Results Oriented Workplace

Growing up, the business world has always intrigued me, however I am far more curious and eager to develop knowledge about the operations of Business management and human resources. I have strong beliefs that the business world would not be successful without driven individuals who are respected and are developed in a positive working environment.

On September 6th, 1971, President Richard Nixon gave the “Address to the Nation on Labor Day.” In this speech, he determines that there is a change in the work environment air. Nixon claims that workers in this developmental time deserve new opportunities to grow within their work. He reached the conclusion that job satisfaction should be a company's main focus. As the work environment evolves, worker satisfaction becomes increasingly more important. Employees have expectations, such as raises, insurance, and paid time off, so if a company is not willing to comply with these new demands, then it will become increasingly difficult to generate decent productivity rates. Nixon defined this word by stating that “Productivity really means getting

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

Relational returns (recognition and status, employment security, challenging work, learning opportunities) increase efficiency and engagement of employees.

Over the last two decades, American workers have been clocking more and more hours on the job, and they now work more hours than workers in any other industrialized country. Annual work hours are 4% higher than they were in 1980, amounting to an extra 1 hour and 30 minutes at work per week, on average (ILO 1999). Workers are also clocking more overtime hours. Almost one-third of the workforce regularly works more than the standard 40-hour week; one-fifth work more than 50 hours. The growth in overtime work, while helping to drive the healthy growth in output in the U.S., has unhealthy social costs. It is taking its toll not only on workers, but on their families, communities, and, ultimately in many cases, patients, customers, and

Furthermore, standard expectation results in a decrease in a workers’ efficiency when completing an assignment. In addition, making workers work for more than 40 hours a week result in less creative innovation For example, when a person “create an environment that never changes and is always the same, you’ll stop innovation dead in its tracks” (DeMers 2016). Also, there are too many distractions that workers are faced with in work that reduces productivity, like unnecessary meeting and conversation that takes up too much time.

I didn’t really think this course would change the way I perform my job. I found that it has changed my awareness and in turn has changed things I do that I didn’t notice. I am more aware of the descisions made in upper management and how it effects the production scheduling as much as it does. We have had a lot of deadlines set on my department with new product lines. We always meet the demands due to the scheduling management sets us as leaders

You need to set ambitious targets that will motivate and inspire your employees; however it is important to get the balance correct otherwise you risk disheartening them. Companies should refer back to past performance data for recent years to get a sense of what kind of performance boosts you 've seen before – doing this will help give a

Benchmarking can be a successful tool to determine root causes and potential solutions to a problem. Benchmarking allows for an organization to compare themselves to others in the same field and gauge what works and hasn’t work for others. (Suttle, n.d.) One tool that can

Over the past few decades, the work overload has raised and worsened causing an increase in work hours as well as levels of stress within employees. As stated by Stefani Forster in her article “Sweden Adopts A 6-Hour Work Day: Should Canada Follow Suit?” employees who work longer hours are associated with a decrease in productivity per hour. Sweden has decided to switch to a six hour work day unlike Canada’s average eight our work day, for the organizations to succeed. Much of a company’s success is based on the employee’s performance as well as the ability to complete tasks well and on time. This can be achieved by decreasing the amount of hours an employee works in a day as employees are happier, more energetic and achieve work related

Different nations have come up with different work programs and policies that support alternative work programs. In the United States, there is the Tele-work enhancement Act of 2010 passed in to law by President Barrack. The act provides a blueprint on how to improve technology that will enable incorporation and assimilation of alternating work programs. The main objective of this program is retaining the high qualified persons, retaining valuable, and employees with great talents (Sukal, 2010). Through the Tele-work act, entails well formulated and implemented Tele-work programs that permits the federal agencies to achieve their objectives and also enables employees to improve their work and social life. In particular, this Act allows improvement

It is an fascinating time for performance management which is being closely questioned and looked at by those wanting to understand some of the the key challenges in practice, and how successful performance management is providing better outcomes for citizens. Outcomes are often defined as—outcomes for effectiveness (improving how we do things) and outcomes for efficiency (doing things in a more cost-effective way). (Wolf and Fry 2013). Both of these outcomes are central to the NHS performance framework.

The 4 day work week is not a new idea. It is one that has had its share of controversies over the years. Introduced in the 1970’s the idea of the 4 days work week has been making a comeback as of lately. There are several issues to look at here. One of the main statements in regards to it is that productivity will decrease because of fatigue. A 10 hour work day is too long. On the flipside, another of the main issues pointed out by proponents is that productivity will increase because you will have a workforce with higher morale. In this paper, we will discuss

The impact of computer technology in the workplace has been enormous within the past decade, both positive and negative. Distant communication through the use of computers and mobile devices have overhauled the office setting completely. Email, social networking sites and the world of the Internet have opened a whole new avenue of communication. Technology has changed the entire workplace environment, the relationships, and how things get done.

The productivity of any organization depends on the satisfaction of the employees, as happier employees also make more profit as they work faster and harder.