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Employee Performace

Chapter 4
by

Carolyn Elbert

on 11 March 2015

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Transcript of Employee Performace

How are you motivated?

How do you motivate others?
Motivation
Five Basic Needs (in relation to the workplace):
Physiological-Heating/AC, Lighting, Breaks and Limits on Work Hours
Safety-Fair Wages, Healthcare, Safety Procedures and Benefits
Social-Teamwork, Sense of Belonging, Friendship and Acceptance
Esteem-Recognition, Promotions, Titles, Appreciation and Opportunities
Self-Actualization-Production, Best Quality of Work, Promotion
Maslow's Hierarchy of Needs
Motivation Factors: Things that Do motivate
Esteem
Accomplishment
Responsibility
Recondition
Growth

Maintenance Factors: Things that DO NOT motivate
Working Conditions
Hours
Fair Pay
Time off
Equipment
Herzberg's Two-Factor Theory
Professionalism-Exhibited by their manager; skills, knowledge and high standards. While serving the interest of the guests.

Personal Treatment-Practice fair and ethical treatment

Work and Task Support- Necessary tools and equipment to meet the standards and goals expected of them.
Employee Expectations
Motivation
Workplace Success
Chapter 4
Employee Performance
Incentive..."What do I get, as a result of me doing the task"
Can make employees unhappy & prevent them from doing a good job
Motivating Employees
Acknowledgment: Show you Care
Expressing Appreciation: "Thank You"
Sharing Information: Foundation for Involvement
Showing Interest: "How are you"
Involving Employees: Ideas and Responsibilities

Employee Development
Seven Step Process
Establish Goals
Select Development Methods
Approve and Implement Plan
Monitor Progress
Evaluate Plan (Successful or Not)
Celebrate Success
Maintain Success
Workplace Environment
Focus on the employees
Maintain open communication
Celebrate success
Promote Diversity
Manager's Role
Patience
Dedicated Effort
Genuine Concern
Set a Positive Example
Creating a Fair Workplace
It is NOT possible to maintain a positive workplace without equality
Harassment: unwelcome conduct
Sexual Harassment: unwelcome conduct of a sexual nature

Prevention is the best tool to eliminate workplace harassment
Hostile Work Environment
An environment that is sexually demeaning or intimidating (fear) to go to work
Develop a ZERO Tolerance Policy
The Coaching Process
Informal efforts to improve job performance
"managing by walking around"
Progressive Discipline:
Corrective Action (verbal)
Written Action, coaching/counseling
First Warning (written)
Second Warning (written)
Final Warning/Suspension (written)
Managing Conflict
Finding solutions to problems
Conflict Resolution Strategies:
-Negotiation:discussion between involved parties
-Mediation:third party facilitates discussion
-Arbitration: third party listens, reviews & makes decision

Performance Appraisals
Critical Part of Employee Motivation
Interaction between employee and manager
Discuss past performance
Establish new performance goals
Review job-related issues
Talk about employee development opportunities
Document performance
Performance Appraisal Procedures
Step1: Preparing for the meeting
Step2: Conduct the meeting
Step 3: Closing the meeting and follow up
Discuss Performance Problems
How do you engage your staff?
and why is it important?
Professional, Personal and Support
Full transcript