Is lowering performance standards in response to a failure to meet those standards necessarily a sign of “giving up”? Why or why not?
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Is lowering performance standards in response to a failure to meet those standards necessarily a sign of “giving up”? Why or why not?
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- Why is it in a company’s best interests to break down the glass ceiling?When there is ineffective training of employees, which part of the company suffers? When there is a lack of resources, what happens now?Do you believe that a formal, annual performance management process is necessary to help an organization reach its goals? Why or why not? What are the minimum process requirements that must be met to successfully evaluate performance?
- You work as a supervisor in a manufacturing firm. The company has implemented a balanced-scorecard performance-appraisal system and a financial bonus for exceeding goals. A major customer order for 1,000 units needs to ship to a destination across the country by the end of the quarter, which is two days away from its close. This shipment, if it goes well, will have a major impact on both your customer-satisfaction goals and your financial goals. With 990 units built, a machine breaks. It will take two days to get the parts and repair the machine. You realize there is an opportunity to load the finished units on a truck tomorrow with paperwork for the completed order of 1,000 units. You can have an employee fly out with the 10 remaining parts and meet the truck at the destination city once the machinery has been repaired. The 10 units can be added to the pallet and delivered as a complete shipment of 1,000 pieces, matching the customer’s order and your paperwork. What do you do?How can organizations ensure that feedback from 360-degree assessments is used for development purposes rather than punitive ones, and that it is used to support growth and improvement rather than to punish or reprimand employees?Of what value would it be to know that you were going to be training a class of persons between the ages of 20 and 35? What suggestions would you make to the instructor or trainer as to how to better teach the course given the generations represented in the class? Would this affect your design or delivery method? Why or why not?
- It has been estimated that organizations in the United States lose 5% of their revenues to fraud each year, and that 50% of inventory shrinkage is due to employee theft. How can organizations combat employee dishonesty? Can organizations screen for honesty in the selection process? What can an organization do to encourage honest behavior among its workforce?Describe the approaches to managing performance problems. Which approach is the worst in dealing with performance issues? Why? please explain clearly 250-300 wordsDiscuss a total rewards plan for a chosen organization and how the total rewards plan impacts quality employee selection and retention. Consider the type of discretionary benefits the organization offers. Do you think the benefit plan your organization offers is well designed and meets the needs of the employees?
- Giving a child money for every "A" received on a report card, offering a bonus to an employee for increased performance, or tipping a server in a restaurant for good service are all examples of intrinsic rewards. True FalseWhat kind of activities would you include in a wellness program for an organization that has employees with a variety of comorbidities such as (diabetes, cholesterol, high blood pressure)?Performance management is a comprehensive process designed to maximize the effectiveness of individuals, teams, and organizations in achieving their goals. It involves setting clear objectives, providing feedback and coaching, evaluating performance, and rewarding success. Effective performance management helps align individual and team efforts with organizational objectives, fosters employee development and engagement, and enhances overall productivity and effectiveness. Key components of performance management include establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, providing regular and constructive feedback, identifying areas for improvement, and recognizing and rewarding achievements. Performance management also encompasses ongoing communication between managers and employees to clarify expectations, address concerns, and support career development. By implementing a robust performance management system, organizations can optimize their human…