Employee Development Essays (Examples)

An employee who is an effective communicator knows how to handle his/her peers and his/her superiors. Coaching by peers or managers enables an employee to build a specific skill or even change a pattern of behavior. It does also help an employee to adapt to a new process or practice. Coaching improves an employee's working relationship or performance and productivity. It can make them overcome problems that come their way. Coaching can enhance performance of an employee especially when they are coached to perform better. This helps in enhancement of organizational effectiveness (Noe, 2005).

Coaches have to motivate employees, help them develop their skills, and provide reinforcement and feedback. The reason behind managers' reluctance to coach their employees is that the employees may not be so open to them. Some employees may find it difficult honestly answering questions that relate to their career aspirations, and job satisfaction. Some managers fear…

Employee development is crucial for the success of a company or institution. Employee development provides for a work environment of educated, informed and like-minded individuals, all working to serve the greater purpose of the company for which they are employed. Employee development is a vital aspect in the success of any business, be it big or small, and it is more of an intellectual investment than a monetary one. With the implementation of an employee development program within a company, owners and investors will see that the benefits of employing such a program far outweigh the costs of implementation, providing for a more focused, driven and goal-oriented staff which serves its employer to the best of its ability.

Introduction

The University of Minnesota (2010) defines employee development as a "joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the…

Employee Development

In a recent trade magazine an article appeared that states "the training and development world remains largely stuck in dated thinking practices and programs that are increasingly ineffective and often irrelevant" (Bell, Majer, 2011, p. 62). According to the article work in America is no longer just focused on manufacturing goods, with the new global economy, work is also about "coordinating with others both inside and outside of a business to mobilize resources that enable the effective and efficient production of customer satisfaction" (p. 62). If that is true then employee development, which is already gathering steam in today's corporate world becomes more important not only to the major corporations, but to small and medium-sized enterprises as well.

Many managers have finally come to the realization that helping their employees develop additional skills and leadership traits not only benefits the employee, but benefits the employee's co-workers and the…

Another example of a company thinking in advance of a possible skills gap is Southwest Airlines. This offers internships to elected students who are provided on-the-job training. Thus, if the company finds itself at a loss in terms of skills, it can anytime resort to the fresh new trainees (http://www.southwest.com/careers/interns/intern.html).

5. Employee Relations Program

An employee relation program should be made up of several major components like: rules that must be obeyed at the workplace (no smoking, attention paid to vocabulary, no discrimination), recognition (e.g. Southwest Airlines designates an employee as Star of the Month for best luggage handling or for the lowest number of complaints (http://www.southwest.com/careers/stars/stars.html),the procedure for solving potential conflicts, an assistance program providing advice on both professional and personal matters, work-life balance (implying holidays, maternity and paternity leaves), a participative management style which makes each employee feel he/she is part of a team (http://www.cipd.co.uk/subjects/wrkgtime/wrktmewrklfbal/worklifeba.htm?IsSrchRes=1).

In order to…

The Little Tokyo Service Center (LTSC) is a human services organization based in Los Angeles, and primarily serving the Asian and Pacific Islander community. Services range from language translation to transportation. The executive director of LTSC is Bill Watanabe, whose three month sabbatical helped to refresh his leadership strategies and encourage employee development throughout the organization. This case study is about the potential benefits of a paid sabbatical for both the individual and for the benefit of the entire organization, particularly with regards to strengthening and empowering second-tier management.
Questions
1. The development planning process as it is described in figure 9.1 refers to both employee responsibilities and the responsibilities of the company to its employees and stakeholders. The three core components of development planning include self-assessment, reality check, goal setting, and action planning. This case study shows that LTSC did a good job applying all of the features of…

Learning Process in an Organization

Learning processes are the steps an individual goes through while gaining skills or knowledge by experiencing something, being taught, practicing, and studying. The processes are important in my current job; I participate in various activities in my field enabling me to acquire new skills, knowledge, and experiences that I can apply in handlings various activities (French & Bell, 1973). Learning is acquired in the process of performing daily duties in the workplace, and I will execute the same activities much better in future. It is because I learned from the previous processes and I can perform the activities in a short time. The knowledge and skills acquired in the workplace can be applied in other places outside the workplace. For example, skills and knowledge I acquire from the workplace through various learning processes are applicable even at home when accomplishing other activities.

