...Employee Portfolio: Management Plan Cheryl L Mohammed MGT/311 5/5/2015 DR. Ullice Pelican Employee Portfolio: The Management Plan Being a manager at Riordan Manufacturing is challenging especially with three different employees and working particularly with different personalities. So therefore, we are going to talk about their abilities, performances, how different it can be to the organization. The organization is going to introduce you to the important three employees in the process their individual assessment the three employees and introduce you to them. Employees need to have a safe, positive or negative assessment and be able to have the right to know their performances. The First employee Being a manager at Riordan Manufacturing, the first employee I will talk about I will call employee 1. Employee 1 could be the “managerial” of all three. As a dependent, the employee can manage well her own. This employee works well with others, has personal skills and technical skills. She also is important in selecting members for teams and managing. She has high self- esteem, teaches other, positive skills, creative, and is excellent at her job. The second employee The second employee will talk about will call her employee 2. This employee also is an excellent worker. This employee assessment shows that she is emotionally stable and has unique skills. Her skills are secretarial. This particular...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Karen Jubensky |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Very Satisfied |Motivated towards the job and life |General environment affects the | |with My Job? | |in general |perception of daily work | |Am I Engaged? |Yes |Take charge of work, committed and |Avoid office politics | | | |positive outlook | | |How Are You Feeling |Wonderful |Positive attitude, keep focus and |Share my positive outlook more | |Right Now? | |determination |often with peers | |What’s My Affect |Somewhat intentionally intense/38 |Laser sharp focus help getting work|Keep emotions in check in tough | |Intensity? | |done |situations | |What’s My Emotional |45 |Self awareness, empathy, motivation|Non | |Intelligence Score? | ...
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...Employee Portfolio: Management Plan Sharon MGT/311 August 18, 2013 Employee Portfolio: Management Plan Performance in an organization is important to the running of a successful business. Three employees at Riordan Manufacturing were given the Pearson Prentice Hall Self-Assessment to evaluate their skills, abilities, and interests. All three employees scored a 65 when asked how satisfied they are with their job. This low number may indicate that they have a negative genetic predisposition towards life. Not surprisingly, each employee hit the median range of 35 when asked if they were engaged in their job. When a person scores high in this range, it usually means that they are more satisfied with their job and the commitment to their job. Emotions that people experience have an influence on his or her behavior in an organization. In general, people and organizations benefit from positive emotions. Both positive and negative emotions can be contagious. Displaying positive emotions around others can put them in a good mood, while displaying negative emotions around others can put others in a bad mood (Robbins, 2008). Due to scoring on the lower side of being satisfied with their jobs and the median range with their engagement, it is possible that these three employees could represent a negative impact on the performance of the organization. All three employees have a high emotional intelligence which affects self-awareness, self-management, self-motivation, empathy, and...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: __Mercado, Wanda_______________________ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |70 |Almost average, so there is room to|Likely something simple frustrating| |with My Job? | |improve satisfaction |her at work | |Am I Engaged? |36 |Above average commitment to work |Possible work interference with | | | | |family | |How Are You Feeling |41 |High positive emotions like |Could only be momentarily | |Right Now? | |motivated to help co-workers | | |What’s My Affect |36 |Is aware of her projections towards|May not truly show true feelings | |Intensity? | |others | | |What’s My Emotional |46 |Superb capability to deal with |Maybe not aware of other low | |Intelligence...
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...Employee Portfolio: Management Plan MGT/311 2015 Instructor: PAUL (TONY) MAHLMEISTER Nicolette Ruise Employee Portfolio: Management Plan The three employees that partook in the self-assessments are: Dexter, Tamara, and Melody. I (the manager) have acknowledged their strengths and weaknesses based on the assessments and I have developed a management plan that will best capitalize on their characteristic. Dexter’s assessment has specified that his job satisfaction rating is below the means. He has shown high engagement, and positive emotions when the assessment was given. Tamara recorded higher than the means. His job performance is up, and has demonstrated high engagement. Dexter also showed positive emotions during the assessment. Melody scored below the means. Her job satisfaction was low, and she is only temperately engaged. She had relatively neutral emotions while taking the assessment. The assessment results for Dexter have revealed that he might be attracted to more deviant behavior. It also seemed that he was negatively influencing others in the workplace. While Dexter and Tamara were highly engaged, this helped tremendously with positivity in performance in the organization. Dexter and Tamara are dedicated to their responsibilities; they are positively motivated, and are fulfilled with their work. Because they both showed positive emotions during their assessments, it will lead to self-confidence. It will also make their enthusiasm for...
