Final Project Reflection

Teamwork

Colleagues that successfully manage to work as a team in group projects and initiatives are viewed as strong players in the success of the company (Sami, 2007). In this company our team members are able to participate in group brainstorming; they willingly volunteer for team projects roles; whenever necessary they take up slack positively; support each other approaches and ideas and are willing to play other workers role whenever there is a need to do so.

Communication

The good performance of our workers is also contributed by their ability to communicate appropriately, accurately and professionally. This has been confirmed by noting that the workers use clear, precise written and verbal communications; have a timely email and voice mail follow up; have good responsive attitudes to managers and workers and are able to articulate ideas, feedback and concepts accurately.

Job Functions

Key performance indicators that are directly linked to job functions are applied in evaluation depending on the role and responsibilities of employees. Among the performance indicators applied in our company is attention to detail, timeliness, innovation and creativity, good management of time, ability to effectively function in different fields, initiative and consistency. We also examine whether a worker is able to meet the preset goals during the time period set.

Develop strategies to encourage employees. How will you reward them for their performance and support them during difficulty?

Rewards

In our company, we are keen on rewarding our workers since this strategy motivates them and also influences their behavior and attitude. To maintain a quality team of workers we use both financial and non-financial forms of rewards.

Financial Rewards

Besides the normal pay rate that is under the employee legislation, we award our workers some payments above their normal wages when we want to reward their performances. Financial rewards are effective for they have been helping us to maintain and attract the best workers since the salaries are quite competitive.

Bonuses

We use bonuses in the company as an ad hoc financial reward system. The bonuses are connected to particular measures of performance and normally occur at some predictable times such as during the financial year end.

Non-financial recognition

We recognize our workers in non-financial ways such as giving positive feedback, higher status, recognition and allowing them to participate more. In non-financial recognition the employees appreciate that their efforts are noticed and even acknowledged in public. This form of recognition helps in creating a closer relationship between a worker and the management (Becker, 2014).

Providing Support during Difficulties

There are a number of ways through which the management provides support to workers during difficult moments. First, the leaders ensure that they keep their doors open hence providing the workers with an open access where they are able to directly communicate their issues to the management. Secondly, the employees are given direction in their work but they are not fully controlled on how they work. Workers who are not satisfied in their working area are motivated and directed in other areas of their interests rather than rebuke them for low productivity

Describe strategies to leverage on employee assets. How will you identify their strengths and use them to better the performance and skills of individual employees?

There are various ways that we intend to use in order to leverage on the employee assets. First, we will connect the goals and visions of the company with individual performance of workers, through connecting specific vision and goals to a common vision of an employee offer a sense of contribution, focus and purpose. We intend to offer the workers training, time and right tools to accomplish their duties. Our aim is to ensure that quality of production is achieved and every individual employee enjoys success. The second method that we intend to use in our endeavor to leverage on employee assets is to prioritize on encouraging and recognizing employees’ effort. This strategy will not only help to retain the best performers, it will also encourage poor performers to work harder for recognition.

We also intend to give the poor performers more attention through finding ways to improve their performances. We shall also accommodate honest mistakes by allowing the workers to learn from them rather than rebuke or punish them. On regular basis, we intend to be removing barriers that could be causing low productivity from the workers. To find solutions to the barriers, the employees will be actively involved. This will make them more comfortable with the new decisions for they will be the solution makers. Lastly, we shall ensure that we live according to the organization’s values; we will achieve this by ensuring that practices and policies are consistent with the value statement. Major processes, practices and policies of the company will be audited regularly to ensure that they don’t hinder proper engagement of the workers.

Describe a vision for the overall culture you aspire to develop in your organization

It is the desire of our organization to evolve the existing culture into one that will bring more satisfaction and personal meaning to the workers. We intend to come up with a culture that will help us impact our society and world at large. To achieve this, we shall create strategies that will help our employees overt to become more productive in their jobs more; introduce more experimentation, training, and learning and come up with ways that can help us move faster in production through simplifying work. Our employees shall be encouraged to grab every opportunity to improve their productivity as well as advance their skills and knowledge.

How will you integrate rewards and incentives to remain competitive in your market and appeal to your employees?

Our company will integrate rewards and incentives in the effort to be competitive and to appeal to workers. Both rewards and incentives are vital in any organization for they benefit both the employers and employees. Employees who are rewarded and given incentives are more motivated, are more involved in the functions of the organization and have more job satisfaction. Employers on the other hand experience more productivity and sales as well as become more efficient. Both workers and employers also enjoy a productive and positive environment of work through the application of incentives and rewards (Gary, 2013).

To motivate our workers into working harder, and remain competitive in our industry, we shall begin by offering our workers monetary rewards to motivate them to work harder. Monetary incentives such as paid time off, plans of sharing profit and bonuses shall be used. With these incentives, our employees will be encouraged to compete within themselves something that will accelerate the overall production of the company. The employees will also be rewarded with non-monetary opportunities that will include training opportunities, chances of independent working and award of flexible working hours. Through these rewards and incentives the employees will be able to pursue more job opportunities as well as learn more skills (Haq, 2016). We shall also have recognition awards where employees who have performed well will be publicly awarded and praised hence raising their morale. Lastly, we shall ensure that we create a good work balance of workers as a way of improving their job satisfaction.

References

Becker, G. (2014). Human Capital: A theoretical and empirical analysis with special reference to Education. The University of Chicago Press.

Gary, S. (2013). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education (3rd ed.). University of Chicago Press.

Haq, M. (2016). Reflection on Human Development. Delhi: Oxford University Press.

Sami, M. (2007). Assessing human resources for science and technology: the 3Ds framework. Science and Public Policy