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Maslow's Hierarchy of needs
- self actualization need
- esteem need
- social need
- safety need
- physiological need
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Motivational factors
- interesting/challenging work
- utilization of one's capabilities
- oppurtunity to do something meaningful
- recognition for achievement
- sense of importance to organization
- access to information
- involvement in decision making
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Maintenance factors
- Congenial people to work with
- good working conditions
- pensions
- paid insurance
- job security
- vacations
- holidays
- good pay
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Achievement driven persons like......
immediate feedback
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Expected benefits of employee engagement
- pride in organization
- lower absenteeism
- lower turnover
- better safety record
- lower internal theft
- higher participation
- higher productivity
- customer loyalty
- job satisfaction
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who are these troubled employees
- chronic absentee
- willful rule breaker
- antagonist
- trouble maker
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Symptoms of troubled employees
- hostility
- violence
- withdrawal
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the ongoing process of clarifying and communicating performance expectations to employees, and then providing coaching and feedback to ensure the desired actions
Performance management
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Steps in progressive discipline
- Warning and oral reprimand
- written reprimand
- suspension
- discharge
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due process supporting documentation
- regularly kept records
- written complaints
- written summaries of appraisal or disciplinary conferences
- documentation of information collected
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The rules, regulations, standards, and specifications that enable a supervisor to measure performance against a departments goals and to determine causes and take corrective action.
Controls
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Supervisor's roles in the control process
- judgmental role
- problem-solving and decision making role
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Control process steps in order
- 1. set performance standards
- 2. collect data to measure performance
- 3. compare results with standards
- 4. take corrective action
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Six Sigma approach
- Define quality
- Measure it
- Analyze it
- Improve it
- Control it
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Increases in an employee's salary based on the supervisor's assessment of an individuals job performance.
Merit raises
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Relying too heavily on what happened last week or last month, instead of considering performance across the entire appraisal period.
Recency
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Legal implications of performance appraisal
- Equal pay for equal work
- Absence of discrimination
- Accommodation of physical and mental needs of disabled and veterans
- Equal employment oppurtunity
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Groups of people who must work together cooperatively to achieve common goals, while striving to improve their effectiveness.
Teams
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The tendency of some cohesive groups to place extreme pressure on individuals to fall in line with the group's inclinations, such that leveling occurs.
groupthink
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A disruptive clash of interests, objectives, or personalities between individuals, between individuals or groups, or between groups within an organization.
Conflict
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Actions to take to prevent or resolve conflict
- Minimize
- Capitulate
- Accommodate
- Confront
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A system of organizational justice, stipulated by law, that applies to all aspects of employment and is intended to provide equal opportunity for all members of the labor force.
Equal employment opportunity
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An in-company program designed to remedy current and future inequities in employment of minorities.
Affirmative action
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The generation with the highest percentage of workers in the workforce.....
Baby boomers
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Monitoring employees behaviors
- viewing interpersonal emails
- monitoring voicemails and websites visited
- observing images on computers or monitors
- counting the number of keystrokes electronically monitoring employee movement
- watching employees on video
- running background checks
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Comparing the number of accidents that have occurred with the total number of hours worked by all employees within the same period.
incident rate
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This act regulates the methods of wage payment and hours of work for any industry engaged in commerce between two or more states.
Fair Labor Standards Act
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Responsible for the right to work law.
Taft-Hartley Act
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The process of give and take engaged in by the management of an organization authorized representatives of its collective employees (a labor union) to reach a formal, written agreement about wages, hours, and working conditions.
Collective bargaining
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A formalized, systematic channel for employees to follow in bringing their complaints to the attention of management.
grievance procedure (typically written into the labor contract)
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