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...Employee Portfolios: Management Plan Jonda Barraza MGT/311 July 14, 2014 Professor Gerald Tramposh Employee Name: Eric Barraza Self Assessment | Results Summary | Strengths | Weaknesses | How Satisfied Am I With My Job? | Eric scored a 46, which is quite a bit below the range of 74-76. | Some of his strengths include being able to work alone and ability to do different things at times, as well as the freedom to use his own judgment. | Weaknesses include keeping busy, how a boss handles the employees and the company practices and policies. Lack of pay and working conditions also negative. | What’s My Affect Intensity? | Eric scored a 24, which is average between the ranges of 10-50. | Eric tends to understand himself and seldom gets emotional. He does not suffer from emotional intensity. | He does not seem to be passionate about causes. He also lacks emotional intensity. | How Are You Feeling Right Now? | Eric scored a 42, which is higher in the range of 10-50. | Eric is a happy person. He tends to keep a positive attitude toward life, and is not sad or fearful. | While he is happy, he did not seem to be cheerful or excited about anything. | Am I Engaged? | Eric scored a 31, which is higher in the range of 9-45. | Eric is engaged and looks forward to class/work. He is enthusiastic and finds meaning and purpose in his studies. | He cannot continue to study for long periods of time. He also gets frustrated if the results are not the best. | What’s My Emotional...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: _______Shannon Reed__________________ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |82 |She seems really satisfied with her|Unsure about working alone or | |with My Job? | |position. |taking leadership roles. | |Am I Engaged? |26 |She shows dedication and |Lacks focus after long periods of | | | |determination for the job. |time, easily distracted. | |How Are You Feeling |42 |She tends to be high in emotional |Lacks excitement and delight. | |Right Now? | |stability and high in |Depressed with some depression | | | |conscientiousness. |issues that need to be dealt with. | |What’s My Affect |42 |Very passionate and stands up for |Highly emotional this can cause to | |Intensity? | |what she thinks is right. |make wrong decisions. | |What’s...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Coworker #1 |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Co-worker 1 scored 33 |Because this coworker scored high |The individual should be open to | |with My Job? | |on the job satisfactions and |receiving feedback whether negative| | | |emotional intelligence tests, the |or positive. | | | |employee likely performs well in my| | | | |organization. Job satisfaction has | | | | |a large impact on whether an | | | | |employee is productive and | | | | |motivated. | | |Am I Engaged? |Co-worker 1 scored 35 |This individual is highly engaged |The individual should stay open to | | | ...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: _Jesse McCurry________________________ |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |64 |Is satisfied with his work duties, |Is dissatisfied with management and| |with My Job? | |likes his, job, and feels satisfied|believes he should be paid more for| | | |with it. |his work duties. | |Am I Engaged? | | | | |How Are You Feeling |40 |Shows that he is generally in a |Shows no weaknesses now, but the | |Right Now? | |good mood and likes the work he |results of this test can differ day| | | |does. |to day. | |What’s My Affect | | | | |Intensity? | | | | |What’s...
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...Employee Portfolio Motivation Portfolio Employee Portfolio Motivation Portfolio Being a manager at Riordan Manufacturing, I had my staff take self-assessments in order to see how I can use the material to find ways to manage them effectively. My three employees are a great asset to the company, each having their own performance level and character. After carefully assessing their portfolio, I determined how their character affected their performance of the organization along with that I had also created recommendations on the assessments I received. In this paper, I will determine the right motivational strategy that fits each employee’s characteristics to create an action plan to improve the individual as well as the company as a whole. Motivational Action Plan John M: When I look into the motivational strategy and action plan for John, I would say I could use the arousal strategy. He gets easily psyched up and gets emotionally aroused when we hold motivational meetings. When he gets motivated he then trains his staff in a better mood, gets them pumped up to hit the companies quota in sales for the day and pay period. The overall mood in the office is uplifted and energized to put all their focus into their working performances. By me giving John the encouragement he needs he will not feel I am micromanaging him nor giving him threats on demoting him overall for poor goal achievements. Brooke W: Looking into the motivational strategy that best fits Brooke...
