...Leadership and Performance in the Workplace Leadership and Performance in the Workplace At Woody’s Veneer Factory there are many issues that are affecting the success of this establishment. For one there is an absence of a team work ethic. In order for the company to become more successful the floor workers and managers need to develop a team like mentality. Another element that would contribute to the organization would be finding leadership theories that would improve the performance of the workers. After these have been solved the company needs to discover the difference between managing employees and being a leader. The only way the company can hope to overcome their obstacles is by taking the necessary steps in overcoming the elements that are working against the success of Woody’s Veneer Factory. Group & Team Concepts With there being many different group and team concept that could benefit the factory of Woody’s and Veneer if ran in the proper sequence. When working together in a group this includes the employees and the management teams as well. Working as a team would be most beneficial if it was a positive experience. While working with a team it is important to be able to work with others that balance each other’s strengths and weaknesses. In the factory setting such as Woody’s and Veneer they seem to lack working as a team, employees seem to put their own problems and feelings above the groups needs which causes a lot of issues and then of course stress...
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...Leadership and Performance in the Workplace When there is an evident and effective leadership base displayed amongst an organization, then the performance in the workplace can be one of harmonious and success. Leaders and workers rely on one another to achieve the goals set forth within a company. Establishing diverse work groups and team concepts can unify those to be able to embrace and complete company objective set forth. Implementation of leadership theories as well as identifying various influences and powers amongst the management will help align the objective of a company with the people within it. Woody’s Veneer Factory is such a company that can positively harvest the various concepts, theories, and sources put forth of its leaders in an effort to maximize performance. Group and Team Concepts There are several group and team theories that could be put into effect in order to enhance the conduct as well as the divergence of employees in Woody’s Veneer factory. “The distinction between a group and a team is an important one. All teams are groups, but not all groups are teams. A group consists of people who work together but can do their jobs without one another. A team is a group of people who cannot do their jobs, at least not effectively, without the other members of the team. A work group is a collection of two or more people who interact with one another and share some interrelated task goals. Interaction and interrelatedness are the two characteristics that distinguish...
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...Performance Feedback in the Workplace For as many years as businesses have had employees, people have been trying to discover how to get the most out of each individual and how to keep the good ones around. Supervisors go through training after training on how to talk to subordinates, how to manage them, and how to keep them efficient. Performance feedback has been shown to be one of the most effective ways of completing this daunting task. Performance feedback has different styles and methods that can be useful in the workplace. This paper will cover some of these methods as well as the research behind how performance feedback works. Performance feedback comes in many shapes and sizes that are useful for different scenarios and purposes. The first to be discussed will be formal performance feedback which comes in two forms: intrinsic, which comes from within or from the self, and extrinsic which comes from an outside source (Kim and Hamner). Formal extrinsic feedback should be the starting point for supervisors in order to give the employee a baseline of expectations to meet. This will be written expectations that the supervisor and subordinate will go over together and discuss at great length to ensure understanding. The effect of doing so with each individual allows for a level playing field among all of the employees, and leaves no room for misinterpretation of what is required. Within this formal extrinsic feedback there should also be goals set for each individual...
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...Leadership and Performance in the Workplace When there is an evident and effective leadership base displayed amongst an organization, then the performance in the workplace can be one of harmonious and success. Leaders and workers rely on one another to achieve the goals set forth within a company. Establishing diverse work groups and team concepts can unify those to be able to embrace and complete company objective set forth. Implementation of leadership theories as well as identifying various influences and powers amongst the management will help align the objective of a company with the people within it. Woody’s Veneer Factory is such a company that can positively harvest the various concepts, theories, and sources put forth of its leaders in an effort to maximize performance. Group and Team Concepts There are several group and team theories that could be put into effect in order to enhance the conduct as well as the divergence of employees in Woody’s Veneer factory. “The distinction between a group and a team is an important one. All teams are groups, but not all groups are teams. A group consists of people who work together but can do their jobs without one another. A team is a group of people who cannot do their jobs, at least not effectively, without the other members of the team. A work group is a collection of two or more people who interact with one another and share some interrelated task goals. Interaction and interrelatedness are the two characteristics that distinguish...
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...It is common misconceptions that only individuals involved in sales, marketing, or leadership position are hold the degree of persuasion. Whether he or she realize it or not, the individuals success, income, and even his or he relationships depend on his or her ability to persuade a motivate others. Persuasion is such a critical component of success in our everyday lives. My paper today will prove persuasion is good use in the right behavior. Showing knowleability on current uses: and how the breakdown on groupthink can help. The power of persuasion is of extraordinary and critical importance in today’s world. Nearly every person has encountered an attempt to gain influence or to persuade others to our way of thinking. Regardless of age, profession, religion, or philosophical beliefs, people are always trying to persuade each other. We all want others to listen, trust, and fellow our advice. Persuasion is power, for good or bad. Persuasive people keep children off drugs, prevent crmins, and improve lives. Of course, persuasive people also get children on drugs, commit crims and destroy lives. We want to focus on the power of persuasion for the improvement and betterment of ourselves, our friend and most of all our families. As I arrived at the City council meeting the check-in process was just as if attending a criminal trail: bags check meal detectors, and informed police office easily seem. The agenda was place in an invisible box also posted on the door. Instreating...
