1. Create a 2 -3 page reflective development paper answering the following questions: A. In what way(s) is communicating with someone from another generation different from communicating with a member from your own generation? In workplace everybody comes together in efforts toward some organizational goals, they bring their individual cultural, moral beliefs and ethical principle. Workplace is becoming more and more diverse generationally, it is important to understand how generational gap impact communication.
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
I had been told in the past that the most effective way to get work done is to have scheduled breaks that act as something to look forward to. This method seemed promising and would help me keep my sanity throughout all the work. I started it with thirty minutes of work and fifteen minutes of down time. The first task I was to do was started around 3:00 p.m. that day. There were hours that passed before it was done, by 6:00 p.m. when I finished it I knew that three hours per task was not sustainable and I had to change the times to forty minutes working and a ten minute break.
It is important to train other employee or have the expert share all his knowledge with the CareGroup team so that this kind of problem won’t happen again. Lesson 3 –keep one’s working knowledge current: CareGroup network components were not up to date. They were still using an old, 1990s, model and it needed to be replaced to back up the network. It is important to have budget for the latest technology to stay out of date. It is also important to set funds for training so that CareGroup team could stay current on network maintenance.
We believe that Permalco can rid this overarching issue by focusing on their selection process and engaging employees. To improve their selection process, we suggest that they utilize the four-fifths rule and provide candidates with a realistic job preview. To further engage and develop their employees, we suggest that, among other things, Permalco should adopt a mentorship program to help new employees (and current employees for that matter) acclimate to the Permalco environment and culture. We believe that following the aforementioned steps will improve their high turnover rate and overall production, but more importantly, it will lead to more satisfied
Stewart’s penchant for inviting feedback from her employees highlights her understanding and utilization of the Performance Improvement Cycle (Kreitner & Kinicki, 2013). An organization’s culture often dictates if employees have a voice in matters pertaining to their jobs. Employees who have a voice feel empowered. Perceived powerlessness reduces effort and creativity and increases job dissatisfaction. Working in an environment where employees do not fear being fired for making a mistake, but know that they have the space and the resources to learn from those mistakes to improve themselves is a recipe for a committed and productive workforce (Wilson, 2008).
A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making. Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play. Sometimes I need to take control especially where health and safety is concerned, these policies and procedures me adhered to at all times.
We must be punctual follow our schedule so that we can finish and submit our work on time. If we had lose a single time means that we have lose the game because every single time is very meaningful. Without have plan on how to manage time, it will create chaos and will seem as if there is not enough time in one day to finish our daily task. Every day will be challenge to finish our task. From different point of view, we can release our stress because we had schedules already so we just need to follow the schedules and not need to worry about our work or night’s
TRAINING: DEVELOPMENT: Training is the acquisition of knowledge, skills and competencies as a result of teaching. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Development teaches how to become more productive and effective at work and at the company. Since Tesco aims to expand and diversify, that required the business to select the right people, in the right place, because customers’ needs and wants are different and the culture of each area varies. Tesco need to have flexible employee who are able to adapt the change in order to satisfy the customer.
It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion. Right person for right job : Job Redesigning helps in creating a right person-job fit while harnessing the full potential of employees. It helps organization as well as employees in achieving their targets or goals. The job characteristics model designed by Hackman and Oldham which is based on the idea that the task