In the workplace,…

Employee Individual Training at Brewton Enterprises
A Schedule of Activities for Training and to Conduct The Training
Most businesses make a common mistake of assuming that ERP implementation is just one of those projects meant for the IT department. The truth is that an ERP implementation is a major change that affects the entire business organization and the key to this transition is proper preparation. Before the roll-out phase, Brewton Enterprises, Inc. must engage in several critical activities to prepare the people for the system overhaul. The following schedule of activities will help prepare for successful training and implementation of the ERP solution.
Firstly, Brewton Enterprises’ management should create internal project ownership. The new software is expected to affect nearly all functional business areas. In essence, all the employees from top leadership to management to lower level staff will be involved in the implementation process (Brady Monk & Wagner, 2011).…

Employee Development Plan TemplateThe Employee Development Plan serves as a road map for short-term training and development activities that will enhance your subordinate\\\'s work and leadership competencies. You should review and revise this plan with your subordinate several times while you are working together.EMPLOYEE NAMEJavier EspinozaCURRENT POSITION TITLESenior ConsultantEMPLOYEE\\\'S LONG-TERM CAREER GOAL (35 years) Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In three to five years, the employee should be in a position to do the following:1. Transition into a training and leadership role within the organization, overseeing a team of three within 2 years .2. Take 4 courses on leadership training and team development over the course of 2 semesters to prepare for the leadership role.3. Set stringent time management goals for Javier to complete tasks at least 24 hours in advance of their due date. Successful will be measure by 90% of assignment…

Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organizations approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture.One of the most notable aspects of Chapter 1 is the ways in which it illustrates the failures of organizations like Xerox and Kodak, which struggled to learn organizationally (Daft, 2016). During their heyday, both organizations performed efficiently, but they were unable to be sufficiently responsive in terms of altering their organizational offerings to suit the needs of the new marketplace, after their core product lines became obsolete. This failure to re-strategize can be traced back to an inflexible organizational structure: Xeroxs was described as slow to adapt and almost totally paralyzed by politics (Daft, 2016, p.6). At some organizations individual departments or entities may attempt to hoard…

However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.

The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.

Organizational culture and employee feedback programs

The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.

Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…

Introduction

The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…

Employee Privacy Torts

Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal…

Employee Privacy Torts

History of Employee Privacy

Changing Trends of Employee Privacy

Impact of Innovative Technology on Employee Privacy

ole of Social Media towards Employee Privacy

Impact of Changing Community/Society on Employee Privacy

Adaptation to the new Environment pertaining to Employee Privacy

Employee Monitoring and Surveillance

Laws and Employer Policies for Text Messaging and Social Media

Electronic Communication Privacy Act

Monitoring of Employee Conversations over Telephone & Email

ecommendations for creating Effective Policies

Future Implications of Employee Privacy

As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that…

Employee esistance

In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.

There are many reasons that…

Employee Customer Service Training

New Employee Customer Service Training Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.

The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.

Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to…

Employee E-Mail and Internet Privacy Policies

The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.

At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is…

The Navy's HM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HM needs to screen numerous applicants and must come up with…

Employee Satisfaction with a Company's Review Process

The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.

Delimitations (See Leedy)

Premise

Hypothesis

Research question(s)

Evaluation Objective

Development Objectives

Participants

Researcher

Survey Group(s)

Assistants

Site contact

Timeline

Chapter II

A. Literature Review

B. Introduction

C. General Management Issues

D. Project Related Issues

E. Conclusions

F. Definition of Terms

G. References

H. Project Submission…

Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees

Performance appraisal systems can be stressful and ineffective (Clark, 2011).

5. Structure of performance appraisal systems

The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in a critical manner, based on both pre-existent models and frameworks, but also on internal features within the organization. Cynthia Morrison Phoel (2011) and her co-editors argue that the main criterion to an effective appraisal system is represented by feedback.