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...Leadership and Performance in the Workplace Woody’s Veneer Factory is an industrial unit that provides high quality and environmental-friendly services within a 20,000-square meter area. Currently, Woody’s Veneer Factory has been experiencing counterproductive work behaviors by the managerial staff and its floor workers. The veneer factory production is at its lowest point because of the series of episodes such as embezzlement, increase in garbage fees as well as loss of production. Therefore, the factory superintendent, Max Barath has contacted my team of consultants to assist in the evaluation of leadership and management theories to improve the unconstructive work conditions. Through several weeks of assessment of group and team concepts within the factory, the implementation of distinctive leadership and management theories have been constructed to enhance the relationships between management and floor workers as well as diminish malevolent work behaviors.Woody’s Veneer Factory The factory superintendent, Max Barath of Woody’s Veneer Factory has contacted my team of consultants because of a sequence of malicious events such as acts of theft, increase in fees, loss of production as well as counterproductive work behaviors among management and floor workers. The floor manager, Dave Flores and quality control officer, Ken Howk have been in a physical altercation and the superintendent has disregarded the act of violence, which can be the result of the floor managers abrasive...
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...Performance Appraisals Within the Work Place Vanessa Delgado Human Resource Management Bus 303 Maria Kithcart 4/21/2014 Abstract How can performance appraisals increase employee performance? Human Resource Managers have strategically set out company standards in order to increase employee performance over time. There are a number of companies that use performance appraisals to increase the performance of its employees and the company’s values over time. Employee evaluations become increasingly important when trying to gauge what the company’s needs are. Often times the attitude of the employee towards their superior will depend on how the employee performs. In such case feelings become highly important and how the employee feels day in, day out coming out of work. Do they feel accomplished? Or are they struggling to stay afloat? Although the feelings of the employee are highly considerable for performance appraisals, the personality of the employee also plays a huge role in how the employee interacts at work. Hiring the right person, right place, and right time is something that HR managers strategically plan out. Interviews based on behavior become the most important part of the hiring process. Getting to know an individual during the interview process can base how well they fit with the job they are applying for. Is this an introvert applying for a sales position? Once the employee is set into their role it is important to seek feedback sessions to establish a rapport...
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...survive. These challenges compel organizations to have more motivated workforce in order to stay in the competition and to face the challenges successfully. Organization needs the employees more than ever to produce outstanding result and maximize their effectiveness and efficiency. Organizations have realized that to motivate their employees they have to introduce reward system. A system where these organizations appreciate the performance of their employees and encourage them toward more quality work. Organizations have relies that it is not the punitive actions for bad performance which will bring the motivated employees but this reward system will do. This new thinking is driving away the organizations from “command and control” approach towards the “advice and consent” to motivate their employees. Analyzing the factors that affect job satisfaction, motivation and employee performance Agency theory could be helpful. Agency theory indicates the limits to which the organizations can hold their employees responsible for the organization performance. Agency theory can be use to solve the problems arise under conditions of incomplete and asymmetric information when a principal hires an agent. According to the agency theory the principal (owner or owners) must give delegate full authority to the agents (employees or managers) to work on their behalf and run the organization. Harrison R and Kessels J. (2004, Pp 25-26) The base behind this theory is that during the work for the...
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...A performance review is important to managers in a variety of different ways. It gives managers the opportunity to meet with their employees one on one and discuss their different organizational goals and performance priorities. If done properly, a performance review can be a very effective tool when it comes to improving productivity and performance for the working staff, while also benefiting the employer. As an employer, they aid in the creation of benchmarks on employee performance and help provide structure for an improvement process. Performance reviews play an important role for managers, helping provide feedback, while also giving the information necessary in order to take steps towards overall improvement. Within an organization it...
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...argumentative issue between the times spent working in the workplace and their work performance. This study is not specifically mentioned which relevant industry it’s referred to. The initial perception of being in this study is there is a positive correlation between the times spent working in the workplace and the work performance. This study also analyse about the working productivity between the two countries which possess a very distinct working culture - Japan and Malaysia. There are some factors that influence the employee behaviour in the workplace, and this includes the influence from social media and the work-life balance of the respective employees. Apart from that, the factors such as job satisfaction and remuneration, career growth and job satisfaction are chosen as the main motivators for the employees in this study. Background of the Issue Hardworking is being associated as an attribute in which every employer crave in every of their employees. Hardworking in the eyes of the employer means the employee must be willing to do the extra mile on their job - means their working hours being extended beyond their usual. But along this case lies the question underneath. Is the extra hour spent in the workplace increase the work performance of the employee? Or employee can just simply stay around in their workplace for the sake of showing that they are hardworking, whereas they are not doing anything productive in their workplace. An initial study by Frank and Lewis (2004) says...
