...1. I believe the force-ranking appraisal system leads to rankings based on factors other than performance and does not motivate employees. Because of employee concerns and perceived unfairness within the force-ranking system companies have changed their appraisal system. According to the case study, comparing co-workers against each other. Does this motivate employees, “Following a string of discrimination lawsuits from employees who believe they were ranked and yanked based on age and not merely their performance, fewer companies are adopting the controversial management tool” (Ivancevich et al, P 139). The force-ranking appraisal system does not motivate employees because employees are not rewarded for high performance or achieving desired outcomes. According to Victor Vroom’s expectancy theory motivation is affected by four components, effort-to-performance (E-P) expectancy, performance-to-outcomes (P-O) expectancy, outcomes, and valence. Vroom’s expectancy theory contends employees expect to be rewarded when they perform at a high level and managers not only communicate to employees their success but also reward it (Ivancevich et al, P 125). The force-ranking system also affects motivation through perceived inequity in the system. The equity theory explains employees compare their efforts and rewards with those of similar work situations. This theory contends, “ Motivation is based on the assumption that individuals are motivated by a desire to be equitably treated...
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...Question 1. What's your opinion regarding forced ranking performance appraisals? Do they motivate employees? Explain. I believe forced ranking performance appraisals can be motivating for some employees and not motivating for others. Individuals with strong high-order needs who know that they will be ranked come appraisal time will strive and perform in order to achieve the highest rank possible. Other individuals with weak high-order needs might not strive for a high rank. I believe these individuals might even perform below their ability because of perceptions (i.e. "why should I work harder because so and so will get a higher rank than me anyway"). Even though I have consistently ranked high whenever evaluated under a forced ranked system in the past, I personally do not like forced ranked performance appraisals and believe they can cause an organization more harm and be less productive because of the system. I served in the U.S. Navy from 1994 until 1999. During that time I was evaluated annually by my superior(s) in a quasi forced ranked performance appraisal system. At that time in the Navy there were three evaluation marks a sailor could receive: Promotable (average), Must Promote (above average) and Early Promote (Outstanding). The evaluation one would receive weighed heavily on the sailor's likelihood of being promoted to the next rank/pay grade at the next promotion cycle, which also occurred annually several months after the evaluations were given....
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...In recent years, organizations have been observed to be making use of tough-minded approach of ranking associates against each other. This approach is known as forced ranking performance appraisal method. It can be argued that this approach is dictated to force managers to make the performance evaluation process truly reflect how each team member is performing, relative to others, with the ultimate goal of being more productive employees, who perform at levels to make service, revenue, and growth goals attainable. In my opinion, the system does force managers to have hard conversations with employees that they might otherwise have avoided. As any manager knows, it’s often easier to avoid difficult, painful performance-related conversations than to confront them head on. This method literally forces performance issues to be addressed; for an organization that wants to tighten or formalize its management processes. I believe the forced ranking method can have benefits however, from a hands-on management perspective, there clearly are problems associated with it. Putting it simply, it causes employee morale problems. An issue with forced rankings is that the system results in a heightened focus on individual performance and did very little to promote team building which is always valuable in a corporate environment. The Equity theory is built-on the belief that employees become de-motivated, both in relation to their job and their employer, if they feel as though their inputs...
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...How long have you known the applicant and in what capacity? I have known the applicant since 2006, as his undergraduate degree capstone project and master degree thesis advisor, and also as his supervisor at Accenture. Philip has demonstrated his exceptional attributes in academic as well as professional arena. As a student, he excelled in my Valuation course. His capstone project on estimating the Catholic Church market value and his master degree thesis on the Brazilian short-term interest rate were original, effective and impactful. Certainly, he belongs to the top five percentile among all the students and employees I have already supervised. As a consultant at XXX ( name of company), he demonstrates excellent analytical capabilities and strong leadership skills. Also, he has been responsible for several initiatives under my direct supervision. What characteristics or attributes best describe the applicant? As mentioned before, Philip combines excellent analytical capabilities with strong leadership skills. He is also very self-motivated. In our last project, he was the only full-time consultant allocated to the client, so he kept himself and the client team engaged, managing most of the interaction with the client with minor supervision. Philip has demonstrated strong leadership skills and emotional intelligenceinthe projects we have worked together. He acted as a project leader, coordinating teams composed by Accenture and client team members. He also developed...
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...educational-based health programs in underserved communities). After joining the team as the only Social Worker and working in a department with staff possessing years of only nursing experience and advanced nursing education; I quickly realized my unique skills set wasn’t perceived as comparable to others within the department. Although I had years of experience and advanced education in successfully providing and coordinating public health-based programs and initiatives, none of that mattered any more. Serving my community in an efficient and effective manner always motivated me to work harder. Meeting the unique needs of those I was entrusted to serve, educating others/serving as an expert in public health and healthcare, and serving as an advocate for the most vulnerable populations became my passion. Unfortunately, the resourceful methods and creative educational tools I utilized to successfully meet the requirements of my position were not in sync with the department’s new vision and mission, and our partnership soon ended. It appears that team members within the department may have judged the unique skills set I possessed as less than acceptable based upon comparing me to others within the same department. Per Borkowski, people may assess or evaluate another person’s qualities based on comparing them to others within the same service area or department through perceptually comparing/contrasting...
