Further, as we evolve as an organization, we want to empower and motivate our key employees into decision makers, leaders, motivators, and innovators. Issues that we want to improve upon are interpersonal skills, job attitudes, and involvement with the organization. As we develop each employee, it is essential to focus on each strength, weaknesses, and interest. The organization is focused in making employees content and passionate in what they do.
Person #2
The characteristics that person #2 might have may affect on the performance organization by not wanting to grow within. Therefore, this employee must endure the right passion to reflect the fundamental values, achiever risk, and by identifying, and getting to know other employees. Person #2 must be engaged in what they do and express their discomfort, but willing to work on their own shortcoming.
As a manager I recommend additional assessment to conclude what motivates this employee. By understanding these factors it would encourage a positive feeling about their job. It is important to understand what emotion stimulates positive feelings and eliminates low-level negative feelings. Also we recommend more job contribution because it would increase the level of attitude toward the assigned tasks and duties. It is importance to be devoted for consistency and excellence for better results and productivity.
When analyzing person #2 performance throughout the year, we noticed slim advancement towards their goal and commitment to the organization. Commitment to the organization reassures allegiance or obligation to the organization, which prevents absenteeism, promotes efficiency, and productivity. In addition, the goal is to promote loyalty, passion, self-value, and appreciation, which creates responsive attachment as the time and organization breeds.
To motivate and improve the level of satisfaction in the organization, managers are interested in understanding attitudes and satisfaction level. As an organization we want to keep resignations and absences down and keep motivate employees. We are interested in understanding what makes your job interesting and challenging. Moreover would like to measure how you feel about, contribution of work to organization’s business goals, job security, and management recognition of employee job performance, compensation/pay, and job-specific training.
Further, as we evolve as an organization, we want to empower and motivate our key employees into decision makers, leaders, motivators, and innovators. Issues that we want to improve upon are interpersonal skills, nay Sayers, and open-up progressive communication with immediate managers and organization. As we develop each employee, it is essential to focus on each strength, weaknesses, and interest. The organization is focused in making all employees content and passionate and continues to invest on high performers.
Person #3
The characteristics that person #3 might have may affect on the performance organization by having no interest in the organization and sees the company as unwanted task. Therefore, this employee must endure the right mind-set to reflect the fundamental values, attitude, and develop a sense of comfort within the organization. Person #3 must improve on its negative feelings toward the company, and identify what they like from the organization and on their own career.
As a manager I recommend additional assessment to conclude what inspires and demotivate this employee. By understanding these factors it would create a sense of ownership about their job and empowerment. It is important to understand what expectation this employee has. Also we recommend more career development and training because it would increase the level of interest toward the tasks and duties. It is importance to be inspired and believe in the product to improve on a personal growth the productivity of the company.
When analyzing person #3 performance throughout the year, we noticed less conviction and lack of aspiration to grow within the organization. Changing the attitude of how you feel toward to the organization reassures faithfulness to the organization, which prevent lower moral, promotes self- confident and happy employees. In addition, the goal is to promote challenge, innovation, responsibility, and devotion.
To motivate and improve to the level of satisfaction in the organization, managers should be interested in understanding, which characteristic makes this employee excel. As an organization we want to keep developing employees and coaching on deficiencies to make employees better executers. Moreover would like to measure how you feel about the corporate culture, the work itself, relationship with immediate supervisor, and opportunities to use skills/abilities.
A succession plan has been created to focus on the evolution of the organization, therefore, we want to empower employees to be a forward thinker, challenge management, develop ideas, and believe on the culture. Issues that we want to improve upon are the consistency of deliver, excel on expectation. As we develop each employee, it is essential to focus on each strength, weaknesses, and interest. The organization is focused on each employee, and it is focused on making employees grow personally, financially, and professionally.
University of Phoenix Material
Employee Portfolio
Complete one matrix for each employee.
Employee name: ____Person #1________________
Management recommendations:
Person #1 needs to focus on what their passion is and continue to strive for excellence, despite what others think and do.
Employee name: ____Person #2________________
Management recommendations: Focus on strength and see where they stand within the organization. Be more vocal.
Employee name: ____Person #3________________
Management recommendations: Provide an opportunity to know other employees, participate on weekly meetings.
Reference
Robbins, S.P., Judge, T.A., (2011). Chapter Three: 'Attitudes and Job Satisfaction'. , Organizational Behavior. 14th ed. Pearson Education. pp. (14-15).