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...Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation AMBA 620 Professor Shandler Abstract In recent years, experts from psychological sciences and business have noticed changes in the employee-employer relationship over the last decades specifically in regards to workplace performance and organizational commitment. While most agree that the issue deserves attention, consensus dissolves around how to respond to the problem. This paper examines how job satisfaction, stress, and motivation can impact workplace performance and commitment in the workplace. The focus of this paper will revolve around the Medical Billing industry and how one organization has chosen to address the changes surrounding workplace performance and organizational commitment. Workplace Performance & Commitment: Job Satisfaction, Stress, and Motivation Introduction This paper is an examination of how job satisfaction, stress, and motivation are directly related to workplace performance and commitment. The main points to be discussed revolve around the importance of an employee’s job satisfaction, the stresses surrounding the employee, and the employee’s motivations or lack thereof and its impact on the organization’s overall success. Context/Situation While in college I was employed, part-time, as a medical biller during summer and winter breaks for three years and for one full year after graduation. Throughout my time with the organization I was the lone male...
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...How well does biodata predict performance in the workplace? Biodata are biographical accounts of past events involving an individual’s background, including education, childhood, health and job history. To access the biodata of interviewee, interviewers usually ask factual kinds of questions about life and work experiences, as well as items involving opinions, values, beliefs, and attitudes that reflect a historical perspective (Schaffer & Lautenschlager, 1987). The individual can then be given a score based on their biodata. For example, the Weighted Application Blank (Goldsmith, 1922) assigns +1 for 8 years in education, +2 for 10, +3 for 12 and +2 for 16. This method of scoring allows a quick and easy comparison between applicants biodata. There are many advantages to using biodata, including allowing comparisons between candidates on their non-cognitive aspects. Applicants are less likely to lie due to the lack of demand characteristics (no “right” or “wrong” answers), which increases the internal validity of the data. In addition, the biodata must be in a sensitive and acceptable form for the candidates which can be difficult due to the nature of the information. Finally, the predictor variable must be clear, robust and measured by a reliable scale. Research suggests that biodata may be able to predict job performance (Vinchur, Schippmann, Switzer & Roth, 1998), staff turnover (Mael & Ashforth, 1995) and absenteeism (Stokes & Cooper, 1994). In a study by...
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...Evaluating Performance through Motivation and Conflict Management MGT/307 February 08, 2010 The size of a workplace or organization is irrelevant went it comes to the need to survive. High-performance workplaces and organizations have abandoned the traditional organizational structure, and have adopted innovative techniques to improve operational effectiveness, workplace stress, and organizational dynamics. These high-performance workplaces and organizations encompass characteristics that keep them profitable and ahead of the competition. The emerging trends in organizational behavior introduced into the business world strongly relate to high-performance workplaces and the stress management techniques that have been implemented. Differences exist in the methods used by high-performance workplaces and organizations and the traditional organizational structure when it concerns how they manage and improve their operational effectiveness, stress, and organizational dynamics. A high-performance workplace or organization has a stronger approach to maintaining an effective workforce. The workforce remains effective by sustaining an appropriate balance between new technology and the workload for individual employees. The traditional organizational structure is content accomplishing tasks from a recognized and established method. The use of technology is an effective method of performance for employees, but accommodating this effective method is more stress. The methods...
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...paper will first attempt to describe what a high-performance workplace and organization is all about and what characteristics such workplaces have. Second, the paper will provide information on how high-performance workplaces are different from the traditional workplaces, including operational effectiveness, workplace stress, and organizational dynamics. Next, the paper will list strategies used in the management of stress in the workplace. Last, the authors will provide an evaluation of the trends in organizational behavior correlating to high-performance workplaces and the techniques used to manage stress. Organizational Trends In a high-performance workplace and within organizations there are many characteristics. Their characteristics are what make an organization different from their competitor. Because of different factors in an organization their operational effectiveness, workplace stress, and organizational dynamics will encounter different challenges. The strategies that organizations use to manage their employee’s stress are what will help employees not to become burned out or look for another job. The organizations that can evaluate emerging trends in organizational behavior related to high-performance workplaces and stress management technique will be the organizations that will be successful during change. Characteristics of High-Performance Organizations HPO is another way of saying high-performance organization that means nothing more than making...
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...Abstract Nowadays, workplace bullying becomes one of the major unethical issues in organizations. Workplace bullying expressed as unethical behavior or unethical business practice in organizations. Bullying in workplace is unhealthy, mistreatment and unfair supervision for one employee, by one or more employees and employers. The unhealthy, mistreatment and unfair supervision is form as violence that prevents somebody or employee to perform in his / her works. This issues being popular and serious problem among researcher. In addition, it will demonstrate negative impact to categories such as individual, team and organizations as well as to country. In this study, the problem of workplace bullying will be explored by using several of review papers / articles. The purpose of the study is to determine the potential factor or causes of workplace bullying on employees. Other than that, this study also wants to explore what is workplace bullying and unethical behavior as well as its consequences or the effect to individual and organization. Furthermore, the relationship or correlations between workplace bullying and unethical behavior will be identify. The review papers / articles taken between year 2010 and 2015. The conclusion and recommendation for this study are provided as purpose to further study and research. Keywords: Workplace Bullying, Unethical Behaviors 1.0 Introduction This study includes two sections which are background of the study that will explain the unethical...
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