The manager I interviewed was my mother, Elizabeth Teves-Roda, who was a manager from 1991 until 2000 at Chiropractic Associates. Her role was to run the office, train employees, assist in the hiring process of employees as well as the third party billing. She stayed organized by setting goals, creating a process that would work efficiently and effectively as well as create guidelines and structure for the employees. Something that she found that worked well as a manager was effectively communicating with others. Communication is key because the employee has to know what their job is and how to efficiently and effectively execute the task at hand.
She shared several things that tie into the class. One thing she talked about that tied into …show more content…
As a result of looking at the employees’ strengths, she was able to give them tasks that would help for an effective and efficient outcome. She also explained that it is important to give non-managerial employees a chance if they make a mistake. It is crucial for an employee to not only know what they did wrong, but how they can change to fix the problem and learn from it. An employee needs to be able to identify why something went wrong and be able to change their behavior. It is very important for employees to be able to correct mistakes and learn on the fly. Another thing that connects with things we have learned in class is motivation and how it can be hard to get someone to work efficiently if they truly do not enjoy their job. As she mentioned in the interview, there are just some people that do not want to do more than they have to. When talking about the most challenging task when it comes to being a manager, she mentioned how it is hard to rely on people. A reason this is hard is because some people, as mentioned before, do not want to do anything more than they have to. An organization wants people that are highly motivated, enjoy their job and someone that is dependable. In the interview, we also discussed her leadership. She is a person who leads by example. She found this a
Another skill that is demanded throughout the workforce is attention to details. Most jobs in a company deal with small fragments of that company, which if altered in the slightest, can make the larger picture of the business crumble. I work in a hospital setting, and if one test tube is labeled incorrectly or misplaced then a patient could be seriously hurt or even die due to neglect. This could also lead to a lawsuit and the company to would undoubtedly cease to function. This skill is so important, that my current boss later told me in private that if I had not proven my ability to pay attention to details then I would not have gotten the job.
Employees are very observant and often watch their managements every move. As a manager, it is important to treat all employees equally and consider their needs when making decisions about the business. Management who sets unequal objectives or fails to recognize the positive efforts or performance of one employee and praises others who are not accomplishing the same quality creates a very unstable working atmosphere and respect and trust will be forfeited.
Each of us possess personal characteristic strengths that makes each of us unique. As individuals these strengths allow us to add value to all of our relationships both personally and professionally. For many of us, we can recognize the characteristics and how they add value to lives, unfortunately though many of us will struggle voicing these strengths openly during job interviews, performance evaluations, or team meetings. One of the first challenges is to understand that we are all lifelong learners and it is through these experiences that we develop these strengths which allows us to become an essential part of a relationship whether it is a personal or professional relationship. As within the realm of a Human Resource Professional the ability to recognize these strengths in people we must also recognize them within ourselves so that we may leverage those skills to advocate for both the employee and the organization. Throughout my life, my strengths have tended to gain more clarity and centered on my profession because form many of the majority of our time is spent there. Some of my personal characteristics that will bring value and strength to any organization are: organization, communication, the ability to be discrete and ethical, conflict management/problem solving and change management. As in many organization HR management requires a very orderly approach. Throughout my
to deliver specific, helpful information to employees about their performance and their value to the organization. (Geisler, 2012) Lastly, a great manager should be remain flexible, not all employees are the same and it’s important for a manager has to take the time to learn about what motivates and challenges employees and tailored to the employee’s needs.
In conjunction with my first strength, my second strength has been identified as the capacity to help subordinates grow and develop within their career. I have demonstrated this by mentoring employees. This has included helping them grow within their current position as well as aiding them in moving up from their current level within the organization. This aid is often in the form of teaching, listening, and giving them my insight to what I have observed within the organization in concern to both reviews of work and job promotions. Development of employees has to be a quality that is purposefully demonstrated consistently and not just when an employee asks for help. This requires a regular effort on the part of the leader of a team. In order to help an employee in this aspect a leader has to know employees on a basic fundamental level. The leadership practice of aiding in an employees’ career growth cannot be effectively engaged without the insight gained by the understanding and communication
There are six (6) competencies that every result driven employee must obtain in order to meet organizational goals and customer expectations. They are: accountability, customer service, decisiveness, entrepreneurship, problem solving and technical credibility. Accountability is one’s ability to hold her and other accountable for noticeable supremacy, profitable results in a timely matter. To be successful at accountability one must set priorities, establish objectives, delegate work, admit when one makes an oversight, obeys with company guidelines. Customer service is a requirement for internal and external customers; one must anticipate and meet both their needs while delivering high-quality merchandise and assistances. A continuous improvement is a requirement for customer service. Decisiveness will help one make an effective and educated, but timely decision regardless of the amount of data available or if one’s decision has unfavorable consequences. Distinguishes the possible impact and implications of one’s choices. Entrepreneurship will assist with a successful future with the organization by pinpointing new opportunities. Assistances with building the organization by developing or improving existing merchandise or services. Entrepreneurship will take computed possibilities to achieve organizational objectives. Problem solving will assist in identifying and analyzing possible problems, calculate and produce alternative results, consider the significance and
Physical Therapist is citing from website; www.apta.org/aboutpts " physical therapist are highly-educated licensed health care professionals who can help patients reduce pain and improve or restore mobility.
Chiropractic is a health care profession that focuses on disorders of the musculoskeletal system and the nervous system, and the effects of these disorders on general health. Chiropractic care is used most often to treat neuromusculoskeletal complaints, including but not limited to back pain, neck pain, pain in the joints of the arms or legs, and headaches (What is Chiropractic?).
The modern workplace is quite different than before and it requires multiple skills set to make a effective decision and become a successful. Technology has shaped the world in different ways, and our society has been changing rapidly through the innovation, economic development, education, and information. I believe to be a successful person in this world, one should have strong knowledge in interpersonal skill, critical thinking, leadership quality, communication-presentation, research and analysis. These qualities and skills are essential in terms of making a difference within a personality, and producing a positive outcome, and we can develop these skills through daily practices in our work environment.
In the course of our lifetime our employers need to understand that sometimes an employee may not perform to the best of their ability due to outside influences. They should empathize with the employee and try to come up with a solution that fits everyone's needs.
And, as a leader, manager or supervisor, it can give peace of mind knowing he or she can depend on his or her employees to do what they are supposed to do. However, to expect employees to maintain accountability for their performances, they need to be told what is expected of them and they need to have a solid understanding of those expectations. “You cannot hold someone accountable if they do not know what is expected of them or do not have the ability to meet expectations” (Pearson & Sutherland, 2017, p.429). An organization can provide this through written policies of specific job requirements, organizational rules for promotion and advancement, opportunities for job education and career development, and clear expectations for employee behavior and performance. “Eliminating ambiguity is essential and ensures that individuals cannot claim they did not know and so cannot be held accountable” (Pearson & Sutherland, 2017, p. 436). Also, employers need to identify the relationship between performance and the reward or penalties that may happen. “Communication, feedback and conversations are seen as vital to support accountability” (Pearson & Sutherland, 2017, p.
Present day managers have an obligation to their employees and organization to be effective and efficient leaders. Leaders are expected to create an atmosphere that values a supportive work environment and transparent communication. In the case of Two Tough Calls, Susan frequently criticizes Phil’s and Terry’s work performance due to poor work performance. However, Susan outlines several managerial imperfections throughout the entire case; weaknesses such as irreverence, unequivocal personality, and a lack of motivational skills.
The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.
A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and