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...and traits, and have a better understanding of them and how they work to see where they need some help and what their strengths and weaknesses may be. How Satisfied am I with My Job? The first test asked a series of questions relating to how satisfied the employee is with their job. An average score for this test range between74-76. In the case of my employees, Bob scored 69, Mary scored 74 and Sam scored 90. The scores show to me that Jesus is a not very satisfied, Shaila is comfortable and satisfied and Sam is very satisfied. The strengths of a person who is satisfied with their job are that they are committed; they do their best, and are reliable. Also their attendance is good and they are positive people to have working for the company. The weaknesses are that a person who is not satisfied may not care about the job. They may be unhappy with their pay, or the work environment, or even just the job duties. Am I engaged? Here the scores range between 9 and 45. The higher the score the more engaged. On this assessment Bob scored 32, Sam 29, Mary 28. These scores do not seem too bad to me, they are pretty average which shows that the employees are pretty well engaged. This is good because the more engaged the employee is the better they perform which is a strength. Other strengths include, being motivated, focused, and committed. How are you feeling right now? This questions scored range from 10-50. All three employees scored close Mary 40, Sam 42, and Bob 44. Bob having...
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...understand an employee’s personality type is to give the employee an assessment. Riordan Manufacturing managers are trying to increase their abilities to manage employees. Three employees Paul, Jerry, Ellis were recently asked to complete a series of questions that would categorize specific characteristics and to define how those traits directly affect the Riordan Manufacturing Company. In order to find out the employee’s strength, weaknesses, and personality the assessment questions will include: How Satisfied Am I with My Job? Am I Engaged? How Are You Feeling Right Now? Lets first begin with Ellis a very productive member of the organization that has been with the company for many years. On the assessment of How Satisfied Am I with My Job? Ellis scored 76, which is high. Organizations with employees who score high are more likely to have a lower turnover. Ellis works well with others and is a true team player. He is satisfied with all aspects of his job. On the assessment of Am I engaged? Ellis scored 34 out of a possible 45. The high score explains his job satisfaction. On the assessment of How Are You Feeling Right Now? Ellis scored 34 from a range of 10 to 50. A high score in this area indicates he is able to manage his emotions well. Ellis is able to handle stress well but he could work on being more positive when he fails at a task. Paul is the second employee to take the assessments; Paul is a very disgruntle employee who has been with the organization a little over a year...
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...Management Plan Summary XXXXX MGT/311 Management Plan Summary Throughout the overall evaluation process for all three of the employees I was able to compare the differences and similarities amongst all. Each of the employees displayed their own ability to bring certain characteristics that others either may be lacking or have not developed strongly. All three employees would be a well-blended team. Individually they have expressed weaknesses and strengths which all compliment one another’s evaluations. For example, Karen scored in ranges of mid, being the lowest, to above average in all categories. Jane scored mid to above average in similar categories as Karen in such of their satisfaction with their job, Emotional Intelligence as well as their affect intensity. Kenneth scored lower in these which would allow Karen and Jane to balance the results. I feel that with Kenneth, he needs direct management that allows him to complete his tasks and duties within procedure as well as having an established and well maintained leadership by either Karen or Jane. Each of the employee’s characteristics and results show that each of the employees are deliberate decision makers and are able to work well within a team environment due to their Emotional Intelligence and their affect intensity would make for a productive working environment. All of the employees have shown that they have the ability to work well with others in a team environment and maintain a positive productive...
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...Riordan Employee Portfolio Gabrelle Diaz University of Phoenix Mgt/311 July 18, 2012 Arlene Boler Riordan Employee Portfolio The Riordan Manufacturing company has initiated a series of self-assessments to aid in the management of its employees. The assessments were randomly picked by the employees and the management team did not influence the choices made by each employee. Each assessment was reviewed by the management team and the following information will be used to improve the work output and job satisfaction for each employee. Employee Assessments Upon reviewing the assessments taken by employees Diaz and Maese it is the management’s conclusion that job satisfaction, fairness, supervisor competence, and company policy are important factors for each employee. The scores for the Emotional Intelligence (EI), and the Decision Maker assessment were complementary of each other. The EI assessment shows that these employees will be level headed, and cope with job pressure and demands. The EI also complements the decision making process that these employees follow and any decisions made will be fully thought out and not done on a whim. Prior to making any type of decision the mitigating factors will be taken into consideration and the reasonable solution will be implemented. There is a sense of employee unity and if it benefits all, then the employees will feel that they have made a sound decision for the good of all. Employee Performance These employees...
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...University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. |Team Member Name |Summary of Individual Characteristics |Motivational Strategy and Action Plan |Relevant Theory | | |Likes to keep himself busy and hates that his |It would seem like Alex is always in search of something to do. |Self-Concordance theory. Alex is self determined | | |superiors watch over him. He wants to feel like he |He strives for a goal that is intrinsic and not extrinsic. |in that he does not like when superiors tell him | |Alex |is in control of his workspace. Pays attention to | |what to do or how to do it. Although this can not| | |other emotions but does not know how to deal with |Action Plan: Give Alex intrinsic rewards more often than the |be completely avoided it can be decreased and | | ...
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