Kevin . Murphy and Frank E. Saal (1990) then argue that there exists a triple structure to create frameworks for employee appraisal. The frameworks are constructed based on four criteria: the constituents, the goals, the specific objectives and…

352).

Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).

All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…

Employee Empowerment and Price Penetration

ecent developments in the world of business offer strong examples of employee empowerment culture and penetration pricing.

Cultivating a culture of employee empowerment can increase a company's agility by freeing employees from the constraints of top-down bureaucratic decision making and decreasing the time it takes to identify and resolve customer problems. Electronics retail giant Best Buy's Twelpforce is an example of an employee empowerment concept that involves harnessing the power of online social media to identify and address customer service issues.

Customers often vent their frustrations concerning products and services online via social networking media. Twelpforce is a group of more than 2,500 Best Buy employees who have access to an employee-developed system that monitors social media feeds like Twitter and Facebook and alters the group members to posts that mention Best Buy. Twelpforce members are in positions throughout the company and around the nation.…

Employee Comp

The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet…

Employee Participation

The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"

According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).

In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose…

Employee Representation

A labor union refers to an association of employees that have come together in pursuit of common goals, such as better pay. Labor relations are wider in scope; they refer to the interactions between the labor unions (employees' representatives) and employers - and usually deal with the maintenance of collective bargaining agreements.

Labor relations date way back to the formation of the very first significant unions: the Knights of Labor, the American Federation of Labor (AFL), and the Congress of Industrial Organizations (CIO). The Knights of Labor, however, failed to achieve its objectives due to its large membership. AFL, unlike the other two, initially restricted its membership to skilled tradesmen. However, with the 1935 formation of CIO, which incorporated both skilled and unskilled laborers, conflicts resulted and the two unions later merged.

Question Three

Enacted in 1926 and later on expanded to rope in the airline industry, the…

e. what is the cause of increasing employee conflicts, is best addressed by focusing on more narrowly defined questions with more direct answers. The questions that could be answered in a literature review provide some of these: what circumstances/developments have been shown to lead to an increase in employee conflicts in the past? To what degree can certain of the identified causes of employee conflicts be eradicated/mitigated, and to what extent is it an issue of individual personalities? what methods have proven successful in combating increases in employee conflicts within healthcare organizations specifically and in other organizations at large? how can these methods best be adopted by a profit-dependent organization with minimal disruption to service or the profit margin? These questions simply begin to address the myriad of background issues that are attendant upon the primary research question and instructional need, but they provide a specific avenue into the topic.…

Secondly, development programs may prove enticing enough to potential employees. Therefore, the company can use them in order to attract the desired staff capable of inducing the organization's growth.

Thirdly, if existing employees are trained for different or more complex tasks, these may become eligible for vacant positions or may handle a wider range of activities. In this context, the company saves money by reducing its need to hire.

Another benefit of development consists of rewarding loyal employees who after learning new skills are promoted to higher positions. This also accounts for a company's performance.

Last, but not least, development strategies allow employees to be more independent or, in other words, they give them wings to fly. This autonomy cuts off the supervision costs, thus increasing the company's efficiency, and inherently, performance (http://www.allbusiness.com/human-resources/careers-job-training/1151-1.html).

Employee training also plays a major part in maintaining a work/life balance. This is essential for the…

Human esources Development (HD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HD Manager official website company information provide company, strategy, current issues future plans assessment.

Human resource development issues at ACQ Australia

As the workplace changes, ACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and a decreased attention on employees, a complex working schedule and an increased workload of adjacent services. It is as such recommended for the company to focus more on its employees and seek a balance between customer and staff orientation, to engage the employees in the schedule construction and to differentiate the tasks assigned based on skills.

Table of contents

Introduction

Purpose of the report

Issues

esearch methods

Significance of the project

52. Literature review

52.1. Customer centric business

62.2.…

HR Metrics

How Does Training and Development Improve Employee Job Satisfaction, Increase Moral and Increase Retention?

