list three motivational tools supervisors can use to motivate all employees in the supermarket
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- There are two College going students Alex and Stephanie who work at a supermarket; to make ends meet and help pay for college fee. Both work for different departmental supervisor Dan and Jonathan respectfully. Alex’s supervisor Dan assigns him the same work for days as he believes that practicing the same thing over and over again, he will master job. Alex was being de-motivated by doing the same work every day.
At the same time Stephanie’s supervisor Jonathan takes care of his employees’ interest and use to assign them work each week. The outcome of this practice was that his employees were motivated and were satisfied with work assigned to them, because they were having different task to perform each week, that they were more enthusiastic towards the work.
It was observed by the employees of the supermarket that Alex’s supervisor, Dan was being bias with his employees. For instance, he was providing two (2) more dollars pay to a girl who used to say good and sweet things to him as compare to Alex. He was also strict with lunch timing which was 45 minutes for all employee to finish lunch in 30 minutes. On the other hand Stephanie’s supervisor Jonathan motivates his employees by giving them an opportunity and responsibility to complete certain task without interfering with them and by also providing them bonus for completion of work in given time.
list three motivational tools supervisors can use to motivate all employees in the supermarket.
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- There are two College going students Alex and Stephanie who work at a supermarket; to make ends meet and help pay for college fee. Both work for different departmental supervisor Dan and Jonathan respectfully. Alex’s supervisor Dan assigns him the same work for days as he believes that practicing the same thing over and over again, he will master job. Alex was being de-motivated by doing the same work every day. At the same time Stephanie’s supervisor Jonathan takes care of his employees’ interest and use to assign them work each week. The outcome of this practice was that his employees were motivated and were satisfied with work assigned to them, because they were having different task to perform each week, that they were more enthusiastic towards the work. It was observed by the employees of the supermarket that Alex’s supervisor, Dan was being bias with his employees. For instance, he was providing two (2) more dollars pay to a girl who used to say good and sweet…There are two College going students Alex and Stephanie who work at a supermarket; to make ends meet and help pay for college fee. Both work for different departmental supervisor Dan and Jonathan respectfully. Alex’s supervisor Dan assigns him the same work for days as he believes that practicing the same thing over and over again, he will master job. Alex was being de-motivated by doing the same work every day. At the same time Stephanie’s supervisor Jonathan takes care of his employees’ interest and use to assign them work each week. The outcome of this practice was that his employees were motivated and were satisfied with work assigned to them, because they were having different task to perform each week, that they were more enthusiastic towards the work. It was observed by the employees of the supermarket that Alex’s supervisor, Dan was being bias with his employees. For instance, he was providing two (2) more dollars pay to a girl who used to say good and sweet…Consider the job of a server at Boston Pizza. Design a new employee onboarding program for this job. Explain how your program contributes to effective socialization, performance, and employee retention. Your proposed program must include 5 specific recommendations.
- There are two College going students Alex and Stephanie who work at a supermarket; to make ends meet and help pay for college fee. Both work for different departmental supervisor Dan and Jonathan respectfully. Alex’s supervisor Dan assigns him the same work for days as he believes that practicing the same thing over and over again, he will master job. Alex was being de-motivated by doing the same work every day. At the same time Stephanie’s supervisor Jonathan takes care of his employees’ interest and use to assign them work each week. The outcome of this practice was that his employees were motivated and were satisfied with work assigned to them, because they were having different task to perform each week, that they were more enthusiastic towards the work. It was observed by the employees of the supermarket that Alex’s supervisor, Dan was being bias with his employees. For instance, he was providing two (2) more dollars pay to a girl who used to say good and sweet…Fan Jafferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed, Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then, early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy function more as an…JYP is a hypermarket chain that operates throughout China, with 25 locations and 800 employees ranging from store workers to the CEO. JYP I operates in a very competitive environment with numerous other companies. As a result, improving performance is vital in order to achieve the goal of being the number 1 hypermarket chain in the country. The goal must be met while taking into account the relatively high worker turnover rate in this area. 1) Identify & describe 6 points on how workers can be motivated and retained at JYP 2) Identify and describe 6 potential Performance Appraisal Rating Errors and show how these Potential Errors can be prevented.
- Larry is the marketing manager at Blue Concepts, a management consulting firm. His calendar is filled with meetings with heads of the companies, interviewing new employees, giving interviews to business magazines, attending presentations and seminars in different countries, and the like. Larry feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Larry's job?An employee incentive program can help organizations improve their productivity, reduce their production costs and reduce employee retention. It can also build employee engagement and encourage teamwork. In addition, it can boost the morale of their workers. Describe and discuss TWO (2) types of pay (incentive) for individual performance and TWO (2) types of pay (incentive) for group performance.11. Frederick W. Taylor Believed the work system could be improved by: Searched for employees incentives Every one should get "afairday'spayforafairday'swork" Employees must meet goals ALL OF THE ABOVE
- Discuss the various methods by which job analysis can be completed. Compare and contrast these methods noting the pros and cons of each.“Job evaluation determines the worth of a job and not of a job-holder.” Critically examine this statement with relevant examples. How can a job evaluation programme be made more effective to retain and motivate employees and also enhance productivity?Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…