PERFORMANCE APPRAISAL AND STRESS MANGEMENT
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This document discusses performance appraisal, stress management, and the findings of a survey on these topics. The key points are: 1) A survey found that most respondents felt performance management was clearly defined, but some did not. It suggested improving communication and feedback to address this. 2) The survey also found not all factors impacting performance were considered in appraisals. It recommended regularly gathering employee feedback to improve the system. 3) Respondents were unclear if their performance improved due to the system or other factors. The suggestion was to better communicate with employees about their performance.
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Work-life-balance is about striking a balance between the work for which a person gets paid and the personal commitments in his life, and how they impact on one another. Finding a suitable balance between work and daily living is a challenge that all workers face. An important aspect of work-life balance is the amount of time a person spends at work. Evidence suggests that long work hours may impair personal health, jeopardize safety and increase stress.
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Taking A Stand Against Stress in the Workplace
Assignment #3: "Stance Essay."
Joseph J Anderson
ENG 115- English Composition
Professor George McGeehan
February 17, 2017
We all have to go to work unless of course, you are so financially secure that money may not be a stressful responsibility. The majority of us do have to take on that responsibility and that alone causes tremendous amounts of stress. The reality is that working for a living is just part of life. Implementation of specific controlled factors could greatly increase job satisfaction and reduce stress. Reducing stress at work will benefit overall job satisfaction of most employees because strong leadership would manage them, support systems would be made available, and proper training techniques implemented.
There is supportive evidence of strong leadership reducing stress for employees. The employee needs to know their leader or management person will be there for them and not just some figure barking orders. When a leader is not respectful and just commands or delegates work orders that environment will typically be a stressful one. Without supporting evidence, anyone reading this should agree that no one should be treated disrespectfully by their leadership. An employee should feel as if their working for the leader and not under the leader as if the direct report was lesser of a human than that of the person in the leadership role. I would be willing to bet the majority of us have unfortunately experienced this type of behavior. Now, why is it crucial to have ethical leadership. Ethical leadership is defined as "the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships and the promotion of such conduct to followers through two-way communication, reinforcement and decision-making." Ethical leadership involves exhibiting traits such as honesty and integrity. Treating employees fairly, showing concern and respect for employees, establishing two-way communication characterized by trust and openness and encouraging employees to participate in decision-making (Zhou, Jin, Ma. 2016, p. 176).
Imagine yourself driving to work early in the morning knowing your schedule for the day. What if you were unable to satisfy the requirements of that day? Would your boss be eager to bring to your attention that you failed or would your boss be more understanding of your workload? Or maybe even offer guidance without harsh backlash? I would much rather have the helping and understanding boss. The manager with a poor attitude and disrespectful appeal will maintain that role in most cases whether you were able to achieve the goal of the day or not. So who am I pleasing here? Should I continue to work hard every day being hopeful, there may be a chance just to make that grumpy boss happy if I work a little harder next time. Or maybe you were like me driving home thinking I failed myself and my expectations. I failed my boss and his expe ...
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Motivating Project Team Strategy
Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
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Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
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Binder (2016) defines motivation as the potency that initiates, escorts and conserves goal-oriented performance. It is a psychological trait. The method I will employ in the determination on how my team members will be motivated is the Atman test. Atman test can be defined as a scientifically authenticated psychometric instrument that measures characteristic of character. This method is based on the personality theory factors.
Atman test accounts for 11 dimensions of individual personality through grouping them into five sections which include; thinking structure, motivation, leadership, sociability, and resistance to stress. In order to carry out a successful motivating assessment, one needs to understand what motivates the employees as well as what demotivates them, hence the reason why dimensions that are out of motivation are included in this test to equip the motivator with the full picture of employees personality.
To carry out an assessment with this method, employees are required to fill the Atman platform, which can be done from any computer, thereafter the motivator goes back to the platform and views the employee's results. Atman platforms evaluate 11 dimensions of the bipolar scale. For instance, the sociability scale depicts the state of the employee between being introverted and being extroverted. Nature scale, on the other hand, depicts what motivates employees in one hand as well as demotivating them from the other hand.
