...an organization. The success or failure of the organization depends on employee performance. Therefore, organizations must invest money on employee development (Hameed & Waheed, 2011, p. 224). This paper will discuss the issues a new manger faces with trying to attain and retain good employees. It is very important that organizations make an investment in their employees through career development, preventing burnout, and helping them achieve a work-life balance. The paper will discuss the importance of employee development (employee learning, skill growth, and career assessment). In these days of hard economic times people are looking for jobs that pay well and are tempted to move from job to job looking for more money. In order for employers to keep their best employees from leaving they must develop programs and policies to help them grow in their careers. Discuss the factors causing the employee’s dissatisfaction. First and foremost, the employee appears to be suffering from burnout. She tells Malik that she is exhausted and frustrated because the work either comes all at once or there is little work to do. Burnout is defined as a psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work (Stewart & Brown, 2009). Job burnout can drain your creative nature, damage your health, and sap your productive energies. Job burnout is a state of physical, emotional, or mental exhaustion combined with doubts...
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...employee’s dissatisfaction are burnout and the lack of career development. The employee expressed to Malik that she is exhausted, losing interest in her job, and does not feel like she learning or experiencing the skills that will help her reach her goal of owning her own business. These feelings are directly related to burnout and the lack of career development at her job. Stewart and Brown (2009) define burnout as a “psychological phenomenon involving emotional exhaustion, cynicism, and a decline in feelings of competence about work” (p.386). Symptoms include feelings of being overworked, having a distant attitude toward work, and reduced expectations of success at work. Burnout is related to workload, pressure, stress, and interoffice discord. Stewart and Brown (2009) describe the career development process as a series of steps that helps employees determine and develop in career paths and goals. She does not feel she is being challenged in areas that would help her reach her long term goals of business ownership. It is apparent this employee has formulated a career goal, but without gaining experience in her current position, she feels her time there is being wasted. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. The factors, burnout and career development, can be addressed with improvements in the organization. In regards to burnout, it is related to workload...
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...Causes and Prevention of Burnout in Human Services Burnout There may be several causes or reasons that play a role in an individual who becomes overly exhausted. Dynamics of this condition may be characteristics in the home life, personal life, or in the employment arena. The Merriam-Webster Dictionary defines burnout as “Exhaustion of physical or emotional strengths or motivation usually as a result of prolonged stress or frustration” (Merriam-Dictionary, 2011). Describe individual, cultural, organizational, supervisory, and social support factors that cause burnout Individual factors Burnout in an individual can happen at different times to different people. A few factors that can contribute to burnout are a person’s upbringing, expectations, or personalities. One of the worst insults to believe would be to think you are useless and lesser than others. An individual can put too much on him or herself by setting unrealistic career goals and without any sense of direction disturbed emotions evolve, and increased tendency to think negatively increase. As a result they start to become the person others want him or her to be. Cultural An example of cultural burnout could be moving into an unfamiliar culture. Different cultures might not understand the cultural differences of certain communities. Developing skills to adapt to someone else’s customs can be challenging and stressful. The perceptions of others play a vital role for many, especially when we experience...
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...Weekly DQ Week 1 DQ 1 Think about the human service organizations with which you are familiar, possibly including the ones at which you have done your field placement. Do you feel the organization managed itself well? This is tuff for me I have not worked in an organization like this before so I will cover the location my sister in law Christy Cardona works at. After interviewing her I have established the organization is lacking in the managing itself. The main concern is the lack of accountability, therapists, and lack of time to get weekly agenda like home base, center, and community time completed. How might it improve its effectiveness? I believe that the manager of the center needs to recognize the hard workers the ones that can accomplish the necessary work. The center needs to make sure the clients receive allocated time while making sure that the others in the center and accommodated. What managerial functions are performed most effectively? The education on the billing systems multiple individuals understand the billing and if one individual is to go on vacation or needs assistance then another can step in and help with the billing. Week 1 DQ 2 What skills do you need to develop to manage a human service program? Explain why. How do you prioritize these skills? Faced with rapid change organizations need to develop a more focused and coherent approach to managing people. In just the same way a business requires a marketing or information technology strategy...
