Unit 2 - Assignment 2 – How to Build Teams and Motivate Colleagues
P5 Analyse how effective teams can be developed to deliver excellent customer service
Recruitment is essential when trying to put together an effective team. Selecting the right people to work together, knowing what roles need to be filled and which candidates are most suitable is all part of the process.
According to “Belbin’s Theory” a strong team is made up of lots of different character types. For example if a team was made up completely of dominant controlling people it would not work because there would be an obvious personality clash however if you were able to create a team which is balanced and where each individual is in a position where they are able to contribute
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Then going on to work out how they can go about improving those areas. Internal staff development will also help boost morale and allow you to connect with your supervisor or trainer.
Team building initiatives, training days, activities, social occasions, awards evenings, bonuses and rewards are all indirect methods used by hospitality businesses in order to improve customer service. For example awards evenings would be good for motivating staff because if one of the employees won an award it might make they even more motivated to improve further which would benefit whichever company he is at.
CPD stands for continuing professional development. Continuing because no matter about your seniority or position you can never stop learning or revising old tricks. Professional because training is focused on professional competence. Development is key because the end goal is to improve personal performance and enhance career progression. CPD training can help you identify areas for improvement.
P7 Describe the role of the supervisor in developing
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Areas for development can be highlighted and plans put in place to address any weaknesses. Good feedback can lead to an increase in pay or extra added on bonuses.
When acting on customer feedback; levels of customer service should be monitored internally by a variety of methods and should be fed back to senior staff to ensure new targets set after receiving customer feedback are being met.
Maslow’s Hiercahy of human needs suggests people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfil the next one, and so on. This is why setting targets based on feedback is so important because it gives staff something to aim for.
There is a lot more too motivating employees than just charisma and vision. To help staff perform at their very best a good supervisor or leader will need to provide the right kind of feedback at the right time. To master this skill you must build on your employees’ strengths while giving negative feedback. This ensures that employees aren’t too down hearted when receiving negative feedback.
What is also important to remember when giving feedback is that you’re specific and don’t give them too much information to absorb at once, otherwise it can be hard for them to remember all of
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
Do you believe that because Canada is a multicultural society that there is no racism? While the idea of inclusion and buried racism is what one might hope for, the realities of Canada’s national policy when experienced is quiet opposite than the messages expressed though text and other media outlets. Canada is suppose to be a multicultural society which includes all races and cultural backgrounds, everyone is suppose to be included and accepted in our group instead there are instances of discrimination and marginalization to certain racialized groups that have entered Canada the land that is promised to be of freedom and inclusion for all. Multiculturalism is a fundamental characteristic of the Canadian heritage and identity it is what fills our national center. (Harmony 2014). Multiculturalism has been a good policy designed to give people a great impression of our country yet: The Novels Indian Horse (2012) by Richard Wagamese and Obasan (1981) by Joy Kogawa portrays acts of violence, terror, exclusion and hardship. It is observed through reading and analysis that Racism is a never-ending struggle that people of minority backgrounds who immigrate to the land of the free have to endure. Finally, Racism stifles and affects everyone negatively who is an immigrant in the Canadian society; multiculturalism is only a façade which serves to cover up the root of the problem.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
“One of the most distinct reward schemes utilized at Hilton hotel is the “Spirit to Serve”. Hilton’s most vital concern is the employees and is considered as the most vital principle in the hotel. Employees always search for an environment where they can adjust themselves better, satisfy their mind and soul and personal development. Hilton offers a home like atmosphere and pleasant working environment to their colleagues thus holding a reputation of employee caring, dependable associates which are not only ethical in their jobs but trustworthy.
Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
“Recruitment is the procedures and steps we do to find and hire the best-qualified candidate for a job in any kind of business we are opening. The recruitment procedures includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and combining the new employee to the organization.”(education-portal.com)
Continuing professional development (CPD) means that professionals participate in learning activities to further improve the quality of their learning and develop their abilities and to update their learning continuously. It enables them to set goals and work to achieve them, so going above and beyond any initial training. "It’s the means by which you can maintain and enhance your knowledge and skills to complement both your current role and your future career progression". (https://www.theirm.org/membership/continuing-professional-development.aspx [accessed 23/10/17]).
Feedback will be taken into account by the leader and will be used to review/assess the implemented initiatives. Feedback and reviews can either be internal or external, it is important for to gain both insights when reviewing success. External reviews are beneficial in evaluating the success of the initiatives, these can be done through third party audits or customer satisfaction reviews. Internal reviews can be conducted, these help evaluate the overall efficiency of the initiatives put in place as well as the employee input can be taken into
Paragraph 1 • Define CPD CPD stands for - Continuing Professional development. Continuing professional development is when you are tracking the development of a skills that you may or not may already have and recording the process of how you are going to improve it. • Explain what the purpose of CPD is and how it can benefit you (e.g. increasing promotional prospects). CPD is important because there are a lot of people who will be getting the same degree as you therefore to make yourself stand out you need to continue developing your skills so that you become more employable over others. It benefits you because it will make you more employable than others and make you stand out from others when people are looking at your cv comparing it to
Organizations have successfully used performance feedback for over 20 years in order to increase organization performance (Alvero et. al., 2001). Thus, performance feedback is continuously used afterwards in order to change the performance of organization in a positive way.
I am trying to implement this by providing opportunities for them to develop the knowledge, skills, abilities, tools, resources, and opportunities to be successful in their job and career. I am providing a better on-the-job training and coaching and giving them performance goals and feedback, asking about and supporting their development goals. Where I try to support, encourage, provide the necessary resource and when possible remove bureaucratic obstacles. Although the primary responsibility for an individual’s development rests with the individual, the supervisor/manager has an important role in.
- Learning and development - develop a workforce's skills, competencies and capabilities to create effective and successful organisation. To achieve best results, collect and analyse data on capability and learning needs of the organisation and individuals. Design solutions, offer training or learning opportunities, advise and coach managers to challenge their staff and understand their career needs and
Every organization faces a shortage of resources including skilled human resources. This necessitates the emphasis on performance so that organizations can hire as few employees as possible while raising performance to the highest possible levels. Contemporary managers have the task to raise employee motivation so as to raise employee performance. This means that managers have to provide timely performance feedback so as to give direction to employees. Performance feedback is not a one-off issue but is a critical constituent in the continuous enhancement of contemporary workforce improvement (Anseel, Lievens, & Schollaert, 2009, p. 24). Performance feedback equips employees with the knowledge to modify their behavior so as to improve their individual and consequently group performance. At the absence of performance feedback employees are left in guesswork as they contemplate which areas to focus more efforts so as to develop professionally.