Executive Overview

Employee training and development is generally thought of in terms of employees learning or requiring new skills of some kind to serve more of a functional need. Training and devolvement can be instituted in an ongoing formalized process or can also be in response to an organizational change. Although training and development has direct implications for an employee's skillset and role in the organization, it can also affect employees in a number of other ways. For example, the literature indicates that training and development can also make beneficial contributions to factors such as job satisfaction, morale, and employee retention. The interactions between such factors are not as clear and there are undoubtedly mediating factors that are inherent in this relationship. This analysis will attempt to provide insight as to the relationship between…

Learning and Development

Business Studies Business Functions Major Subject: Human esources equested Essay Subject: Learning Development Please write essay explaining importance aspects training development business. The essay introduction, body paragraphs a conclusion.

Training and development are a major concern for employees in any organization regardless of private or public sector. For a majority of the employees, undergoing training and development are deemed as a source of job security and motivation. The vast majority of organizations have realized the importance of human resource as a driver for the organization's success. Human resources is the largest asset that a company can have and they are the drivers for all organizational goals and objectives. For example, an organization could have the latest technology that would help it reduce its costs, but if does not have competent employees to operate and use the technology it would not be able to meet its goals. This…

life of a non-Profit employee course number & name: Human esources Management (BAL1127A)

The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the H role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.

Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…

HM

Training can play an important role in organizational development. Organizational development is understood to be a "planned, organization wide effort to increase organizational effectiveness" (ODN, 2014). Training naturally plays a critical role in this process. De Silva (1997) defines training as "transferring information and knowledge" and equipping employees to put this knowledge into practice. Training therefore is a means of increasing the organization's total knowledge in order to increase its capabilities.

For a training program to be effective in improving organizational development, it needs to be focused on specific objectives that pertain to the organization's overall mission. By creating an alignment between the needs of the organization, through a skills assessment for example, a training program can be developed to increase the organization's capabilities in areas that are the most important. Knowledge and capability are of course only part of the equation -- by increasing organizational knowledge the potential…

Hyde reported, however, that part-time professionals tend to accept negative perceptions as part of the territory; they are often willing to accept their marginalised status when they are voluntary part-timers. It is a trade-off they are willing to make for the reduced schedules they choose for whatever reason.

Unfortunately, flexibility for the part-time employee may not always be viewed as flexibility from the viewpoint of the employer. With respect to part-time employees on the police force in the UK, for example, Hyde (2008) found that managers had considered working with part-timers to be an inflexible arrangement, citing difficulties with communication, continuity, and scheduling. Hakim (cited in Hyde 2008) argues that women who choose to work part-time have limited career aspirations and low work-commitment. Although Hakim interviewed women for whom this was the case, pursuing part-time careers with the police force but as a lower priority than home and family, Hyde…

human capital development United States human capital development countries a 2-page, double-spaced paper. Support observations conclusions properly formatted text citations references assigned readings academic sources.

Human capital development

Within the contemporaneous business community, the employee enjoys a favorable position. Protected by laws and legislations, trained and motivated, the employee of the modern day society is as developed as has ever been. Or at least this is what the textbooks say. To assess the reality, it is important to look at the status of human capital development in three different states -- the United States of America, Turkey and China.

Within the United States, the employees are well treated and rewarded. They are continually presented with opportunities of personal and professional developments and the corporations in the U.S. are a symbol of the American culture. This can be best observed relative to the corporations that have expanded outside the U.S., such…

Training and Development

One of the most important functions of human resource management is training and development, which mainly focuses on organizational activity that is geared toward improving the performance of individuals and groups with the organization. The component is commonly known as organizational learning and development as well as human resource development. The significance of this component in human resource management is attributed to its direct link to organizational productivity. Generally, organizational productivity and success is mainly influenced by the contributions of individuals and/or groups within the organizational setting. As a result, organizations are constantly faced with the need to enhance employees' contributions to their business objectives in order to become profitable and successful. Employee training and development is regarded as the most suitable way of enhancing employees' contributions towards realization of organizational objectives.

History of Training and Development

Employee training and development is not necessary a new topic…

Training and development is crucial to the growth and success of any organization. This paper analyses how training and development can be used as an effective tool to strengthen those skills that an employee needs to improve upon and better perform on the job. Although there is clear evidence that training is positively associated with better job performance, the relationship between performance and training is complex. Several key paradoxes of organizational and employee freedoms and needs are revealed and an evaluation of the specific training and development recommendations is performed.

