Table of Contents
The following are the main lessons from the presentations by Michael Virardi, Iwona Kubica, and Richard Pettinger.
- Building or the bottom,
- Recognize the inherent humanity of others
- Persistence in achieving one’s goals
- Always maintain the lines of communication open
- Develop a quality assurance process
- identify how value is delivered
- Recognize human factors
- Adopt a pragmatic view
- Create a staffing strategy
- Jumpstart relationships to increase job satisfaction
- Clarification of project deliverables
- Clarify objectives
- Provision of support through feedback, coaching and follow up
- Excellent quality
- 100% Turnitin-safe
- Affordable prices
Advantages of the employee induction process
- A valid employee induction program helps save an organization money
- Reduction of employee turnover rates
- Helps ensure operational efficiency
- A proper employee induction process allows employees feel respected and valued
- It assists in the production of necessary information
- Helps to establish appropriate communication channels
Disadvantages of an employee induction process
- It increases the cot that an organization incurs in employee recruitment
- Increase the number of time employees require to understand their role within an organization efficiently
- It creates bottlenecks and challenges in scheduling of orientation training
- As a team rules keep changing and evolving over time, the induction process results in the continuous revision of company policy, guidelines, and regulations. In turn, this leads to an accumulation of large amounts of employee handbooks with conflicting requirements.
An management style provides an organization with a way of providing overall leadership and motivation to its employees. Though some management styles are available, they differ in the ring implementation
As such, each style is characterized by different methods and techniques that into ve factors such as participative laissez fair, leading by example and authoritarianism. Form the presentations provided the best employee approach to use would be the supportive style. In this style, managers seek to be approachable and empathetic towards their employees. They can achieve the goals of this method by providing skillful direction and structures that help employees understand their roles better. Also, when required managers can extend personal concern to employees as well as treating them with dignity and results. Consequently, this leads to employees feeling valued and appreciated. Using this approach is excellent as it also helps an organization manages change competitively. However, this method needs to be flexible and adaptive in accommodating the difference in employee motivation levels. A good leader, therefore, should opt for a style that matches up to the capabilities and comprehension levels of different employees. For example, one needs to be flexible in delegating duties and responsibilities by letting employees perform their tasks with minimal supervision. This entails that one allows employees a certain amount of independence in performing their job. Nonetheless, for employees who lack the necessary experience and competency, it is essential that delegated duties and responsibilities are supervised. Besides, for young employees their need for the constant provision of direction and guidance to align their efforts with an org nations goals and principles. Given that, this calls for a leader who is involved and capable of providing competent direction, training, and leadership. To do so, leaders explain tasks; offer support in carrying out these functions and works patiently with employees as they strive to accomplish the assigned tasks.
Accordingly, I would recommend the adoption of participatory management style as it offers the most befits an organization. This approach creates a sense of ownership within a company as it instills pride and serves to motivate employees resulting in increased productivity. Letting employees participate in organizations decision-making process enhances teamwork. By using a participative approach, managers can help create an enabling environment for the incorporation of employee’s suggestions in improving organizational efficiency and service delivery. And by doing so, organizations are better capable of implementing system changes as they have the goodwill and cooption of all employees. In addition to that, involving employees in decision making helps keep them appraised of organizational objectives as well as goals. In turn, this helps an organization react proactively to any demands of the marketplace.
- Carnevale, A.P. and Smith, N., 2013. Workplace basics: the skills employees need, and employers want.