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Ethical behavior in business
Motivating Employees ✽ CHAPTER 12
Motivating employees essay
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Recommended: Ethical behavior in business
Jovita Carranza possesses numerous skills that have allowed her to succeed in her career at UPS. Carranza demonstrates motivation, commitment and dedication to her job and company, and an unyielding work-ethic. Additionally, Carranza is open-minded, eager to learn and accept new challenges, and continually seeks personal and career growth by never becoming complacent as an individual or employee. Carranza has developed the skills of observation and reflection on others’ actions, as well as hers, to improve her behaviors. Carranza has numerous experience with UPS; however, it is not the experience that makes her successful. Instead, it is what she has learned from her experience that makes her an outstanding leader and employee. Carranza has
Along with providing staff a degree of flexibility and independence in their daily assignments, Wade likewise sets expectations, deadlines and goals. Furthermore, Wade works with each staff member, helping them improve their individual skills while attaining the Division’s goals. When necessary, he expends additional time mentoring staff, helping them overcome obstacles. Even though he may feel exasperated at times by the lack of progress in an employee, he does not shy away from the challenge of helping the employee reach their
Read the posted case study about Benita Vasquez and discuss the following questions: 1. What are the clinical causes of death in the story? a. Senora Vasquez died because of uncontrolled diabetes, Infected wound and diffusing kidneys. With not well-controlled diabetes and acquiring an infected burn wound makes it harder for the patient to get treatment. Thus with the condition of the patient and her current social status, she is unable to afford the treatment and medications needed to alleviate her suffering.
“In the skills approach we shift our thinking from a focus on personality characteristics, which usually are viewed as innate and largely fixed, to an emphasis on skills and abilities that can be learned and developed” (Northouse, 2016, p.43). Vida definitely possesses the abilities and skills of the skills approach that empower her to be the effective leader she is today. According to Robert Katz, the author of the classic article “Skills of an Effective Administrator,” which was published in the Harvard Business Review, there are three basic personal skills that every leader should have: technical, human, and conceptual.
This book is important to business students because it shows that even the most seasoned executive runs into unexpected challenges and can find themselves in uncharted territory. Jim Barton’s experiences and lessons can be lessons for anyone. Any employee, whether they are support staff or a top executive, should always maintain an open mind and be ready to learn from a situation or the people around them at any time.
UPS as a company has become an employer of rewards, opportunity and achievement, and employer of choice. The company's nationally recognized human resources initiatives focus on the idea of keeping the reputation of being the best package delivery company in the business. In the facility I work for in Ontario, our Human Resources department faces a lot of challenges when dealing with their roles and responsibilities reason being this location is one of the largest in UPS. The HR roles and responsibilities have to be followed correctly in order for them to be proper in helping UPS maintain the reputation of having one of the world's largest and most talented workforces.
Johnson’s strengths are that she has the experience of military and attended HBS, where both her leader personality and business insight were enabled. She is a “go-getter” and can “instill confidence into the people around her”, according to her colleagues and subordinates. She is also communicative, because she initiated “one-to-one” conversation with every employee, and arranged plant-wide “state of the site” meetings from quarterly to monthly. In addition, Johnson is an insightful person because she mentioned multiple times that she would not sacrifice long term interest for short term growth.
Rogers Communications Inc. (RCI) is one of the leading, well-established communications and media companies in Canada. Competent management of human capital/resource and employee development are often among the key factors that contribute to a company’s success. Like others, Rogers attributes its success to (and takes pride in) its highly skilled and diversified workforce with 26,000 employees across the country. According to the company’s multi-year business plan (called Rogers 3.0), focus and investment in employees with their development are one of its key strategies (Rogers, 2017a). The company has been recognized as one of the Canadian top 100 employers and top employers for young people (Rogers, 2017b). This paper intends
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
Browsing want advertisements, it can be easily found that most of companies are looking for employees who have transferable skills involved in: passions towards working, responsibility, communication skills, team-working skills, etc. The skills which...
This includes letters and exit questionnaires. Tiera has had several informal mentors over the years. They have helped her to develop her management style and how to help motivate employees to become successful. She found herself striving to be in this business so that she could help people while achieving business results. She is one that drives others and herself to reach their fullest potential. Tiera has attained her knowledge to becoming a successful manager by a combination of education and experience. She has learned a lot from taking risks and making mistakes. Learning from failure she believes can be one of the greatest contributors to success. She is one that tries to surround herself with knowledgeable people to allow her to make the best decisions for the company. Just like in any job, Tiera faces challenges she must overcome. Many of her obstacles are a result of changes in the business environment and the demand of the clients. The most difficult part of her role as a supervisor is managing the different personalities of fifteen people. She wish she knew to think from a broader perspective earlier on in her career as well as not overreacting in situations. This would
Dearing is an incredible leader. He spends a good portion of his time on planning his schedule, his employees, and his organizations. He organized his company to where he’s in control of the entire operation but still has the checks and balance of his managers. Continuing, Mr. Dearing spends a good portion of his day trying to lead his company from evaluating the revenue aspects of it too, to motivating his employees and pushing them to their fullest extent. Mr. Dearing has a lot of strengths but does exemplify some deficiencies in communication with his staff and not taking the time to correctly create a mission statement. On the other hand, Mr. Dearing does show a lot of promise in the way he motivates his employees by rotating them at different jobs to create a better learning experience. He also has incredible interpersonal, cognitive and strategical skills that every leader needs to run a profitable business. With all of this being said, Mr. Dearing objectifies the idea of being a great
Bianca, A. (2013). "3 Action Steps to Reaching Stated Career Goals & Objectives." Work.Chron. Demand Media.
There are a multitude of individuals that are exemplary in their fields, but despise their jobs. This suggests that business professionals should pinpoint their strengths and find a career that is in alignment with their capabilities. According to Ursula Burns, finding a job is not a difficult task, it’s locating the right job. As a result, business professionals should utilize their niche when seeking employment to procure a position they will enjoy for the long haul. In addition to the aforementioned statements, it is paramount for an individual to give more than they take. It is evident, that there are numerous individuals that think the only route to success entails “taking”. To remedy this skewed mentality, it is vital for a business person to recognize that the grass is not always greener on the other side. Ultimately, it is counterproductive to constantly seek better opportunities when an individual is not applying the full spectrum of their
Self-Awareness: Are totally aware of who they are, and know their professional capabilities; they learn from their mistakes and move on.
... also convey a strong confidence in my ability to perform my job at a high level. Self-motivation is one of the traits that I put at the very top of any list of positive attributes.