Emotions can influence whether a person is receptive to advice, whether they quit a job, and how they perform individually or on a team. We can divide them into two groups – positive and negative. Examples in the workplace can be achieving a goal or receiving praise from a superior. This positive state of mind can give an individual feeling of making difficult challenges more achievable. It is very important as such a person can be more creative and customers with positive state of mind are more likely to use the specific product or recommend it to others.
In my view what transpires success in organizations is the link between top management and workers. The workers will perform their best once they realize the management understands them which enhance their morale to perform the best. This results to the success of the whole organization. Emotional intelligence is a wide area which involves various components such as: Self-awareness which a basic element in emotional intelligence as it enables one to have a deeper understanding of his strengths, emotions, needs, drives and weaknesses. People with an understanding of self-awareness know how their feelings may affect them, other people as well as their job performance.
In addition, self-awareness is significant since, people become sensitive with their capabilities, skills and performances related with each other and also self-awareness will develop organisation team work and as a result of team work, employee motivation enhances in an organisational change (Fletcher & Bailey, 2003). However, change is an individual familiarity since people will respond to changes in different ways and the ability to manage change in a way that attains positive outcome for all employed within an organisation is a fundamental aptitude of managers (Croft & Nortan, 2005). However, it is significant for managers to be self-aware because assistants under a manager make judgments based on their observations of the manager (Bourner, 1996) thus, effective managers are capable of integrating information from others into their performance (Moshavi, Brown & Dodd, 2003). In contrast, it may have boundaries such as limited motivation for change hence, in a dull, monotonous situation a manager may not believe weaknesses but it is our own duty to overcome our own faults and also it may only measure our personal perception than our life experiences and communication skills (Bourner, 1996). However, self-awareness is essential for managers hence determined managers have a
How do you do a risk assessment? Assessments should be done by a competent team of individuals who have a good working knowledge of the workplace. Staff should be involved always include supervisors and workers who work with the process under review as they are the most familiar with the operation. In general, to do an assessment, you should: Identify
• With the need to bond, people feel motivated when they work in teams. • Teams also increase accountability to fellow team members, hence it improves performance and coworkers become benchmarks of comparison. • The limitations include the following: • They have additional cost called process losses- cost of developing and maintaining teams. • There might be differences of opinions from time to time making decision process slow. • Developing and maintaining team requirements divert
Internal equity occurs when employees compare themselves to others who are charged with different responsibilities but work in the same organization. The equity theory is included in this study because it explains employee motivation on a relative basis by evaluating employees' perception and comparison with their peers. Such comparisons can impact an employee’s satisfaction and motivation, especially if he feels he is not treated fairly.The most notable feature of equity theory is that it proves that beliefs, perceptions, and attitudes influence motivation. The theory that will be discussed next is the expectancy theory, which is also a theory that
Downsizing to reduce the intervention cost by personnel layoffs, redesign and outsourcing. Redesigning the core process to provide better linkages and coordination between different tasks. Parallel structures, Total quality management and the work should be designed to create high level of employee productivity and fulfilment. Human Resource Management Interventions: The goal setting should fit better between the personal and the organization objectives. The performance of the employees should be rewarded so that there is motivation and employee satisfaction.
The objective of this article is to demonstrate the relationship of culture within organizational environment. Culture has an impact on employee’s performance, if they have the same values and norms they will be more committed with their work. This increase performance and helpful for organization in order to achieve their goals. Culture is the set of values, beliefs, and norms that influence the way employees think, feel, and behave in the workplace. Having same culture give employee’s the sense of identity, commitment with organization, reinforces values, and shape behavior.
Managers also easier for Determining eligibility or suitability for movement and salary increment and Determining outstanding service award, medals and honors and grant award letter to employees who serve with distinction. Through the process of performance evaluation is also, managers can identify and plan training needs required by the employee and Provide counseling to employees so that they can improve and enhance its performance. 2. In your opinion, at what point does "fine-tuning" evaluations become unacceptable distortion? In my opinion, "fine-tuning" becomes a problem when grading is done improperly.
NEEDS FOR STUDY 1) To Know and Understand the working environment of organization 2) To understand the issues of an organization towards working conditions. 3) To understand the employees-management relation in organization 4) The project overcome is that by doing all the HR Practices we can frame the good relationship with employees, that directly an positive scenario for the growth of the organization 5) To study emerging issues of human resource management 6) To study the importance of human resource in organization 7) To develop and enhance practical knowledge by meeting and collecting information from all the employees of the organization 8) To study human resource practices of an