My Bigest-Take Aways

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

The employee needs to be performing at the optimal level and displaying a good attitude toward the company. If the employee does not exhibit these characteristics, then productivity of that person decreases and then the quality of the mission decreases. The leader needs to see these happening with the employee to make sure they are not causing destruction to themselves or the company. If the leader does not address the poor performance, then the employee will continue to act that or even get worse. When an employee has a bad attitude and bad work ethic it can transfer to other employees as well. When no one care to work for the company or have a good attitude about work, then the company will become unsuccessful. When the employees do not care about the company, the company then will fail because its counterparts let it fall to the way side; or in the military the mission from command will not be completed and disciplinary actions will be

Treat your employees as if they were family. Do not expect to be respected unless you’ve earn it. Be a model to your employees.

marketplace whims and creating an environment that celebrates individualism while at the same time wholly supportive of teamwork; 2. Supporting Teamwork-through this strategy, the company will manage to avoid traditional weaknesses that have plague many companies and develop a collaborative workplace that allow either individualism or consensus building to be taken to extreme; 3. Developing cross-functional individual – most companies tend to recruit, train, and promote people with in

A good manager should have the ability to increase productivity by defining the priorities of the workforce and guiding employees. When a manager provides guidance, workers perform well. According to Vivian Giang, author of Managers Have an Even Bigger Effect on Productivity Than we Realized, an employee’s performance is only based on “how long a worker’s been with a specific company and how comfortable they are with their supervisor…” (1). If an employee has not been working for a company for a long time, it might take them a while to become productive because they are still learning the company’s procedures. Once they are comfortable and know what they’re doing, due to the training provided by the manager, it increases their productivity. Employee “performance

They should not want to take advantage or abuse their employees. They should give praise to their employees when they earned it and help when the employee needs it.

2-Get to know your employees. Get some insight into the lives of the people you hired. Learn about who they are, and where they are going. Find out what motivates each individual to do a good job so you can capitalize on it.

With ever changing roles, continuous learning should be what everyone strive for in life. With busy, high-tech environment, employees should manage our time diligently to maximize our productivity and improve on our own skills. In conclusion, displaying and working on a positive, productive, and self-developing employee is what is essential for improved

Understanding an employee’s wants, and essentially their needs for organizational development can increase productivity and job satisfaction as well as job performance.

Individuals are all different but they all share similar characteristics. It comes within the leader to recognize the differences and similarities. Leaders have to analyze and comprehend the employees so that workers perform a better outcome. Organizations need a mission to look forward; this objective should be shared or compatible with employees so that outcomes are better and more effective. There are five major models of organization that characterized employees. These models are Autocratic model, Custodial model, Supportive model, collegial model, and the System model Employers have to know when and why they should apply each model, and if to even apply them at all. The working environment is an enormous and crucial component that influences employees’ performance. Leaders have to know how and when to motivate the individuals. They have to understand that workers have to motivate to work, nevertheless they still have to be focused toward the organization’s mission.

The skills developed in the managerial and operational structure of the company will lead to increased motivation and job satisfaction. Therefore, the other outcome of employee training will be the acquisition of important sets of skills to facilitate effective management strategies that support employee commitment thereby reducing the high rates of turnover in the company.

As a way to foster collaboration, employees can utilize their strengths to build others up and also learn from the areas in which others may be stronger. Fostering collaboration can be effective when the leader has aligned the goals of the company with the strengths present among the employees. Employees are able to understand how important their contribution to the organization is and they can trust the skills of their coworkers as well. In the long-term, employees become more present and valuable to an organization because they are active in working towards the visions and goals of the company. Relationships among employees also improve because a mutual respect for how everyone contributes overall is acknowledged. Creating an

The key to positive employee morale is to have the employees feel good about themselves, and that they know they are important.

Create a positive work environment: Money and benefits may bring employees through the front door, but poor work conditions drive them out the back.

Additionally, your employees should believe in the purpose of your business. They should understand not just what their jobs are or how things work in the business, but WHY the business does what it does.