AO2/A03 How Steve Brankin manages people, finances and resources with in Asidua
In Asidua the management of people, finances and resources under Steve are central to business success. He undertakes this huge managerial task in a number of ways. Interviewing Steve gave me a great insight into these methods.
Managing People
Recruitment, Retention and Training of Employees.
Employees in Asidua have to go through a short listing process and a job interview. Jobs are advertised on their website, Asidua.com kike the example in appendix 1 showing the job vacancy for an “Experience NET Designer”. Steve will also make sure that this job is advertised properly so people capable of doing the job can apply.
Another method of
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It is the employee’s interaction that gives them a sense of recognition.
Setting clear objectives and receiving feedback
A manager such as Steve Brankin uses close supervision, carefully dictating how his employees complete their jobs. The understanding that employees dislike work and responsibility and the only reason they are there is for the financial reward. Giving employees praise is a positive and effective way to get employees working. Asidua do this by appraisal/performance management schemes. This enables objectives and training needs to be agreed at the start of the performance review cycle and reviewed as appropriate in the year. Steve has said in our questionnaire that feedback is an ongoing basis, and it is formally documented at the mid way point and at the end of the cycle.
Another way Asidua set objectives is by setting task specifically suited to the employees skills, knowledge and experience, by doing this employees within Asidua will be given task that they are interested in and it means they will be completed to the best of the persons abilities.
Maslow’s Hierarchy of Needs has been ignored in Asidua as Steve Brankin uses it to look at the management in Asidua.
He uses this theory as it has the idea that needs are essential
Maslow’s hierarchy is used within organisations by employers as their employees have basic human needs and a right to strive for self-actualisation. Successful organisations will be ones who care, understand, encourage and enable personal growth towards their employees.
Abraham Maslow created a ‘needs theory’ where “human needs are ranked on an ascending scale according to how essential the needs are for survival” (Kozier & Erb, 2014, p. 237). “Once a lower need is fulfilled, a next
Much like the pyramids of Giza, Maslow’s pyramid of needs is still standing! Abraham Harold Maslow’s belief regarding people’s motivation to attain particular needs are obviously highlighted in William Golding’s characters in the novel Lord of the Flies. Jack and Ralph in particular show off the successful and unsuccessful ways to prioritize certain needs. Jack embodies the paragon of Maslow’s ideas in the novel faster than you can say, “Maslow’s Hierarchy of Needs!”
It gives the opportunity to provide structured feedback and reflection and recognise ay achievements as well as identify any performance issues.
An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.
3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.
Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.
In order to create a high performance organization, we need to develop the capacity of Tamarack staff to perform and contribute to a workplace in which employees can develop their full potential. An effective performance management/appraisal system, which managers lead and own, helps us to achieve our goals by connecting employee contributions to the overall organizational goals and providing a system of appraisal that is forward thinking and supports development.
Managers and supervisors need to have resources available for review when conducting a performance appraisal, along with training on the specific rating system. Concept: Elements of Effective Performance Feedback Interviews Mastery 100% Questions 10 11 12 10. Prior to the performance-feedback interview, the supervisor should A. communicate frequently with subordinates about their performance
Abraham Maslow is a psychologist who had developed the Hierarchy of needs model in 1940-50s, and the Hierarchy needs theory is still being used to day and for understanding the human motivation. In his hierarchy he believes that people are motivated to achieve certain needs. And when a human had fulfilled a person would seek to fulfil the next one. Maslow’s hierarchy needs is concerning the responsibility of service providers to provide a
The first port of call, or initial point of contact, for performance management is usually the
Abraham Maslow’s hierarchy of needs model is implemented off a hierarchal pyramid which is renowned as one the most motivational theories, it is mainly incorporated with business dynamics, and it can also be used when relating to cultural diversity. Maslow 's hierarchy outlines in a hierarchal order as drawn upon by (Patrick.A.G, 2003) quoted by Maslow that the needs are ' 'Physiological, safety, social, self-esteem, and self-actualization ' '. The physiological needs are the basis that an individual will attain such as, basic human needs which incorporate survival, food and shelter. After the physiological needs have been met, safety and security is the next priority need on the hierarchy,
Good performance review techniques and methods come in a variety of forms ranging from the use of management coaches to the establishment and distribution of written evaluations. Evaluations should include all direct reports from those employees who work within the department; from beginning to end, the process of using a questionnaire benefits gloriously to a manager and their employees. Discovering what employees genuinely think of a manager’s work and leadership abilities proves crucial as it becomes an essential step in maintaining strengths and improving weaknesses. The use of a hired management coach can help during the performance reviews immensely; as their job is to aide in the facilitation of meetings, coaches can assist in assuring that the review
In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces
The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.