Atman test reveals to the motivator the kind of employees available. They can either be team oriented or result oriented. The test also reveals if the employees are traditional or adaptable. Result oriented employees will be motivated to attain the aimed results. Team oriented, on the other hand, cannot be motivated directly, this motivation can demotivate them. Traditional employees who are used to work as per their policies fail to catch up in structured work plans, this will demotivate them. Adaptable employees catch up with any structure thus easily motivated.
Describe the theory that most closely aligns with how you intend to motivate your team.
The Big five theory is the one that most closely aligns to Atman test motivation assessment. Big five theory refers to a research in the field of psychology which that is founded from the notion that common personality traits are captured by five dimensions, the O-C-E-A-N mnemonic. This mnemonic stands for openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism (Turner, 2014).
Openness to experience
High scorers in this dimension are curious, nontraditional and creative in general and they easily break the mold of typical approaches because of their intellectual curiosity. Low scores in this dimension are conventional and tend .
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HR Situational interview questions are an effective way to assess a candidate's problem-solving abilities, critical thinking skills, and ability to handle real-life scenarios in an HR position.
By asking candidates specific questions about how they would handle various situations, recruiters can gain valuable insights into their decision-making process, communication skills, and overall suitability for the role.
In this presentation, we will discuss five top HR situational interview questions for HR positions, along with the reasons why recruiters should ask these questions. Additionally, we will provide sample answers to help candidates prepare for their interviews.
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Final ProjectYou have been named the manager of a task f.docx
Final Project
You have been named the manager of a task force charged with conducting a critical but challenging change within your workplace. This change is likely to be met with some opposition. You will manage the task force and accomplish this change in just three months. So, you have a very short timeline in which to motivate your organization’s workforce to cooperate with your team and embrace the change it is implementing.
Use a current or past workplace as your hypothetical organization. Choose from one of the following changes to accomplish in the three-month timeframe:
Move your office location to a smaller workspace.
Reconfigure your workspace (cubicles) to a design with reduced privacy.
Merge two salesforce offices into one location, which requires a 10% reduction of your team.
Due to reduced sales, reduce your organization’s work week (and employee pay) by one full work day.
A proposed change of your choosing. You must obtain your instructor’s approval before completing your plan.
Refer to Chapter 5 of
Managing Motivation
on how to plan a motivation improvement project. Using the four steps, create a comprehensive plan to motivate your workforce to cooperate, and even support, this difficult change. Be sure to include:
A description of your hypothetical organization and the change associated with that organization.
A description of how you will plan the proposed change.
An investigation of the strength of each connection and possible causes of weak connections.
Identify appropriate solutions with thorough explanations to help generate employee buy-in and support.
Explain the results measurement process, including an employee feedback component.
Writing the Final Project
The Final Project:
Must be six to eight double-spaced pages in length (not including title and reference pages), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, including a minimum of two from the Ashford Online Library.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
?
?
"How can a manager, a consultant, or an individual begin to improve motivation? Using what we understand about motivation, we first diagnose problems and opportunities in the current situation and then determine appropriate solutions. We can do this for a work group or for a single individual. Unlike the car analogy where very little is known about why the car won’t start, we have now learned quite a bit about h.
ppt
1) The document discusses stress management techniques that can help reduce stress and its negative impacts on mental and physical well-being.
2) It provides context on stress research over the last century and competing definitions of stress. Hans Selye viewed stress as biochemical effects that are experienced irrespective of whether the situation is positive or negative.
3) The presentation describes a study on stress among employees of Rana Milk Food which found high job stress levels due to factors like low job security, workload, and improper schedules. It provides suggestions for reducing stress like redesigning jobs and implementing yoga/meditation sessions.
__JOB_STRENGTHS
This report summarizes Steve Morando's key job strengths based on an assessment. It finds that he has a practical approach, communicates clearly, and can give direction and persuade others, making him well-suited for roles like supervision. He also exhibits strengths in organization, planning, flexibility, stress tolerance, social skills, team motivation, and openness to self-improvement. The report is meant to highlight innate abilities rather than suitability for any single job.
