or who are experiencing the challenges of transition as new employees. •The availability of a mentor or coach can empower the employee and demonstrating the employer’s commitment to that person’s success.
Definition Mentoring and coaching can be defined as one of the techniques used to develop individual’s skills and performances for the seek of career development. Purpose The purpose of coaching and mentoring is to help individuals grow and develop their skills within the organization by making an alignment between the organization’s goals and its employees’ professional development. Desired outcomes: Increase retention : when it comes to the organizational context, mentoring and coaching can help employees build loyalty towards the organizations they are working for.
There should be regular reviews on how well the team is performing towards attaining the common goal, and the leader should encourage the teammates to improve to form a more connected and efficient team. The leader of the team should also motivate team members to care for each other, promote interpersonal understanding, create delighted atmosphere in the team and enhance positive relationships, in order to form a productive team. Conclusion Successful leaders not only solve interpersonal disputes effectively, but are also able to gather people from different backgrounds together and inspire them to work collaboratively to achieve the organizational goals. Thus, Interpersonal relations, conflict assertiveness, goal-setting, role clarification and motivation are equally important factors for the enhancement in relationship building, team building and conflict
Accordingly, I believe that I need to find a suitable leadership style, which can support me to drive my team. I found that it would be helpful to continuously enhance my leadership skills to help me to be proactive, make things happen and inspire the team, using personal leadership plan (DuBrin, 2015). I found myself a leader who expected to communicate the organisational visions and to motivate the team and to build their confidence as well as empowering them to achieve their goals. Furthermore, I need to consider individual differences and to make everyone in the team feel valued. Similarly, I found myself following transactional leadership style when monitoring team performance and when I provide regular continuous feedback and reward appropriately
This kind of leadership assists a group of people to move from one stage of development to a higher one and in doing so to address and fulfil better human need. By being actively engaged in an organization he/she leads, the leader becomes not only a head of a group, but a moral change agent. Transformational leaders then are change agent who initiate and implement new direction within organizations. This theory is similar to charismatic theory that leaders should have confidence that they do their duties and responsibilities to provide the needs and gives the best interest of their members and help them to enhance their skills and potentials. In addition, this theory it also describes the leaders in accomplishing their tasks to develop and implement important activities for the success of the organization.