Staff Effectiveness Paper

For any business to be successful it needs motivated employees. They are the single most important factor in the long-term success of an organisation.

In today’s business world, it seems that the major pitfall is in employees’ lack of motivation and engagement in their positions. This results in decreased productivity and satisfaction, and overall diminished views of the establishment. The relationships between employers and employees also suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a Culture of Motivation, the first place to start in correcting this problem, is to educate managers on the benefits of an empowered workforce, and how to effectively inspire them.

The employee needs to be performing at the optimal level and displaying a good attitude toward the company. If the employee does not exhibit these characteristics, then productivity of that person decreases and then the quality of the mission decreases. The leader needs to see these happening with the employee to make sure they are not causing destruction to themselves or the company. If the leader does not address the poor performance, then the employee will continue to act that or even get worse. When an employee has a bad attitude and bad work ethic it can transfer to other employees as well. When no one care to work for the company or have a good attitude about work, then the company will become unsuccessful. When the employees do not care about the company, the company then will fail because its counterparts let it fall to the way side; or in the military the mission from command will not be completed and disciplinary actions will be

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

Our church structure reflects a modified version of the Staff Based Leadership Model (Whitaker and Jones, 2002); we have a Pastor and an Executive Team. Our church, however, is autonomous and does not function under any higher governing body.

When offers of reduced pricing are accepted for equipment, meeting delivery expectations becomes an important part of enhancing the customer experience to maintain satisfied loyal customers. An inventory specialist in the current distribution center would be given the additional task of segregating and maintaining inventory levels to meet the needs of the customer loyalty department.

The leadership of a company will determine the structure and culture of the environment, and it is vital to select employees who will flourish in the environment (Argosy University Online, 2016). I/O psychologists aid in developing and managing an organizational culture and structure that defends the business strategy and core competencies. The strategic vision of Advanced HR Solutions, Inc. is to respect and encourage employees’ abilities

My church is located in the suburbs of Norristown and Philadelphia, PA. It is in Worcester Township but we bring in parishioners and visitors from all over the surrounded five or six counties. We are easily accessible by car but you really cannot get to us by any other means. The closest bus-stop and is about a mile away and we do not even have sidewalks out front. In short, you need to drive to get to us.

Culture and Employee skills: Deep rooted quality consciousness and team spirit. Highly skilled staff and high morale. Good labor elation with effective policies leading to high level of empowerment.

The work by Mayo in the Hawthorne studies demonstrated that the employment relationship was important, and that were employees felt the employer cared and they felt important they were likely to work harder (Gillespie, 1993). Employees regularly state that the best employers are those that provide a workplace which is stimulating and enjoyable, where there is trust and they feel they are treated equitably (Buchanan & Huczynski, 2011). While some of these elements may be assessed by looking at issues such as compensation and working condition, they are all likely to reflect the organizational culture and the attitude towards looking after employees. Therefore, before looking at specific strategies and approaches to different aspects of HR, the concept of culture, which will impact on all areas of operations needs to be considered.

Human Resource Management’s Leadership Development Programs and the Effects on Employee morale: An Annotated Bibliography

Organizations are currently being faced with the challenges of improving their innovation and being adoptable to the changing environments (Dowling, Marion, and Allen 23). As a result, effective leadership and management of human resources have been stepped by many firms as a way of encouraging and facilitating innovation and flexibility to competitive pressures. Indeed, managing and leading people are an essential element in culminating positive values among the employees that encourages healthy internal competition, employee innovativeness and firm productivity. In this analysis, we shall examine the main advantages and disadvantages of leading and managing people as an organizational manager on the ideals that underlie effective management

The author currently consults in employee relations, organization change, and development. His clients include both private and public sector organizations.

Effective leaders clarify the path to help their followers achieve their goals and make the journey easier by reducing roadblocks and pitfalls. Research demonstrates that employee performance and satisfaction are positively influenced when the leader compensates for the shortcomings in either the employee or the work setting.

A company’s human and intellectual capital is one of its most valuable assets. Good workplace conditions and relations can help a company to attract, keep and develop human capital, keeping operations and staff morale high. Employees are more likely to be motivated, committed