One of a company's most valuable assets is its employees. The value of human capital cannot be underestimated nor should it. Employees are the backbone of an organization. Ill-equipped and poorly trained employees can lead to organizational failure. Training and development is one of the several ways that organizations help ensure their workers have the requisite skills for today and…

The Importance of Motivation as a Company Strategy
The literature abounds with evidence supporting the efficacy of employee motivation as a means of stimulating innovation, productivity, and organizational performance. For example, a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people, just as different organizations will define their success or outcome objectives differently depending on overall mission and vision.
Communication as a Component in Employee Motivation
If motivation is defined in terms of empowerment via access to pathways of knowledge and information, then employee…

Profit Sharing and Other Incentives as Employee Development Performance Motivational Tools and the Relationship between Managerial Support and Employee Commitment to the Organization

The impact of profit sharing and other incentives on employee development and organizational growth is measured in various companies around the world. From Keller Williams to Southwest Airlines companies are utilizing incentives, such as 401ks, profit sharing plans, insurance plans, even pre-tax commuter benefits, because like Southwest they believe that their "greatest asset" is their employee (Southwest Report, 2010, p. 45). According to servant leadership theory, by offering managerial support that is designed to benefit and assist the worker, a higher degree of employee commitment to the organization can take place. Thus, companies such as Keller Williams promote mottos like "God, Family, Business" in that order to show that in their workplace environment what comes first is not business but that which is more important than business:…

Human esource Management and Development

Human beings hardly work and live in isolation because they are social beings who consciously and unconsciously develop, plan, and manage relations. These relations become the outcome of actions and greatly depend on the extent of individual's ability to manage actions. Knowledge and experience are acquired during an individual's development and helps in understanding others and responding to various life challenges and situation. Later on, we can carry this learning and understanding forward to our workplace and manage existing relations in that environment. In this case, the Human esource Management context comes in and revolves around core matters in the workplace especially on managing the relations existing.

Question 1

Human esource Management (HM) is the activity carried out by the management of state-owned enterprises, commercial firms, and other organizations of all types and sizes to retain, recruit, and motivate their employees. In essence, HM includes…

Organizational Development and Change Management
In delineation, organizational development is an endeavor that is planned, organization-wide and managed from the top of the entity to increase organization efficacy and proper status through planned interventions in the processes and practices of the organization. Organizational development plays a fundamental role in facilitating organizational change. Organizational development is the use of organizational resources to develop effectiveness and increase productivity. It can be used to resolve difficulties within the organization or as a way to examine a process and find a more effective way of doing it. The process of organizational development ascertains areas of company processes where change is required. Each need is examined, and the possible effects are planned into a change management plan. Imperatively, the plan shapes the precise ways in which the change will advance and enhance company practices and operations, which will be impacted by the change and the…

The author states that, over the course of workshops designed to elicit preferences, tastes, and feelings, he "remained the odd man out. I'm pursuing my dream career already, while everyone else (aside perhaps from the publicist) had come searching for answers to a particular set of problems and concerns. Skepticism may be the proper mind-set with which to enter into a coaching relationship, but you have to want to be coached. I didn't. I was just some jerk trying to play along. The group felt it. I felt it. So after one lost weekend, I didn't need any coaching to decide not to return for a second one." (Underwood, 2005, 85)

This desire on the part of the participant to want coaching thus is vital -- individauls must be motivated to seek advice and to execute that advice, whether motivated by the prospect of a promotion or orgaizational loyalty. But…

Leadership Development Plan

It is imperative for an effective leader to have a plan in order to succeed. This takes into account a personal plan intended for growth and a professional one intended for improvement. The purpose of this paper is to highlight my personal strengths and weaknesses as a leader, ascertain the areas necessitated for enhancement, and pinpoint the leadership skills and practices that I will employ to become an effective leader. In addition, this paper will also delineate an outline of the goals and objectives that I deem to be a priority as well as a timeline for this leadership development. The general result will encompass an inclusive leadership plan of development that I will utilize to develop myself as an individual and also for any organization that I will eventually work for in the forthcoming periods.

