Managment Final

Demonstrating communication skills

Given the dysfunctional communication strategies demonstrated by most adults, repressed anger and upset are frequently brewing just beneath the surface within many individuals. Their angry and offensive outbursts have little or nothing to do with any occurrence in the present moment. Some unresolved upset from the past has simply been triggered and bursts forth in an inappropriate manner. Under such circumstances does it make sense to take another’s outburst personally? Logically, the answer is no. Taking someone else's anger personally is insane because it simply never is a personal phenomenon. This is not to say, however, that it is easy to remain calm in the face of another person’s anger, even when recognizing that it is not personal. It is never easy, but armed with this insight you can begin to develop an ability to stand firmly in the face of another's upset without taking it as a personal attack. Key thought is Q-TIP (quit taking it personally).

Life is difficult and challenging for everyone. This fundamental truth goes largely unappreciated. Given this knowledge, rather than reacting to someone's anger or upset, it is possible for you to deeply appreciate his or her feelings and experience. Rather than simply reacting, it is useful and necessary for you to act with empathy. In order to lessen tension within the workplace, it is necessary to provide a safe environment for open and honest communication. Get people to talk about what is going on with them, to describe their present experience, and then just listen. Don't respond. Don't offer advice. Don't try to console. Just listen with compassion and understanding.

Listening with compassion and demonstrating empathy for another's circumstances does not mean becoming the whipping boy for everyone's inappropriate expression of anger. Do not tolerate abuse. Insist on being treated with dignity and respect, and establish and maintain appropriate boundaries with others. For your own sanity, it is critically important to forgive others. Forgiveness is a gift you give yourself and to another. Forgiveness does not deny the inappropriate nature of another's acts; it does not condone or tolerate future abuse.Ð' But, in forgiveness, in giving up the resentment and the right to punish, you are left with serenity, freedom and peace of mind.

Demonstrating effective orientation and training methods

Once employees are selected, they must be prepared to do their jobs. This when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily.

Orientation and training programs are important components in the processes of developing a committed flexible and high-potential workforce. It is also a key factor in socializing new employees. These programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividends. Unfortunately, orientation and training programs are often overlooked and or does not have enough information.

Orientation programs not only improve the rate at which employees are able to perform their jobs but it also helps employees satisfy their personal desires to feel they are part of the organization. The HR(human resource) department generally orients newcomers to broad organizational issues and fringe benefits. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process.

Simply hiring and placing employees in jobs does not ensure their success. In fact, even employees that have been with the company may need additional training. Reasonings could be changes in the business environment. Here are some changes that may signal that current employees need training: Introduction of new equipment or processes, a change in the employee's job responsibilities, drop in an employee's productivity or in the quality of output, an increase in safety violations or accidents, an increased number of questions and complaints by customers or coworkers. After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals.

Improving productivity for teams

Improving productivity is at the top of nearly every business owner's list, however making it happen can be a bit of a challenge. There are some great methods that are proven to significantly improve productivity. One of the best is to measure, analyze and set goals for improvement. Only then can the manager or business owner work toward a logical plan for improving productivity. Then do it again and again until the process is where it needs to be. Here are a few great methods for improving your productivity:Increase productivity with real goals, reduce changeover time through training and make sure that all employee's are on the same page.

Atmosphere plays a big role in team productivity. Most offices are not laid out to be appealing for the workers. This can lead to unmotivated team players. If an office or workspace is specially designed t fit what ever the company is involved in, then the workers will be motivated in their jobs. There are quite a few benefits that a company should expect from a well-designed office environment. Good design in the workplace can elevate morale and improve productivity, promote the image and help reinforce a corporate identity. It can help to attract and retain a higher quality workforce. A well-designed work environment will meet the business requirements of a company, maximize the productivity of employees, attract and retain a high quality workforce, increase profits, foster repeat clients, and support building new business.

Improving Performance Appraisals

Evaluating employee performance is a key responsibility for most managers. Performance appraisals are very powerful tools. They provide documented feedback on an employee's performance; they determine continued employment, promotion, transfer, bonuses, and pay raises. The actual performance appraisal documents become part of an employee's permanent record and can greatly influence lives and careers. These appraisals can either be positive or negative feedback.

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