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New perspectives on employee satisfaction
New perspectives on employee satisfaction
New perspectives on employee satisfaction
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Question 1: The Doblin’s ten types of innovation are: Profit Model: Is when the organization converts the value into benefits and profit. For example, the printers’ firms like Canon and Konica Minolta, etc… innovated their printers to be more expansive, but with a cheap drum –which is a part in the machine that should be changed every 10,000 copy- so they can sell parts after selling. Network: Is the value created by collaborating with others. We are connected now, and it becomes basic for companies to collaborate with each other, to gain processes with technology and information. For example, Boing Company is collaborating with General Electrics – that provide Boing with the plane motors- so Boing can innovate the product. Enabling Process: Is how a company produces the product or service. Core Process: Sometimes it’s an approach, or a “Breakthrough Methodology” Product Performance: Is the quality, the feature set, and the capability of a firm's products. This is often considered as the sum of innovation, and revolves around the Research and Development department. Product System: Is how you create an additional value by adding other’s product or services to your one, or how you combine many products to create more value. Many web browsers are powered by Google, which is the …show more content…
If they viewed practices as a sign which the company values quality service and products, and will empower the employees to produce them, the employees are more satisfied. In today time and age, more than 50% of the workforce is millennial, and one of the best ways to keep millennial engaged, is to give them a platform to innovate. The empowerment is something that millennial craves for. The empowerment is the best way for engagement of the young talent, by offering some opportunities for the new
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours.
Product is/are the products or services you offer and are they unique and different, superior in quality and easier to use. In my own opinion, the product or service is one the most important aspects of a successful business. If you have an item that the customer really wants they will drive out of their way to purchase it. They are usually willing to pay a higher price if the quality justifies it. When a local popular hamburger place open up in Phoenix, people drove long distances and sat in long lines just to bite into one of their juicy hamburgers.
Boomer’s see millennial’s as having a short attention span which is not what millennial’s intend. If they don’t see a job working out, they are faster to jump ship than Boomer’s and that fearless attitude actually leverages them more power with their company. Sherry Buffington, co-author of Exciting Oz: How the New American Workforce Is Changing the Face of Business Forever and What Companies Must Do to Thrive, says that they have the upper hand because they are perfectly fine working dozens of different jobs in their lifetime. “In a survey conducted by IdeaPaint of 600 employed Millennials, 49 percent believe that poor management is dragging their company down; 45 percent attribute that to the lack or misuse of technology solutions.” (Avallon) This helps the reader to better understand the mentality of millennial’s. They are typically more tech savvy then their older bosses and feel they could make more of an impact if they were in charge. Millennial’s are hard-wired to think that time really is their most important resource. If they feel they aren’t being treated completely fair then they won’t hesitate about trying to find a new
A current recession is forcing people to have to deal with low wages and a horrendous lack of flexibility, in regards to hours. In fear of unemployment, today’s work choose to bear with these conditions instead of demanding for better treatment. In “Why Your Office Needs More Bratty Millennials,” Emily Matchar, the author, claims that the workforce would benefit from adding millennials, those born from 1983-1999, because their aggressive demanding tactics would cause companies to eventually have to adapt. These companies would have to adapt because by 2025, 75 percent of the workforce will be millennials. All of the external sources and numbers, provided by Matchar, don’t back up her claim, resulting in a weak
Millennials are rumored to be “self-centered, unmotivated, disrespectful, and disloyal, contributing to widespread concern about how communication with millennials will affect organizations and how they will develop relationships with other organizational members” (Karen Myers 225). According to Sharon DeVaney, the millennial generation “were born between 1980 and 2000” (11) and that “The millennial generation is larger than the 46 million who are in Generation X and the millennials are almost equal in size to the 76.4 million in the baby boomer generation” (12) to this day.
Microgeneration’s are already rising and horrifying the group right before them, an example needs to be set to show them that it is possible to work through the generational differences (Stein). People have power in numbers and currently the separation between age and features of generations are preventing them from being one workforce, working together to achieve a common goal—the wellbeing of an entire society. All groups can make an effort to close the gap by being more accepting and open minded to change. As Millennials run into setbacks in their advanced methods, previous generations can help and explain the foundational way of operation. While previous generations fall behind in technological advancements, Millennials can share their expertise on technology. Every generation has its flaws and together the holes can be filled, simply with a little optimism and collaborative work. The key to closing this gap is education – knowledge of the past and present. Programs such like Pollak’s initiative to work with companies and help train directors how to manage and market to the Millennial generation of young adults will contribute to a better understanding on how to handle workplace confrontations (qtd. in Dowdy). Lastly, Millennials too have some contributions they can make to close the gap. As understanding as they are, they
The main themes addressed in this article are the generational changes within the workforce, the advancements in the economy that are affecting the workplaces and the changes in the work ethic of employees.
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
However with these differences, there are also similarities between the generations. There is a reason that these different generations with dissimilar perspectives are within the same organization. All generations in the workforce value rewards. They look for the same job features, which are a job that is stimulating, where there are opportunities for growth, and additionally where the salary and management of the association is respectable. It is a known notion across generations that technology is needed to increase efficiency, effectiveness and productivity, however the biggest difference is in the application (Srinivasan, 2012). The best way to have all means met by the diverse generational workforce is by implicating a high-performance work system where the organization has the best possible fit between their social system (people...
Another disconnection between the millennials and baby boomers in the workforce is seen in the area of expectations. The typical millennials want to get off to a brisk and successful start and demand responsibilities with important tasks and projects. Unlike the baby boomers who typically move into task after years of experience and a proven record of accomplishment. These issues taken separately seem insignificant, but in the work environment can act as a catalyst to promote tension and create a hostile environment.
“Product: The product aspects of marketing deal with the specifications of the actual goods or services, and how it relates to the end-user 's needs and wants. The scope of a product
Holt, S., Marques, J., & Way, D. (2012). Bracing for the Millennial Workforce: Looking for Ways to Inspire Generation Y. Journal Of Leadership, Accountability & Ethics, 9(6), 81-93.
What is product? Product can be anything, tangible and intangible. Product is anything that the company can offer to the consumer. Apple’s products are the best of service in the market. From computer to smartphone to tablet computer, today customer believe that if they get the apple product. Even that price is high also worth it. Apple products are usually high quality, so in some case that is the best of available device for customer. However, it is not perfect, many customers leave for a series of problems, so they deeply hurt.
Empowerment is a simple idea, but often misunderstood or misused by many. "It means granting latitude of action for how the work is done to those who do the work.” (R.E Sibson, Strategic Planning for Human Resources Management). This paper will define, describe and discuss Employee Empowerment used in today’s team based organizations. The paper looks at how this concept affects the company's diverse workforce. I will discuss the potential impact of these practices and the performance.
The term "product" refers to tangible, physical products as well as services. It also means defining the characteristics of your product or service to meet the customers' needs. AirAsia’s philosophy is girded by the fact that they have been seen as a small airline competitor for many years. Therefore, in order to win more customers and return customers, they need to ensure that their primary products and services are up to par and meet the defining needs of customers. AirAsia offered (product) tangible and (services) intangible good to increase the demand of customer. (AIR ASIA MARKETING PLAN, 2015)