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...satisfaction and performance. Methods include job rotation, enlargement, enrichment and re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Discuss the factors causing the employee’s dissatisfaction. Assignment 4: Read the “First Day on the Job” case found in Chapter 10. 1. Discuss the factors causing the employee’s dissatisfaction. 2. Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter. 3. Discuss what Malik should do tomorrow with regard to his employee. 4. Identify long-term changes Malik should suggest for this organization, if it appears that his employee is not the only one with these complaints? 5. Discuss the human resource policies and programs that would support development programs within the organization. The specific course learning outcomes associated with this assignment are: • Design training and development systems to improve employee performance. • Use technology and information resources to research issues in strategic human resource management. Write clearly and concisely about strategic human resource management using proper writing mechanics. EMPLOYEE SITUATION: Malik first day on the job he was face with a management challenge • She is exhausted and frustrated • The work seems to be at once too much and too little ...
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...Running head: FIRST DAY ON THE JOB FIRST DAY ON THE JOB CASSNADRA ROSS STRAYER UNIVERSITY HUMAN RESOURCE MANAGEMENT HRM 530 KENNETH LEWIS 25 NOVERMBER 2011 Discuss the factors causing the employee‘s dissatisfaction “Burnout is a psychological phenomenon, which involves emotional exhaustion, cynicism, and a decline of feeling of competence about work” (Stewart, G. & Brown, K. P. 386). It is obvious that the employee is suffering from burnout. The employee’s were dissatisfaction by the lack of stimulation through education and training. The employee is not gaining the experience she desires to help her achieve her ultimate goal of having her own business. In addition, it seems as though the employee’s career path has not been encouraged or nurtured for progression within the company. The employee seems to be loaded up with busy work and work that is not challenging to her. She is looking for work that is thought provoking and to experience new tasks with which she can grow in knowledge about the job. The work now seems to be cyclical, boring, and she feels overworked with mundane tasks. There is no advancing forward toward her ultimate goal of owning her own business. She is at a point of quitting and seeking a job elsewhere, where she can absorb new knowledge and gain experience Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter Job enrichment would address...
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...Causes and Prevention of Burnout in Human Services Staff Work-related stress is known to cost the economy of the United States an estimated $300 billion in sick time, long-term disability, and excessive job turnover. According to Isatou (2014), “Jobs that are stressful can be just as harmful to women as smoking and obesity.” This research was also recognized in an article written by the Department of Health and Human Services. When having to take care of someone who is sick or disabled, this can cause major burnout especially if the situation is chronic and professionals barely have any support. When it comes to difficult situations such as big case loads, difficult clients within agencies, lack of teamwork, and poor management supervision; this causes exhaustion or also known as burnout. In this paper, there will be a definition of the term burnout and the factors that cause it. There will also be a discussion about ways to prevent burnout and how to assist with staff burnout within a human service organization. I will then share with you how I personally handle work-related stress and how I go about reducing the effects of burnout. Burnout Herbert Freudenberger came up with the term “burnout” in the early 80’s. He defined the term as, “a debilitating psychological condition brought about by work stress which eventually resulted in depleted energy and exhaustion, illness, increased depersonalization in interpersonal relationships, and a dissatisfaction in work” (Lee, Johnson...
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...Introduction Factors causing the employee’s dissatisfaction Malik’s employee approached him with an appearance of being frustrated and exhausted. She expressed her dissatisfaction with the job, relating it to a feeling of being overworked, undervalued, with no challenge to learn new skills and no vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not...
