Chapter 10 Closing Case- The Role of Pride in Building High Morale
- Some human resource department employees voice concerns when supervisors or team leaders get involved with the everyday problems of their workers. Discuss your thoughts on this issue.
The involvement of supervisors and team leaders in everyday operational practices of team workers helps in developing a sense of relativity among the workers. The cooperative alliance of both team leaders, as well as employees, will facilitate the overall development of the business policies. Along with this, it will also boost the attributes of the sense of responsibility of employees towards the overall and sustainable development of the organization. Such practices are recognized as personalization of workplace, in which personal as well professional tribulations are considered on the same platform. Employees are provided with best possible services to alleviate the issues (Bens, 2017).
For instance, managerial heads of Marriott are instructed to involve with their workers on regular basis to recognize every work done well. The cosmopolitan environment among the workers is monitored by providing personal assistance in learning language and culture. Even more, the team leaders also facilitate the workers in finding affordable daily-care services because according to them, any dilemma with the employee will fatally affect the on the job performance of their employee. In order to facilitate the morale boost of employees and better customer service policies, a comprehensive alignment of supervisors and workers in everyday problems plays a crucial role (Vie, 2012).
- Some leaders in business and industry say that worker pride is the by-product of achievement. What are your thoughts? What factors constitute achievement at your local McDonald’s restaurant? Your local community hospital?
In every organizational structure, employees/workers act as a strength of character for it. All the accomplishment or execution is relatively coupled with the efforts made by the workers. There is no denying the fact that achievement and its appreciation assist high morale build among the employees. It boosts the sense of responsibility among the workers and prompts their conscience to serve the organization with best of their abilities. Individual achievement and accomplishment of proposed objectives personalize the working as per employee’s compatibility. Therefore, undoubtedly, it can be inferred that worker pride at the workplace comes through achievement and its appreciation (DuFour & Eaker, 2009).
Considering the paradigm of McDonald’s restaurant, any work done well is considered as an achievement. The foremost appraisal achievement is good customer service skills by showing sensitivity towards their individual needs. Along with it, quality food preparation along with health and hygiene also falls under the segment of achievement for the employee (Qureshi & Hassan, 2013). However, in a hospital, management of a nursing department of 16 or more employees to facilitate a fast-paced infusion company is considered as an achievement. Along with this, employee’s involvement and contribution in Hospital Improvement team to improvise the patient flow is also granted as a potential achievement for the workers (Young, Bartram, Stanton & Leggat, 2010). Thus, all the following achievements are appraised by the respective organizations either through personal notes or reward appraisal system.
Chapter 11 Closing Case-Make Yourself Memorable
- Some social critics say that too many people these days are rude, crude, and inconsiderate of others. Do you agree? Explain.
In the contemporary world, the upcoming generations are seemed to be more arrogant and rude due to various issues like lack of ethical parenting, inconsiderate culture, instant gratification, and self-indulgence. However, it’s not the challenge only to the modern world. Historical instances also indicate towards people complaining about rudeness and lack of etiquettes in the other people (Porath & Pearson, 2013).
In 1744, at the age of 16, George Washington wrote an etiquette book named as “Rules of Civility & Decent Behavior in Company and Conversation: a Book of Etiquette”. The various civility issues explored and discussed in the following book in the 18th century are still in existence. Even more, from 3580 B.C. to 3536 B.C., during the Fifth Egyptian Dynasty, the first etiquette book was written by Ptah-Hotep. He was a philosopher, who explored various loopholes and drawbacks in the society about etiquettes as well as the living standard of the population (Ogan, Finkelstein, Walker, Carlson & Cassell, 2012). Thus, it is perceptible that the society is challenged with the concern of being rude, crude, and inconsiderate of others in the modern world but the similar traits were experienced in the early life as well.
- Make a list of prominent people who, in your opinion, have class. Also, make a list of friends or coworkers who have class. List and evaluate the personal qualities displayed by these individuals you most admire.
In the modern world around us, there are numerous people with diverse personalities. Out of them, some personalities are highly influential due to their class. For instance, Carol Vorderman, Hugh Laurie, David Dimbleby, Jo Whiley, Stephen King and Jim Carrey are some potential examples of people who possess class in their life.
Considering my personal opinion about the people who influenced me in terms of class, Irene Hirshman is the first person comes to my mind. The preeminent qualities which differentiate the personality are communication skills, honesty, technical competency, work ethics, determination, and persistence. Along with this, Jennifer Brown has also prejudiced me to a great extent by her qualities like personal abilities, result oriented, knowledgeable, amiable and persuasive. Furthermore, Laurie Goods is another person, who posses class in life. It can be justified by his potential qualities such as trustworthy, flexible, organized, personal qualities, easy going, adaptable and insightful.
- If you want to become a more memorable person—someone with class—what type of self-improvement program would you undertake? Explain. If you decided to develop a strong personal brand, would the class be a major component of your brand?
In order to become a more memorable person, the adequate self-development program is being motivational on your own. In other terms, it can be described as “state-pumping” self-development program, which drives the emotion and enthusiasm to meet the objectives. The consequences of such programs may be difficult sometimes but it provides a burning and tingling sensation inside on thinking about the possibilities associated with the program. The mental assurance and the adrenaline boost inside the body act as a supernatural power in the hard times to attempt beyond the limits (Dörnyei, 2009).
There is no denying the fact that this self-development program acts a short-term drug for people. Motivation cannot make the things happen but it can keep the person going. Comprehensive alignment of motivation with discipline, work ethic, and strong habits will surely lead to successful accomplishment of the proposed objectives (Deci & Ryan, 2008). Moreover, in order to become a strong personal brand, class plays a significant role because it provides a sense of determination without any excuses. Also, it aims at the self-building without degrading others. The most imperative thing associated is that class cannot be faked, it will always be real (Dingjun, 2010).
References
Bens, I. (2017). Facilitating with Ease!: core skills for facilitators, team leaders and members, managers, consultants, and trainers. John Wiley & Sons.
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), 182.
Dingjun, W. (2010). Individual’s Feeling of Fairness and Personality Orientation in Consciousness of Class [J]. Sociological Studies, 1, 005.
Dörnyei, Z. (2009). The L2 motivational self system. Motivation, language identity, and the L2 self, 36(3), 9-11.
DuFour, R., & Eaker, R. (2009). Professional Learning Communities at Workâ „¢: Best Practices for Enhancing Students Achievement. Solution Tree Press.
Ogan, A., Finkelstein, S., Walker, E., Carlson, R., & Cassell, J. (2012). Rudeness and rapport: Insults and learning gains in peer tutoring. In International Conference on Intelligent Tutoring Systems (pp. 11-21). Springer, Berlin, Heidelberg.
Porath, C., & Pearson, C. (2013). The price of incivility. Harvard business review, 91(1-2), 115-121.
Qureshi, A., & Hassan, M. (2013). Impact of performance management on the organizational performance: An analytical investigation of the business model of McDonalds. International Journal of Academic Research in Economics and Management Sciences, 2(5), 54.
Vie, O. E. (2012). In search of influence-leading knowledge workers with care. International Journal of Business and Management, 7(20), 13.
Young, S., Bartram, T., Stanton, P., & Leggat, S. G. (2010). High performance work systems and employee well-being: a two stage study of a rural Australian hospital. Journal of Health Organization and Management, 24(2), 182-199.