Thesis Statement:
Being a leader has many advantages and disadvantages. Could coaching an employee be helpful for all involved? Being in a management position there is the need to be the devil’s advocate and approaching employees in a delicate manner to engage in the conversation that something issues need to change. What is the definition of coaching when working with adults in a workplace? Do managers need to be coached on how to coach? These are items will be addressed in this essay for anyone who is in or is planning on being in a managerial role. All the skills needed to provide a safe and healthy work environment for every employee.
The good news is that you can get your managers to buy in to the Pygmalion effect it can increase productivity and also raise morale in your organization. Another word used is Pygmalion effect which means that expectations are set to higher standard of performance and employees will rise to the occasion.
It is imperative part of communication to achieve the correct response from your employees a manager should be able to show he/she has the skills to coach, counsel and mentor to greatly improve employee’s morale, commitment, productivity and satisfaction in the work place. Managers can be viewed as the captain of the team, commander, or even a facilitator. Having these attributes to develop a strong relationship with employees will enhance the situation of developing a rapport. Becoming a coach to your subordinates, the manager should be able to encourage employees to do their jobs well and eliminate poor performance through timely and consistent coaching.
Executive Summary
The definition of coaching some say that it is considered as a performance-improvement technique. To ...
... middle of paper ...
...onard, 2010)
Nelson, D.L. & Campbell-Quick, J (2011). Organizational behavior Science, the real world, and you (7th ed.). Mason, Ohio: South-Western Cengage Learning.
Nelson, D.L., & Quick, J.C. (2013). ORGB 3 organizational behavior (3rd ed.).Mason, Ohio: South-Western Cengage Learning.
(n.d.). Retrieved from https://www.opm.gov/policy-data-oversight/performance- management/performance-management-cycle/developing/understanding-performance- management-process-and-practices/
Seijts H, G., & Crim, N. (2006, March/April). What engages employees the most or, the ten c's of employee engagemet. Retrieved from http://www.ifcaonline.com/wordpress2/wp- content/uploads/2013/10/Ten-Cs-of-Employee-Engagement.pdf
(Seijts H & Crim, 2006)
Werner, J. M. & DeSimone, R. L. (2012). Human resource development (6th ed.). Mason, OH: South-Western, Cengage Learning.
AC 2.4 Recognise any potential barriers to coaching in the workplace and explain suitable strategies to overcome these barriers. There are many potential barriers in the workplace that will stop coaching dead in its tracks if allowed to do so. These must be recognised and overcome where possible with a more “let’s not look for obstacles not to coach” and a more “let’s find a solution to do it” frame of mind! If you are working for a company where the leadership method is that of telling individuals how things are done and where “red tape” is key you will find that the company conflicts with the principles of coaching conflict.
A big question in today’s society is “Will a coaching philosophy improve performance or provoke a lifelong commitment to sport, or develop character, etc.?” I believe that all can be affected by a coach’s philosophy and the way that coach does things. The reason I say that is because there are so many different coaches out in the world that make the game easier, but also crappy for players.
...ified by hundreds of principals, superintendents, and school board members. There are many concerns about the safety, training, organization, philosophy, communications, and general management in coaching. According to the California High School Coaching Education and Training Program as stated in the Coaching Education Legislature Assembly Bill No. 2741, “It is a conservative estimate that at least 25,000 coaches annually need training and an orientation just to meet current coaching regulations contained in Title 5 of the California Code of Regulations, including basic safety and CPR requirements.” That is why course techniques of coaching specific sports are necessary for a persons not trained and certified as a physical education teachers because they need to understand the basic philosophy and principles of athletics in education, know the health related aspects of athletics, and the techniques used to coach a specific sport. With every coach there are the little pieces of the game…strategy of offense and defense, practice/game planning, or scouting, but to get the whole picture they need to know the basic philosophy and principles, health aspects, and the obvious techniques.
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
The coaching provided by a manager along with goal setting and feedback are an effective means to encourage employee growth and job satisfaction. I appreciated having a manager who believed in performance management. Unfortunately, he was the only manager I ever had who did this. For me this was a great opportunity for development. I was able to gain a deeper understanding of how my job fit into the strategies of the corporation. Even though I stayed in the same job my level of job satisfaction
Van Genderen (2014) expands on two basic concepts of managerial communication and distinguishes coaching and consulting from one another. The text continues about the coaching method and how it draws out employee talents, educates them, and develops new skills and eliminates deficiencies, all while consulting capitalizes on the guidance of preexisting strengths or knowledge. Van Genderen (2014) states that understanding the particular moments when a manager will need to consult on an issue, rather than coach, can be a challenging process. Reflecting upon the weakness indicated from the PAMS assessment there is room for improvement. Furthermore, developing skills in communicating with subordinates is crucial to narrowing the gaps of other deficiencies, such as, the adaptive behavior in communication discussed in the former. By being more aware of an employee’s methods of communication, and by developing proficient communication strategies, observing effective or ineffective communications tools, and seeking feedback from said subordinates are generalized methods that can be implemented when improving upon the adaptive skills of communication. Relatively, Van Genderen (2014) claims that effective communication between subordinates and managers may lead to greater job satisfaction for both parties, which compounds in higher output and more efficient work results, which in turn
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Osland, J. S., Kolb, D. A., Rubin, I. M., & Turner, M. E. (Eds.). (2007). The organizational behavior: An experiential approach (8th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.