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...2014, pp. 57–67 Employee Engagement Does Individual Personality Matter Meenakshi Handa and Aastha Gulati Abstract The purpose of the present study is to explore the relationship between personality and employee engagement amongst frontline personnel in the organized retail industry in India. In particular, the study seeks to examine the relationship between two personality traits, extraversion and conscientiousness with engagement amongst frontline employees. The Utrecht work engagement scale (2003) and Big Five Personality scale (McCrae and Costa, 1989) have been used for this purpose. Primary data was collected from 333 frontline employees working in different retail formats. The study finds that there is considerable scope for improvement in the level of employee engagement amongst the frontline personnel in the organized retail industry. There, however does exist a positive relationship between the extraversion and conscientiousness personality traits and employee engagement. Based on the findings, the paper recommends measures for improving employee engagement levels through a better fit between employee personality and the retail work environment. Keywords: Employee Engagement, Big Five Personality Traits, Extraversion, Conscientiousness, Retail Industry, India Human capital is a vital asset as it is employee effort and performance which finally determines business success. It is therefore important to understand the factors that impact employee motivation and behavior...
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...EMPOWERING NURSES 2 Abstract The author examines three published studies validating the concept that a supportive professional practice environment allows for an empowering and successful nursing practice. All but one of the studies, reference Rosabeth Moss Kanter's model of organizational empowerment and further outline how utilization of this model can be useful in creating meaningful work environments for professional nurses. Two studies discuss newly graduated nurses, their organizational commitment and reasons for possible burnout while the other study considers the empowerment needs of the advanced practice nurse. Generally defined, empowerment is a multidimensional social process that helps people gain control over their own lives. It is a process that encourages power (that is, the ability to influence) in people, for use in their own lives, their communities, and in their society, encouraging action on those issues that are found to be of importance. As stated by Chinn and Kramer (2011) it is the growing ability of individuals and groups to exercise their will to have their voices heard, and to claim their full human potential. The author acknowledges the importance of empowering professional nurses for successful practice and finds Kanter’s model an excellent tool to achieve positive outcomes. EMPOWERING NURSES 3 The Importance of Empowering Nurses Imagine reporting to work and being informed that the supervisor has called for...
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...first successful operation, there are pitfalls to rushing and making assumptions about replicating a viable business unit. Luckily, for Angelo, he has seen the result of a lack of planning, and he can change his errors before trying to branch out into more stores and possibly franchising. Angelo first needs to start a business strategy. A business plan will outline his strategic goals and help Angelo to determine the employees he needs to develop. Certain businesses want to attract and maintain certain people, as Angelo has seen from his previous attempts at rushed hiring. Angelo has to develop a plan that identifies the characteristics and skills that successful applicants need to posses before he can begin developing his staff. Once Angelo knows the person he hopes to recruit for his business, he needs a comprehensive plan for hiring them. Angelo needs to develop a screening process for applicants that include hiring guidelines, reference checking, extensive interviews and future skills assessments for the skills the job requires. He may want to do background checks for theft. Once Angelo has job candidates he is satisfied with, he has to develop human resource strategies, which will ensure their success. He will need training programs that are recognized so that each employee understands the role expectation. Angelo needs to be willing to devote sufficient time to the training way before he jeopardized his business reputation, by allowing unskilled workers...
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...Outsourcing: Outsourcing from the Employee’s Perspective Sarah J. Schillen Seattle Pacific University USA sschillen@gmail.com Gerhard Steinke Seattle Pacific University USA gsteinke@spu.edu ABSTRACT This paper explores how outsourcing activities and decisions put the well-being of the remaining employees at risk, ultimately affecting productivity and creating further costs to the employer. It highlights four potential threats to remaining employees: trust, job satisfaction, motivation, and stress. The paper provides several suggestions for mitigating these impacts, including communication to retain trust, acting ethically to ensure satisfied employees, seeking an understanding of employee perspectives to build employee motivation, and providing good planning along with training and development to reduce employee stress. INTRODUCTION Globalization provides organizations with more options than ever before. Business leaders are continuously encouraged to adapt, reevaluate, and strategically improve processes and approaches. Best practices are reinvented rapidly in attempt to keep up with market trends. The quest to recognize new methods for increasing revenue has become the inspiration for exploring new management techniques and strategies. One such rising trend in the advent of global markets is that of outsourcing. Common purposes for outsourcing include improvements to performance, cycle time, cost-savings, market share, productivity, customer service, and quality (Elmuti & Kathawala...
