They may want that new experience in order for them to grow, or to find better jobs, or as a preparation for promotions. This fault as a negative is a fault on how some people think. After all of these, Job Rotation programs that are aimed for the improvement of all employees to reduce boredom, increase knowledge and experience could still be difficult to unaware, under-informed, and unprepared employees and will become a problem for them if they aren’t educated for their own good. Job rotation is overall a good thing for employees however, if this is the only problem, then companies should do seminars, orientations and programs that helps their employees get the idea, get informed and stop their conventional thinking about things. Reducing boredom, increasing work experience, cultivating job knowledge and exercising more theories learned from college to work are indeed things that job
According to Root he discusses the importance of teamwork in the workplace. Firstly he looked at delegation. A team that works well together understands the strengths and weaknesses of each team member. One of the benefits of strong teamwork in the workplace is that team leaders and members become proficient at dividing up tasks so they are done by the most qualified people. Without strong teamwork, it can be difficult for managers and executives to determine which staff members can best accomplish job tasks.
That’s when the other departments recognize the value of HR. It requires a lot of amount of work on HR's part to build its credibility. It is mostly seen that they have to work really hard in order to show their visibility in the company. By working 'hard' do not mean working late nights to do their jobs, which is usually taken by HR professionals and lose their prime focus, but it mean creating good relations with employees and establish good processes, systems in the company, which employees find beneficial. Also, since it is a people's function, they have to put effort so that employees trust
This is a business strategy that they hope will enable them to retain their most talented employees. When businesses tell a prospective employee that they value internal promoting and are encouraging of their personal goals, they will be more inclined to continue their career journey there. For many, career opportunities are just as important, if not more, than compensation or rewards alone and some people won’t even apply if that isn’t a part of the culture. There should be a program within the business that allows employees to shadow or work within the other business units to groom them for potential openings or fill in when temporary vacancies arise. This results in a win for everybody.
However, they are also stereotyped as lazy and selfish people. Technology and liberalism have helped this generation to generate the new changes at the workplaces. This generation has made that the work environment changed and adapted to their necessities. Millennials want to feel like they are working with friends, they want their boss to be a kind of therapist and not only a grumpy person that gives orders. According to a study made by PWC called Millennials at Work, Reshaping the Workplace, Millennials tend to be uncomfortable with rigid corporate structures and turned off by information silos.
What I mean by that is a great leader is a great encourager to followers. It gives followers sort of like someone to follow and be mentored by in a sense. Leaders encourage you to do better and have more of a personal relationship with you. Where as you have a manager and he or she expects you to do your job and it could get end there with your relationship. Not all manager-worker relationships are strictly business but most workers don’t like their managers anyway.
For example, if your employees don’t trust you, they simply see you as a manager and not a leader. Employees will trust that you will take into consideration their feelings even if you don’t meet eye to eye with them. Having this understanding of empathy empowers your employees the ability to succeed, thus building and enhancing relationships which in the long run improves production and
Staff prefers to have a manger who doesn’t control but leads them, one who is approachable and can encourage them to work harder without putting too much pressure on them. A Lack of Development Opportunities: On-going development and training is proven to both boost and maintain morale. Engage your workforce further by asking them where they think development opportunities or training would be most beneficial. Not Feeling Valued or Appreciated: employees love when their work is being recognized and
Furthermore, it will be unlikely to misbehave or say no to a manager who is well respected, admired and has a strong approach. For example, that manager approached to an employee with a task that the employee does not like and would have rejected on the spot, if it were anyone else. However, the strong charisma led that employee to accept it. In that situation, the manager had referent power over that staff. EXPERT POWER According to Stapleton (2014), expert power is a skill, knowledge or a capability which someone has more than his fellows.
This includes a good balance between accountability and authority and being able to solve problems at work, but also factors such as being able to leave work early when it is necessary. • Affirmation: It is crucial to receive signs of appreciation and recognition at work. But "praise" is not enough. This criterion also supposes to receive a clear and constructive feedback from superiors as well as of colleagues. • Commitment: At today 's workplace, inspiration and stimulation are indispensable elements.