Physician Leaders and Self Coaching 4 Key Questions
This article discusses a four-step process called O.A.R.S that physician leaders can use to navigate challenges in their new leadership roles. The four steps are: 1) Define the outcome you want to achieve, 2) Assess your actual current status, 3) Determine what research and development is needed to close any gaps, and 4) Commit to your next action step. The article provides examples of two physician leaders who worked through unclear roles and frustrations by applying the O.A.R.S. process to clarify their visions and paths forward.
Physician Leaders and Self-Coaching- 4 Key Questions
This article discusses a four step process called O.A.R.S that physician leaders can use to clarify their roles and authority in times of uncertainty. The four steps are: 1) Define the outcome wanted, 2) Assess the actual current status, 3) Determine what research and development is needed to close any gaps, and 4) Commit to a specific next step to work towards the outcome. The article provides examples of two physician leaders who worked through unclear situations using the O.A.R.S. process to gain clarity and direction in their new leadership roles.
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PERFORMANCE APPRAISAL AND STRESS MANGEMENT
- 1. Performance Appraisal and stress Management PRESENTED BY WAR OMAR FAROOQ
- 2. Performance appraisal is the ongoing process of evaluating employee performance. Stress is the response of people to the unreasonable/excessive pressure or demands placed on them.
- 3. Stress is not always negative. It may also bring out the best in individuals at times. It may induce an individual to discover innovative and smarter way of doing things. This positive dimension of stress is called as enstress. But usually, the term stress has a negative implication and this negative aspect of stress is termed as distress. “Stress causes some people to break, and other to break records”
- 4. FINDINGS AND SUGGESTIONS From our survey it appears that most of the repondents think that the performance management system is clearly defined in the organisation, but some of the respondents think that it is not clearly defined or they don't know. our suggestion is to focus on these employees and try to educate their mind by more and more communication and try to identify the problem, the HR should collect the information about it from all sources they have It will help them to solve the problem with already approved knowledge or offered methods.
- 5. Some of the respondents think that all the factors facilitating and hindering performance are not taken into consideration while appraising the performance, so HR should take timely feedback from all the employees about performance appraisal system of the organisation and its drawbacks, and try to fill the gaps by mutual acceptance of the employees and the HR.
- 6. From our survey it is clear that most of the respondents didn't know weather their performance is improved due to current performance management system or their is any other factor. our recommendation is to make proper communication with employees about their performances weather good or bad. Employees need to know if they are not meeting standards required, or if they are doing things incorrectly. They can’t change their behaviour if they do not know that their performance is not up to standard. They should also be told when they are doing something well. “A pat on the back for good work is a great motivator”.
- 7. From our survey it is clear that when the employees are in stress, they receive more support from colleagues than superiors, in many cases the advice or some kind of help from the boss, when the problem is connected to work, can be much more helpful. If the support is provided in the place, from where the stress originated, the effectiveness of such support is much higher. The managers of the company should anyway try to support the stressed employee.
- 8. LIMITATIONS OF THE STUDY
- 9. Every care has been taken to make this report authentic. Yet, there were a few uncomfortable factors which might have had their influence on the final report. It is said, “Nothing Is Perfect” and if this quote is true, we are sure there would be few shortcomings in this project also. Sincere efforts have been made to eliminate the limitations of the study. However, the following limitations hampered the course of the study: The study was to be completed in a short time; the time factor put a considerable limit on the scope and the extensiveness of the study. Because of the diversity of nature of respondents, the findings of the survey could not be generalized. Some of the respondents gave ambiguous replies for certain questions or omitted the responses to some of them. The interpretation of some responses became difficult and could generate wrong results.
- 10. CONCLUSION
- 11. To summarize the ideas of how the workers can be supported in stress situations, We would say that the main ways are: Talking to the worker in order to learn which way of emotional relaxation is the best exactly for him. Offering more brakes during some period. Investigate the problem. Learn the provokers and possible ways of problem’s solution. Make some kind of stress SWOT analysis in order to see the picture clearly wholly.
- 12. Thanks