The Vanrex, Inc faces public scrutiny from Hayestown residents over the air pollution concerns. The adverse message on Vanrex to the public primarily originates from the Hayestown Clarion’s anti-Vanrex propaganda, resulting bad publicity in the local press. Therefore, you have to envision a new mission statement to reinforce rich public relations; moreover, you should send its positive message to mass media to correct misinformation in the residents’ mind. Otherwise, Vanrex keeps having environmental complaints from the community even though it is currently in compliance with the standards of the industry. In the “Vanrex Subject of Complaints”, Evan Lynn who is a staff writer from Hayestown Clarion said that emissions from the plant …show more content…
Alternative A: you should inform all employees of agreed-upon goals on their first day and do performance appraisals periodically. Advantages: Employees will know what are the measures used to evaluate their performance, which will help them to improve and make progress in their professional growth. Besides, partners will know what specific criteria can be used to give employees the carrot or the stick. Disadvantages: The changes to the feedback system should be agreed upon by all top senior partners and communicated in a meeting to all partners, which may be time-consuming. Alternative B: you should provide feedback to employees through training programs and one-on-one initial feedback sessions between partners and staff. Advantages: This way training would actually have an identifiable reward, employees could fairly compete for partner positions, and partners would be able to get the most out of staff. Disadvantages: Training is not considered as a responsibility unless a great amount of legitimate interest for promoting and nurturing the training is shown from the one who expects to be mentored. In conclusion, you should evaluate all employees’ strengths and weaknesses in light of agreed-upon goals and objectives through the performance appraisals. In addition, employees should be given specific comments in a matter-of-fact tone. After giving feedback to employees, you should
* Set performance goals with each employee. These goals focus on the employee’s specific performance on the job, such as his productivity, output, results, competencies, and behaviors. As you set and follow up on these goals you will be helping your employees to see that the performance appraisal is not a once a year activity but instead is a way to measure their success and course correct any shortcomings throughout the year.
The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should leave the appraisal with knowledge of what he/she specifically needs to improve on
4) Using the effective listening guidelines in the text, make three suggestions that would allow Alan to fulfill his responsibility to provide employees with critical feedback about performance and to establish a supportive climate.
Meeting with staff, providing the opportunity to discuss concerns, ascertain motivation and build relationships between management and workers. Collect and analyse performance figures and observe trends, (for example absence levels, retention, production or customer service). Use staff satisfaction surveys to determine the mood of employees. Promptly analyse responses to identify areas requiring action.
In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization
We would include all employees’ even managers to cooperate better and work as a team. We would also recommend that the staff be properly trained in certain departments. For instance I would recommend the staff have an organization training therefore customers don’t go unnoticed for a long period of time and important documents immediately considered.
Gather all of the employees to discuss about the performance feedback process and give them the self- evaluation form and 360- degree feedback
Training outside of the military affords an organization a different perspective on how to approach existing issue asides from the typical ways of conducting business. Therefore, outside training is beneficial being as it is not military structured but aims at completing the task just with a different methodology. Training and development of employees is a single priority that can pay some of the highest dividends in terms of productivity and profitability as well as aiming toward greater customer satisfaction (Woodman, n.d.). More importantly, delegating some of the more time-intensive training activities to an outside trainer, the employees and company still benefit from the training, and managers are able to attend to other tasks. Another benefit of outside training depending on the level of training required, the trainer may spend several days or weeks learning the specifics of the company.
Cons: Timely in training Development (affects cost), Lack of internal experience (assumption), one side perspective.
If one or your employees is motivated and disciplined, but seems to struggle on a certain task, invest some time and provide them with additional training. If one or more employees are working in an efficient and effective productive manner, provide them with feedback and rewards to ensure they continue working towards your company’s success.
5. Ask employees to raise concerns and make suggestions; include discussion of training needs in employee performance management.
What is missing here is the physical or interpersonal communication. It can make the difference because when people talk they express a lot of feelings. The main advantage is that employees will not realize if the other one is tired or in another bad situation.
Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).
Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.
Nowadays, recycling, ecology, environmental protection ... are a part of everyday citizens, businesses, politicians; an awareness that has allowed the development of an economic sector and the creation of new jobs. The global warming has increased our