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... (each of the 5 areas is worth 8 marks) NAME: Jenna Gibb HR ISSUE|IDENTIFY THE SPECIFIC DETAILS IN THE CASE WHICH ARE PERTINENT TO EACH HR AREA(expand the chart to accommodate your information)| RECRUITMENT AND SELECTION (need 6 valid issues)|· There is no recruitment process in place· An organizational chart does not exist· There are no job descriptions or job specifications· Nepotism in the company – a large amount of employees are related to each other· There is no HR planning happening in the company as the HR advisor is on maternity leave and is not expected back to work.· No applicant tracking system in place as only word of mouth is used to fill positions· There is a high turnover of drivers, and the company seems to have problems with recruiting and retaining drivers – possibly due to low wages and safety issues with the trucks· Packagers – 3 vacancies need to be filled – one of the first priorities for recruitment as many employees are working overtime and may suffer from burnout· Drivers – 3 vacancies need to be filled· General Manager vacancy needs to be filled· Office Manager vacancy needs to be filled – temporary Office Manager appointed does not want to stay in the role· Part-Time Bookkeeper vacancy needs to be filled· Some employees are starting to look for work at other companies| COMPENSATION AND BENEFITS (need 6 valid issues)|· Annual increases are not being given to everyone – but only to those who ask for it· Compensation for packagers is below the...
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...healthy budget. There this company, XYZ want to help improve the mental health of employees as it is beneficial in helping both the individual and the whole organization to achieve long-term excellence. As a result, a detailed project plan is described in the report that tells how the overall project will be carried out. 3 1 The Definition of Project 3 1.1 Project Objectives: 4 2. Business Projects: 4 Key Personnel Involved is: 5 2.1Assessment of costs relating to stress and psychosocial risks 5 2.2 Methodology for Carrying out the Project: 6 Creating a Healthy Workplace Committee 6 2.3 Conducting a Situational Assessment – Getting to the Root of the Problem 7 2.4 Developing a Healthy Workplace Plan 8 2.4.1 Types of planning 8 2.5 Role and responsibilities of a Project manager 8 2.6 A Detailed Action Plan for XYZ’s Healthy Life-Style Project 9 2.6.1 Evaluation of the Project: 9 2.6.2 Obtaining Management Support 10 Implementing the Plan 11 2.1 Alternative Team Project Structures 12 2.2 Interpersonal Skill of a Project Manager 13 The...
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...repeat his first successful operation, there are pitfalls to rushing and making assumptions about replicating a viable business unit. Luckily, for Angelo, he has seen the result of a lack of planning and he can change his errors before trying to branch out into more stores and possibly franchising Angelo first need to start a business strategy A business plan will outline his strategic goal sand help Angelo to determine the employees he needs to develop. Certain businesses want to attract and maintain certain people, as Angel has seen from his previous attempts at rushed hiring. Angelo has to develop a pan that indentify the characteristics and skills that successful applicants need to posses before he can begin developing his staff. Once Angelo knows the person he hopes to recruits for his business .he needs a comprehensive plan for hiring them. Angelo pizza need to develop a screening process for applicant that include hiring guidelines, reference checking, extensive interviews and future skills assessments for the skills the job requires. He may want to do background checks for theft. Once Angelo has job candidates he is satisfied with, he has to develop human resource strategies. Which will ensure their success? He will need training programs that are recognized so that each employee understands the role expectation. Angelo needs to be willing to devote sufficient time to the training way before he jeopardized his business reputation, by allowing unskilled worker to act...
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