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...Opportunities in Communications in the Health Care Setting HCS/350 February 8, 2015 Personal Growth Opportunities in Communications in the Health Care Setting In the health care setting many opportunities for growth in our communication skills will be established. This assignment will discuss personal growth in communication written, oral and nonverbal communication skills and that are vital tools for professional advancement. In the health care setting proper communication written skills are essential. The majority of written work is within a legal document, all the rules of grammar need to apply. Ways in which one can achieve personal growth, with written skills, is to ask a co-worker to proofread your notes and use available computer resources to check for spelling and grammar. Secondly, by improving one’s own written communication skills, it can benefit the patient’s care and allow nurses to be better health care providers. As a new nurse, we try to narrate our nursing assessments to ensure that we paint a picture of the patient’s presentation, for the reader. However, we attempt to do this by using as few sentences as possible because we don’t want the patient’s assessment to be paragraphs long. A study performed by Jefferies and Nicholls (2012) concluded, “Clinical handover produced a comprehensive picture of the patient's condition and care whereas nursing documentation tended to present a series of descriptions...
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...that we are all different and no two people are the same in any way, but as humans we have a natural tendency to constantly compare ourselves to others that we may see on a daily basis or those that we see on television. It is normal to do this to merely evaluate the similarities and differences between yourself and others. In today’s society we have turned in to comparison junkies and this is something that starts at birth with comparing babies on who’s the cutest and then it just carries over throughout the years into adulthood. * We have to learn that comparing ourselves with others is a bad habit and is a sign of low self esteem. Today’s society does project flawlessness within everyone nowadays and that is an untruth, because no one is perfect. *Understanding that everybody is different because that’s just how we are and how we were meant to be. Everyone is born different even with twins, they may look alike, but they have different mindsets, different experiences, and different emotions a lot of the times. Once we learn to stop comparing ourselves with others it will help us become more comfortable and loving with ourselves and except who and what we are what we are supposed to be. How to Avoid Vicarious Traumatization in your personal life Vicarious trauma, the debilitating emotional and psychological impact of connecting with the traumatic and...
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...in the organization * When people feel well treated and appreciated in the job place, they get motivated to perform. * When they are not appreciated, they are demotivated and grow a feeling of disaffection * The equity theory measures the level of fairness in the workplace by comparing an employee to the others * The theory does not look at how the rewards exceed the efforts, but looks at the fairness that a person is getting in the workplace compared to his or her fellow workers * A worker compares the reward/investment ratio and how he or she enjoys being in the workplace * According to the theory, the input to work is not hours only, and the reward is not money only * Employees look at what they put into work, and what they get in return * An employee compares these with the other employees (referents) to determine the fairness * In our case, some employees feel that their counterparts are being favoured. * They feel that their contributions are not equal, and their efforts are not recognized II. Identification of the problems 1. Morgan is failing to perform his duties properly due to lack of motivation and negative influence from co-workers 2. Julie has motivation problems based on the fact that she is a family member of the owner in the group 3. The cohesion of the work team is low due to perceives inequality between the output received by members of the in-group and out-group, based on their inputs III. Diagnosing...
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...Religion and Philosophy Assignment I believe that society should tolerate all kinds of religious groups. Religious tolerance is a growing social movement in America. It seems that tolerance of various religious groups is a necessity if we are all going to get along. We need to be tolerant of those who have different religious beliefs. We should not hate and persecute someone because of his or her faith. Another example to me, is the concept of the "melting pot," in the United States which referred to the fact that many different nationalities and ethnic groups supposedly "melted together" to become Americans. I experience this concept almost every day. For me it occurs more frequently at work. My co-workers are Haitians, Semolians, Philippians, etc. Personally, I seem to adapt well with differences. I am three unique ethnicities, African American, German, and Japanese, so being able to understand other people’s lifestyles is very natural to me since I have the experience of my own. In my opinion, differences between religions are more important. The United States is very uniform when it is compared to other countries. We try to speak the same language, have similarity in the school system, and the government is the same for everyone in the United States. Why have the same religion? By having varying religious groups, it honors each group of religion as valuable and unique. It also shows appreciation by being distinct and valuable. I feel people of various...
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...“rapid on-boarding”? This question is hardly trivial. Whether a company is growing to take advantage of a new market opportunity, restructuring to remain competitive or simply trying to cope with attrition resulting from retirements and turnover, one thing is certain — more and more employees are newcomers to work groups, departments or organizations. In today’s volatile economy, more than 25% of all workers in the United States have been with their company less than a year and more than 33% less than two years. Americans will, on average, change jobs 10 times between the ages of 18 and 37.1 And, of course, new employees are only part of the challenge — the constant state of internal restructuring in most organizations continually pushes managers to assimilate waves of employees suddenly transferred into new work roles and relationships. The Challenges The first and most obvious challenge with newcomers is jumpstarting their productivity. Initially, newcomers are typically a net drain on productivity, drawing a salary, incurring training and orientation expenses, and consuming co-workers’ time without providing much in return. A recent study by Mellon Financial Corp. found that lost productivity resulting from the learning curve for new hires and transfers was between 1% and 2.5% of total revenues. On average, the time for new hires to achieve full productivity ranged from eight weeks for clerical jobs to 20 weeks for professionals to more than 26 weeks for executives.2 In the past...
