EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity (Abercromby, 2007). The result of these synchronous changes in patterns of both working and household life is a complicated multi-variable balancing act as workers and their managers juggle these different parts of their lives, with an understandable concomitant level of stress and social tension (Clark, 2000). Some researchers show that organizational interest in the management of the work-life balance derives from evidence that there is little doubt any more that there is a clear connection between the way people are managed and organizational performance (Purcell, 2002) and that with the onset of predicted skill-shortages, the ability to offer effective work-life balance employment opportunities may become a source of competitive
Working with dedication and hard work and getting appreciated by superiors for their achievement and abilities makes person valuable. Another crucial behavior is making people feel competent. For example if coworker get praised for positive results, people get motivated to be like them , even better by taking their achievement in positive manner. Providing feedback and method for improvements also helps in improving their skills. Giving workers a sense of security through positive work environment and open communication if someone has problem in workplace can also help to boost
This aids their ability to connect with you and express concerns with your when problems rise. How specifically do these skills positively influence workplace productivity? Using the example from my Module 3 short response, a department I worked in suffered from underperforming associates lacking supportive
When most people think about professionalism they think about showing up on time, dressing appropriately, and completing your job. Professionalism at work can consist of so many things. In order to display professionalism at the workplace, someone has to be a good listener, confident, reliable, honest, focused, work well with others, and have a positive attitude. Professionalism in the workplace benefits both the company and its employees. As an employee being professional can allow for you to have a positive work environment and put you in the position for possible promotions.
Best-self activation is an all-encompassing tool that leads to immediate and long-run desirable outcomes through interaction, recursion and subjective construal between social system and social concept. Best-self activation concepts lead to improvements in employee’s productivity, emotions, resilience to burn out and stress normally associated with work environment. Creativity in problem solving, good relationships with colleagues and employers, high performance under pressure are some of the benefits associated with best-self activation. Best-self activation influences physiology and emotions in employment relationships. There is growing evidence which suggest that apart from making workers feel good, best-self activation also makes them experience a barrage of positive emotions like
Participative leadership boosts the employee morale because employees make contributions to the decision-making process. When a company needs to make changes within the organization, this style helps in easy acceptability of the change. • Transformational The transformational leadership style depends on high levels of communication from management to achieve goals. Leaders motivate employees and enhance productivity and efficiency through communication and interaction.
As important as it can be to see an organization financially grow, it is equally important to understand the needs and desires of employees. Creating a culture rich of motivation and unification can offer significant success for an organization. As change can bring confusion, concern, and conflict, it is important to openly communicate with employees to ensure they remain involved during modifications. Additionally, continue to show interest and address concerns as they arise. Factors That Hinder Change Management Successful change starts with employees, while failures and conflict can be initiated by the unwillingness to adapt to change.
Inclusive workplaces that understand the needs of their employees and make them feel valued and respected have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing. Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent.
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.
There is a defined time frame for the advertisement and often strict timelines for the following steps. Thus it takes a long time to fill a position in public sector (HR Reference). Salary and job details is a subject of public records. Hence, from one hand the system does not look efficient enough and is rather rigid compared to private sector, but at the same time, these procedures help to ensure equal treatment of all candidates, reduce personal discretion and unfair hiring. Given, that public is actually