The personal assessment of management skills facilitated clear awareness and discernment…

cultural diversity issue of non-American employees communicating frequently in their own native language creating an environment of sensitivity and bias amongst the non-Hispanic community.

Handling Diversity in an Organization

The contents of this paper focus on the cultural diversity involving Films ecovery Systems, an American company located at the heart of Chicago, Illinois. The paper takes an insight into the issue and also proposes solutions that can resolve the problem. The most important aspect of the paper is that it takes into account the material we find and read in books and compares to what degree the literature is actually applicable in real life situations.

Academic Literature

The study of public administration includes a spectrum of many disciplines, which include psychology, sociology, philosophy and also management sciences. Even though, the nature of public administration does not conveniently classify its elements into components, public administration is primarily categorized to highlight the…

Employee's Rights to Health and Safety in the Workplace

The objective of this study is to analyze the rights of employees to health and safety in the workplace in regards to the scenario as follows:

DoRight has recently been hired as the President of the "Universal Human Care Hospital," where he oversees all departments with over 5,000 employees and over 20,000 patients at the medical facility. He has been provided with a broad set of duties and oversight of numerous departments, including business development, customer services, human resources, legal, patient advocacy, to name a few. He has managers in each department that he supervises and who work with him to address the needs of the various internal and external stakeholders of the hospital. Dr. DoRight discovers that some patients within the hospital have been dying as a result of a variety of illegal procedures by doctors and nurses, and negligent…

A very important point is that online learning can be done individually or in groups (for example video conferences).

6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…

employee stock option pricing is effected by the bonus plan hypotheses as discussed in the Watts and Zimmerman article.

Employee stock option pricing is an option on the common stock of a company that is issued as a form of non-cash compensation. estrictions on the option (as for instance vesting and limited transferability) are ways in which the business attempts to align its own interests with those of the holder's interests. In the event of the company's stock rising, holders of options generally experience a direct financial benefit, which gives employees the incentive to behave in ways that will boost the company's stock price (Summa; web).

The management compensation hypothesis, otherwise known as the Bonus plan hypothesis accordingly states that managers whose incentives are tied up with the firm's accounting performance are more likely to use accounting choices that reduce reported profits and manipulate their accounting methods and records in…

For me personally, however, the empathy that I develop is directed by my spirituality and inclination to see beyond what is obvious. This combination has been most beneficial for me as a social worker (obbins, Chatterjee and Canda, 2006; Lesser and Pope, 2007).

Furthermore, the level of loyalty and dedication that I bring to my work is something I am very proud of. As I mentioned earlier, loyalty and dedication are some of the important traits that I look for in my friends and the main reason for this is the fact that these are the traits that I personally vibe-out as well. I feel that as a social worker, perhaps the most important aspect that an individual can bring to work is dedication; as part of this world, u have to truly have a passion for it to be able to withstand the constant setbacks, financial instability and lack…

In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:

Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer

Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts

Offering various non-financial incentives, such as flexible working schedules or the organization of…

Acceptable Use Policy at Cincom Systems

Policy for Cincom Systems

Cincom Systems' customers are the foundation of our success. This acceptable IT use policy statement is designed to provide our employees with the agility and flexibility to meet customer needs with accuracy and speed, while also protecting our IT systems, data, and records. This document defines the baseline of expectations for Cincom employees in interacting with all Cincom computing systems, platforms, Virtual Private Network (VPN) connections and partner sites as well. Every employee is expected at a minimum to ensure their activities on all Cincom IT systems don't jeopardize the confidentiality of customer data, financial data generated from Cincom operations, product and project development plans, and costing data of projects. As Cincom engages in confidential projects with governments globally in addition to the U.S. Department of Defense, any employee using data on these projects are required to have a valid…

