Challenges Managers Face Providing Discussion Que
DISCUSSION POST MUST BE 10+ SENTENCES AND THE PEER REVIEW MUST BE 7+ SENTENCES PLEASE USE YOUR OWN WORDS AND DO NOT COPY FROM OTHER SITES STAY ON TOPIC ,BE POSITIVE , AND DO NOT COMMENT ON GRAMMAR ERRORS. TALK DIRECTLY TO CLASSMATES IN PEER REVIEWS!!! YOU MUST COMPLETE BOTH PEER REVIEWS AND DISCUSSION QUESTION!! THANK YOU
- 1) DISCUSSION QUESTION
Overcoming the Challenges Associated with Employee Feedback (10 points)
Assess the challenges of managers providing accurate, timely, and effective feedback to employees. Recommend how managers can overcome any two (2) of the challenges you identified.
Making a Big Positive Impact on an Organization (10 points)
Of the concepts covered in the textbook, determine which, if implemented well, would have the greatest impact on an organization. Provide a rationale with your response.
2) PEER REVIEW #1 (THOMAS)
The challenges managers face providing precise, timely, and useful feedback to their employees; occur when they become friends with employees managers feel guilty to give them negative feedback or when they have a larger staff to supervise. Some of the challenges can be surmounted by adhering to the rules and procedures as managers, making it clear to employees that business before pleasure and reminding them that feedback is essential for them to improve.
The Goal Theory which is base on the assumption that people will work harder when there is an achievable goal set for them. It is always good to establish a department goal so that employees can know what to work toward and be able to evaluate themselves base on how much work they have done weekly, monthly or yearly to grasp the goal they have achieved.
- 3) PEER REVIEW #2 (JOVAN)
In providing accurate, timely and effective feedback to employees, managers are often faced with the dilemma of holding employees accountable based on their level of an inadequate performance assessment or continuing to positively maintain their performance. In identifying challenges managers often face the problem of addressing certain issues with the employee that may be unpleasant to speak about. When addressing problems that employees may be facing, the employee may become defensive or deny any criticism that is addressed. Also the employee may display a greater sense of lacking urgency to complete assignments and meet required deadlines which will not only affect the individual but the company as well. Managers can overcome these challenges by implementing performance evaluation as a working lunch meeting in a neutral place. Usually over a meal, people are less likely to be defensive during a work evaluation and more open to concerns and more resilient to less than positive interaction. Several challenges that may be met in the office are often alleviated through a lunch meeting that provides a more calming and relaxed atmosphere. Along with an ineffective job performance evaluation, managers should also focus on the standards of performance that have been met and highlight positive elements of the employee’s performance. By focusing on positive elements as well, feedback can become encouraged and a follow up plan with a remedy to the evaluation can allow the individual to feel like their contributing to the performance as well.
The equity theory developed by J. Stacey Adams would have the greatest impact on an organization. An individual’s perception of the energy, time and commitment that is being put forth into their work is what the employee feels should be reciprocated from their productivity that is put forward. By evaluating the worth of their work helps the employee as well as the company fairly evaluate an evaluation that is more geared to being received and more objective. Formulating a plan together will help the employee and company meet expectations together.