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...behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization; this includes the work done by the employees and the behavior brought by the employee as well as their skills and other useful experiences the employee may contribute for the good of the company. Background Equity theory proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will experience distress, and that this distress leads to efforts to restore equity within the relationship. It focuses on determining whether the distribution of resources is fair to both relational partners. Equity is measured by comparing the ratios of contributions and benefits of each person within the relationship. Partners do not have to receive equal benefits (such as receiving the same amount of love, care, and financial security) or make equal contributions (such as investing the same amount of effort, time, and financial resources), as long as the ratio between these benefits and contributions is similar...
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... Louis Althusser - | He was a French Marxist Philosopher his work is in the structuralism tradition. Althusserian Marxism is anti-economist and anti-humanist. His work is a move away from preoccupation with economic determination. Also Althusser also rejected the idea of a Marxist humanism. He wasn’t so much a contributor as he saw attacking the theoretical foundations of Marxism. | His workings didn’t focus on the individual worker it more examines the overall structure of society. Marxism looked at how the human productive power will be exploited in order to maximize profits for the rich. He presumed that humans are actually shaped by societal structures instead of the rich dominating the poor. | Friedrich Engels - | He was a German-English social scientist and a co-founder of the Marxist alongside Karl Marx. They believed one such subordinate class, the bourgeoisie, or merchant class, in its struggle against the aristocratic elite of feudal society, has shaped their world. They both had belief around the alienation and exploitation of the worker. He studied the relationship between the development of the family and how capitalism adversely affects families. | He faced criticism from The Economic Journal that...
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...Chapter 4 pg 121-129 Franchising agreement: stipulates (specifies) the duties and responsibilities of the franchisee and the franchiser. Benefits of Franchising For the Franchiser ■ The franchiser can attain rapid growth for the chain by sign- ing up many franchisees in many different locations. ■ Franchisees share in the cost of advertising. ■ The franchiser benefits from the investment money provided by franchisees. ■ Advertising money is spent more efficiently (the franchiser teams up with local franchisees to advertise only in the local area). ■ The franchiser benefits because franchisees are motivated to work hard for themselves; the more revenue the franchisee generates, the more money the franchiser makes. ■ The franchiser is freed from all details of a local operation, which are handled by the franchisee. For the Franchisee ■ Franchisees own a small business that has access to big business management skills. ■ The franchisee does not have to build up a business from scratch. ■ Franchisee failure rates are lower than when starting one’s own business. ■ A well-advertised brand name comes with the franchise and the franchisee’s outlet is recognizable because it looks like all other outlets in the chain. ■ The franchiser may send the franchisee to a training...
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...Effective Listening Strategies Paper Melinda Schimmel BSHS/385 1/26/2015 Barbara Hughson Effective Listening Strategies In the following paper, it is my intention to establish with the reader a link between effective listening skills and the importance they have when establishing relationships. These relationships could be with family, co-workers and most importantly, the clients that we do or will come in to contact with. (Article I) Effective Interpersonal Listening and Personal Selling is the first article reviewed. This particular article is geared toward listening strategies in the sales world. However, the key points on effective listening are all the same when it comes to our clientele and showing them that we are actively listening to what they are telling us. Even sales people need to actively listen to their customers to truly know what it is they need and want. Without actively listening, the clients will end up unhappy and the salesman will end up with no sale. Many people mix up the act of hearing with the act of listening, in reality, they are two different concepts. “Hearing is defined as the special sense by which noise and tones are received as stimulus" (Webster’s Ninth New Collegiate Dictionary 1991, p. 559). Hearing is just one step in how we actually listen to people. While listening is the act of not just hearing what is being said, but also responding to the stimuli being heard. We can do this not only verbally, but non-verbally as well. We...
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...Two of the main characters from both the article and the film were Chuck Lane and Stephen Glass. I thought the article took a different approach than the film did which when comparing the two was interesting to see unfold. For the article it seemed more that Lane was the hero of the article and seemed to never really falter in the course of his development. Which means Glass was the antagonist or the “villian” of the article in terms of the characters that were given. In the film however it appeared that Lane was the bad guy for a majority of the film until close to the end compared to Glass. Regardless of their portrayals the traits of both characters were fairly similar in both pieces. Glass in both the article and the film was portrayed as manipulative and charismatic with his co-workers. Glass appeared as a honest and likeable guy, “If there was one aspect of Glass’s personality that seemed indisputably genuine, it was this nonstop yearning to please”(8). He sought out gratification and praise in both pieces by either always trying to please or by presenting himself as less than worthy in order to gain pity. In the film these characteristics were intensified and seemed to be constantly brought up. In almost every scene...
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