Orientation and Career Management

Employee Orientation and Management

Employee Orientation: Q1. Orienting new employees serves several critical functions for an organization. First and foremost, it ensures that employees have the practical skills to function at their new jobs. Even if employees have previous experience, education, and training in the workplace, there are specific skills particular to the organization for every new job that must be learned. Orientation kick-starts the learning process. Even more importantly, orientation grounds employees in the culture of the organization. Being a good fit for the organization's culture is often equally as important as possessing specific skills. While most organizations take this into consideration when hiring new employees, it will always take a period of time for employees to acclimate and become part of the 'team.' For some organizations, such as Zappos.com, the importance of an organizational fit is so great that employees are offered a 'bonus'…

Work Distraction

The purpose of this memorandum is to inform the new company wide change of policy in monitoring employees. This information is a company directive and is expected to be followed and adhered to starting on today's date.

Recent developments in technology have made our jobs and tasks easier in many aspects. The internet, mobile, communication and social media are great tools that should be taken advantage of when the situation depends. However, this way of conducting business and relying on technology has some drawbacks as well. It has been learned from the Executive Leadership Branch of this company that nearly 1.5 hours of the work day are at risk from employee distractions related to emails, online browsing and phone calls.

Management will now be responsible for monitoring all employee's emails and phone calls. This will be done not for acquiring personal information, rather to discover work-related violations and…

Acceptable Use Policy

Employee Acceptable Use Policy

E-mail Policies and Procedures

INSTANT MESSAGING

Instant Messaging Policies and Procedures

NETORK AND INTERNET

Personal Responsibility

Permitted Use and Term

Availability and Access

Content and Communications

Privacy

Downloaded Files

Confidential Information

Prohibited Activities / Prohibited Uses

Compliance

Noncompliance

SOFTARE USAGE

Software Usage Policies and Procedures

ACKNOLEDGEMENT OF UNDERSTANDING

Acknowledgement of Receipt and Understanding (Spectorsoft, 2005, pp. 3-8).

ELECTRONIC ACCESS POLICY

The Company provides some, if not all, employees with electronic access, consisting of an e-mail system, a network connection, and Internet/Intranet access. This policy governs all use of the Company's network, Internet/Intranet access, and e-mail system at all Company locations and offices. This policy includes, but is not limited to, electronic mail, instant messaging, chat rooms, the Internet, news groups, electronic bulletin boards, the Company's Intranet and all other Company electronic messaging systems.

EMAIL

2. E-MAIL POLICIES AND PROCEDURES

The Company's e-mail system…

Human esources Pay Package

Employee Compensation Plan

Target Job: egistered Nurse (N) in a Hospital

Hillcrest Hospital is a 496 bed hospital located in Mayfield Heights, a Cleveland Ohio Suburb. Hillcrest is ranked in the nation's top 100 in cardiac care. It is part of the Cleveland Clinic system. The mission of the hospital is to provide nationally ranked healthcare to the surrounding community. It holds clinical excellence, safety, ethics, integrity, individual responsibility, respect for diversity and caring for others as key tenets (Hillcrest Hospital, 2012a). Its vision is to service as an example of state-of-the-art medical facility in every department that delivers consistent high quality service to Northeast Ohio (Hillcrest Hospital, 2012b). The Cleveland Clinic system is one of the best renowned systems in the nations in a number of specialties in which they operate.

Hillcrest Hospital strives to put their patients first and looks for enthusiasm in employees.…

Many organizations use the job descriptions in the formulation of the rating forms to be used in the appraisal process. This is a significant step and important approach for the employee since it creates the point of reference that is familiar with the employee. The employee is reminded of the responsibilities that he should have fulfilled in the previous period after the last appraisal. It is from these that the employee will be gauged and advised on the adjustments that need to be made.
The employer will also have the best point of reference for the employer that makes business sense in the appraisal of the employees. The job descriptions form the basis of performance and employee conduct that are focused on the business objectives. To this effect, the employer needs to ensure that the job description is fair and practicable as well as realistic.
In order to get objectivity,…

Training & Development

Mr. President,

You and I spoke prior and we had agreed that I would portray for you my vision when it comes to training and development as well as some specific recommendations about how best to implement this vision and philosophy as it relates to the same. I will also be offering some fairly specific recommendations about the subject so as to reinforce and propagate the vision that is being explained. While training and development is a bland and unimportant topic to many people, it is a vital part of improving and sustaining the workforce and it can fill many of the gaps that are left behind by high schools and colleges. This approach is necessary prepare our workers, especially the young ones, for the careers and jobs of the future.

