The employees who could do the balancing between the work and personal life, they don’t find necessity to look for another and more engaged with the company. Further those employees feel better in health and mental stress. Spill over is a mechanism, due to this the personality behaviour and feelings will pass on from one role to another. If the same is found negative from professional life to family life, it is considered as very bad and there will be conflict. But if it is positive, then work family life enhancement would be good.
Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work. To decrease turnover it is important that organizations provide employees with feedback, mentoring from senior employees and clarify guidelines and expectations of management. Providing Millennial with face-to-face performance reviews as opposed to formal reports
For Rich’s decision to be successful, salary and hourly employees need to “trust their leader and feel they will be treated fairly and honestly” (Griffith and Gould 2008). Because the situation and impending decision impact the employees in different ways, he should consult the hourly and salaried employees face to face, but in separate settings. Rich should consult with the salaried employees first to gain insight on his decision. Their reactions will help Rich solidify his decision, then he will continue the consulting approach to share this information with his hourly
An amiable coach would encourage James to be more of a team player. Amiable coaches establish a trusting relationship with employees. This style of coaching listen to and counsel the employees. Give them reassurance that they are meeting your expectations, that they are appreciated and valued as a part of the team (Managing and Coaching Different Personality Types, n.d.). “While most people are quickly drawn to Amiables, they don’t necessarily buy from them” (Clemmons,
Problem Statement Organizations are making every effort to retain best employees but at the same time, they might be missing on the some intangible motivators altering the employee’s attitude & behaviour towards work. What makes an employee to stay or quit the company? Do we blame the entire system or just few factors? Keeping this as a main objective, this paper is a representation of true facts of the relationship that exists between supervisor support and employee loyalty in IT companies in India. Companies are on persistent quest to understand what makes an employee to stay happy and loyal while being employed.
Therefore, the employees should know how to overcome the conflict. When an employee’s hard work are not be given good feedback by the others, the individual might be misunderstood that other people are not appreciate with what he had done. In order to avoid this kind of conflict with the colleague, the employee should learn how to give the good feedback to that person. This can avoid the particular employee to have conflict with the feedback given by the others. Moreover, when the evaluators are giving feedback to an employee, the evaluators should also respect the employee at the same times, they should avoid giving the feedback on personal criticism.
how can maintain the positive relationship with the person 1.maintain the culture in the workplace 2.show a good attitude How can I implement of this strategy and result In the workplace maintain the good culture good dress up and use the professional language in the result every give you respect Always accept his mistakes and no arguments with the manager in the result we create a friendly relationship with manager Question 3. Describe how you communicate strategy to build and maintain positive workplace relationship. Stakeholder #1 stakeholder A manager Important to communicate these strategy with this stakeholder If we maintain the good relationship with the manager we learn lot of good working technique. We always learn some new from manager Stakeholder #2 stakeholder A colleague Important to communicate these strategy with this stakeholder Because when we are working with the colleague we always encouraging him to do the good work then he listen you carefully. The colleague feels proud in the workplace and he always ready to learn.
It is important that a team leader is more of a mentor to their team members rather than just being a strict manager. Team leaders should understand their team members well. Today employees are to share a healthy comfortable level of relationship with their supervisors and managers. A team leader has the responsibility to encourage their team to provide the best and immediately intervene in cases of conflict. All team members should be able to trust the team leader, look up to them and take their team lead advice confidentially whenever required.
Younger workers place an emphasis on balance between work and home while older workers may expect to sacrifice personal time for work. Generation Y expectation is a healthy work life balance. How is a manager to deal with these differing cultural expectations and have a positive workplace? Managers must allow for individuality in the workplace by allowing workers the ability to work in a style that suits them while acknowledging the efforts of all workers despite their work style Younger workers tend to think of their older colleagues as set in their ways, stubborn and hard to train, while older workers label their younger colleagues as lazy, entitled, technology obsesses. Being able to overcome these negative stereotypes is essential in creating the right culture in the workplace.
Whether there were members disagree with idea, they tend not to break the positive agreement in groups. Overall, civility requires a respect feedback, privately and courteously. For examples, in work places managers are proactive creating an active environment employee working together. The manager brings up the talents of employee. Also trust is important things in the work places, make employee feel they are values shown positive contribution, help the employee fix the wrong mistake so that way gain better next time etc.