Mgt 311 Week 8 Case Study In The Workplace

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

I have been involved in a group work for my marketing class. Each week we have an assignment. We divide the work up and each work on our assigned portions. Each week we agree on a timetable of completion and each week one member always submits their portion past the agreed upon timeline. This person does not communicate that their portion will be late and does not respond to emails asking when they will their work done. This person’s late work has caused us to rush to produce the final document every week. I am trying to communicate that this person’s late work does not give us the opportunity to create the best assignments we are capable of because we are working against the clock. The person who is blocking my goal is the woman who submits her work late, every week.

When I was reading the Case Study 35, I figured that Mary would know that others would probably have tried for her position, just as she had done. I supposed it would have been nice to inform her about Juanita and Sue while offering her the position. I do not think she would have let that make her turn it down. Chris did inform Mary about the internal candidates and the issues she may have with Juanita while walking her through (Clardy, 2012). According to Clardy (2012) according to realistic job previews, Mary should have been told about any relevant information regarding the job that she is being offered.

To what extent is there employee engagement in your organisation, or an organisation of your choice?

Not having to go external for new associates and allowing associates to work their way up the ladder while learning the ends and outs on how Tanglewood operates. By doing so it will help the company’s culture. By working you way up associates will have a better understanding of the culture within Tanglewood.

From the MBTI test, I got the INFJ personality. The energy comes from me, so I can drive, lead my future employees to achieve on the strategic plan of the organization and know how to develop employees’ skills. Also, I understand, care other’ feeling and have an empathy to others. This will help to learn and help people to have a work life balance. People should have work life balance because they may less stress on their jobs and life. They will well perform on their responsibilities.

The human resources department needs to revisit some of their decisions to strength their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitors’standards; there is lack of structure in the performance review process within the entire company. These issues can be corrected by creating a coaching, feedback process, and

After reading the Sensible Oxymoron listed in the “Readings” section, replace the word, “oxymoron” with a word that is as descriptive of the consulting relationship, and indicate why you selected that word and how it relates to the consulting role.

On Monday, March 7, 2016 at about 1323 hours while present at group 31 office I reviewed the 3rd platoon roll call for August 2, 2014. The following information was disclosed;

Hi I am reaching out to you because I just finished taking MGT 315 this semester and I didn't get a good grade. I have no excuses I just did horrible this semester. I want to retake this class because I actually like the professor and the curriculum. The system isn't letting me register for it myself. Could you please register me for it the course number is  81902. Thank you very much in

Successful organizations demand satisfied employees. Figure 1 below shows a theoretical one-way linkage chain called the "Engagement-Profit Chain." This chain directly shows how active employee engagement leads to good service which ensures that customers will to continue coming back, providing a solid foundation on which the company can grow. As employee effort is indeed discretionary, it has been observed that higher levels of engagement, or the way management commits itself emotionally to employees, pushes a higher level of discretionary effort (Kruse, 2014). It is not by chance that

Companies that have higher levels of engaged employees have higher earnings per share (EPS) than companies that have lower engagement levels (Kelleher, 2011). Engaged employees are more productive, have higher levels of customer loyalty and help their employers become more profitable. An engaged employee is less likely to leave their current position. This saves their company money because there is no need to spend money to hire and train new personal. These saving can be passed along to the employees for increased wages, bonuses, and benefits. All of these items help in motivating employees, to attempt to engage the disengaged.

Employees are encouraged to share with each other on the lessons learned from project and events through debriefing sessions.Company also reward employees through several different variable-pay programs. Employees have these stock as part of their benefit. This helps to retain employees and motivate employees to work harder. Moreover, company also provides educational forums so that staff can discuss and learn about different topics that interest them.

Contentment and satisfaction of employees is extremely important as jobs are becoming more specified, selecting and training another set of workers is a long, expensive process. Motivation is the strongest, most efficient way to keep employees happy and at peak performance and things such as just saying “thank you” go a long way. In a study completed by Forbes, who polled over 2,000 professionals found that 53% of workers are more likely to stay with a company for a longer period of time solely based off of them receiving more appreciation from their boss/manager. That same study also found that 81% of workers are more motivated at work when their boss shows appreciation or thanks. Human resources has a huge part to play in this because of their role in the development, maintenance, and retention of employees. The HR management must make sure that bosses and managers with workers under their supervision feel appreciated and heard. This will lead to the employees working harder and/or better, making them more proud and happy, while benefiting the business by having a more efficient worker.