Over the recent years and decades, there has been a seismic and major shift in the…

Training and Development Plan / Employees' Training and Development Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).

Justify why you selected the training method that you did

Propose two (2) ways to motivate an employee who has no interest in attending a training class

Develop a survey to collect feedback from the employees who attend the training

eferences

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

In many businesses, particularly in the retail industry, one of the ways one…

Ethics in Development and Training: A Case Study of Brighten Inc.

In an increasingly complex and dynamic environment, organizations must have a competent pool of human resources. They must have individuals with unparalleled skills, knowledge, expertise and capabilities to handle sophisticated tasks. This is particularly true for key positions in the organization such as top and middle level management. With competent leadership and management, an organization is better placed to achieve its strategic vision as well as goals and objectives (Saks & Haccoun, 2010). Nonetheless, having the right pool of leaders and managers is often not an easy undertaking for organizations. Organizations must continuously invest in developing the leadership and management potential of promising and high-performing individuals within the organization (Lawson, 2008). This explains why most organizations have comprehensive internal training and development programs for their employees. Nevertheless, for training and development initiatives to achieve the intended outcomes, integrity must…

Security Management
1. While some people may be better leaders than others, all people can lead and all people can learn to lead better. Discuss some ideas of how leadership skills may be improved.
Development and education
Leaders need to develop in their position. Owing to managerial tasks’ knowledge-based nature, the word “development” has been used to describe the continuous growth in skills and cognition of executives and managers. Managerial development is promoted via education that they may acquire in various settings (Fernandez et al., 2015). Attending and taking part in programs offered by certain general management and security-related institutions may help cater to their developmental requirements.
Training and practice
A leader is required to engage in constant training and practice of leadership skills needed for improving their output, including integrity, delegation and patience, until the time they have acquired mastery over those skills.
Mentorship
The mentoring process entails transfer…

Legal Environment/Total ewards: A Changing Landscape

In the race for profit, employee pay has traditionally been seen by businesses as a competitive liability, and the trend for much of the 20th century was for employers to search for the cheapest, most efficient labor to protect their bottom line. Because of this approach, the U.S. government took several steps during the 20th century to protect employees from extortionary measures by employers to drive down wages and drive up productivity. However, as Chen and Hsieh point out in their 2006 article "Key Trends in the Total eward System of the 21st Century," recent decades have seen a dramatic shift in the way that corporations and human resources professionals view the issue of employee pay. Instead of being viewed as a liability, employee pay is increasingly being seen in a positive light, as a method for securing top talent, stabilizing turnover, and motivating…

American business has grown over the past several decades, so have the number of laws, rules, and regulations governing the operation of such business. These laws and regulations are generally of types: 1) to promote market competition and to keep the power of large corporations under control, and 2) to mitigate the adverse effects of business activity on individuals and organizations. These laws and regulations are often beneficial but they come at a cost. These costs are not always obvious but they include the cost of compliance as well as the increased risk of litigation. These costs affect all businesses no matter how large but they hit smaller businesses particularly hard. The purpose of this paper will be to examine the various laws and regulations affecting employee safety in the United States and determine their advantages and disadvantages.

Employment laws, regulations, and policies have become burdensome for American businesses. Whether…

Job Analysis and Competency Modeling

Literature has shown that just like the skills, knowledge and competencies required for success differ from position to position, the methodologies for determining the specific KSAs required for success also differ. For instance, whereas administrative and clerical positions require one to conduct a local job analysis alone to determine the required KSAs, supervisory and executive positions would call for the development of a competency model in addition to a local job analysis. For an administrative position, therefore, the methodology for KSA determination would basically include analyzing the requirements of the position under changing business environments (based on information presented in books and other business-related literature), and then determining the knowledge (say university degree or relevant certification) and skills (the least amount of experience) that an incumbent would require at entry to be able to execute the duties and responsibilities of that particular position. This methodology…