In the training we do, we learn many theories in regards to good communication and motivating employees.
Bruce Tuckman 1965 model:
(Which marks the stages of team/individual’s development)
• Forming
• Storming
• Norming
• Performing
Hersey and Blanchard’s Leadership Model:
• Telling
• Selling
• Participating
• Delegating
Explain common causes of conflict within a team
There can be many reasons why there is conflict on a team, a clash of personalities, strong personalities, and poor team building opportunities, poor communication.
Explain techniques to manage conflict within a team
• Use appropriate seating plans to utilise those that work well as a team
• Regular one to ones to keep on top of any possible conflicts – a problem known …show more content…
This is so every objective can be measured and is specific which means broken down into steps, measurable in that the achievement can be measured, realistic, in that they will be able to achieve it and time-bound that a target date is placed on the objective so that a clear date can be worked towards. E.g. KPI’s are achievable and realistic then they can work as a motivational tool.
Describe best practice in conducting appraisals
It is company policy to have appraisals as individual led. The individual is to actively keep on top of their own performance so it will be up to the manager to listen to the individual. In previous appraisals that I have held I listened attentively and at the end discussed what their aims were for the future. Together discussing strengths and weaknesses (with tact) we would then set the next SMART targets to be achieved alongside the employees KPI’s.
Explain the factors to be taken into account when managing people’s wellbeing and …show more content…
Stress levels need to be taken into account, however as if an employee is struggling, then you may have pushed too far and this may de-motivate them.
Keep an eye on possible outside factors that may be affecting their performance.
If targets are smart then employees should be able to finish on time and take appropriate breaks. Their wellbeing should not be affected.
Explain the importance of following disciplinary and grievance processes
It is very important to have a disciplinary and grievance procedure in place, as if there are any problems and a grievance needs to be raised, then a procedure needs to be followed. Similarly, if there is a problem with the member of staff, then a formal procedure needs to be followed to make sure that the problem is resolved and that both sides have their say and their argument can be put across.
It ensures that by doing everything you can within your means as a manager appropriately as policy you may be able to assist the employee in a more productive way. It ensures correct documentation is logged which covers the company in any event. It also ensures that everything is fair and in line with
Bruce Tuckman 1965 model:
(Which marks the stages of team/individual’s development)
• Forming
• Storming
• Norming
• Performing
Hersey and Blanchard’s Leadership Model:
• Telling
• Selling
• Participating
• Delegating
Explain common causes of conflict within a team
There can be many reasons why there is conflict on a team, a clash of personalities, strong personalities, and poor team building opportunities, poor communication.
Explain techniques to manage conflict within a team
• Use appropriate seating plans to utilise those that work well as a team
• Regular one to ones to keep on top of any possible conflicts – a problem known …show more content…
This is so every objective can be measured and is specific which means broken down into steps, measurable in that the achievement can be measured, realistic, in that they will be able to achieve it and time-bound that a target date is placed on the objective so that a clear date can be worked towards. E.g. KPI’s are achievable and realistic then they can work as a motivational tool.
Describe best practice in conducting appraisals
It is company policy to have appraisals as individual led. The individual is to actively keep on top of their own performance so it will be up to the manager to listen to the individual. In previous appraisals that I have held I listened attentively and at the end discussed what their aims were for the future. Together discussing strengths and weaknesses (with tact) we would then set the next SMART targets to be achieved alongside the employees KPI’s.
Explain the factors to be taken into account when managing people’s wellbeing and …show more content…
Stress levels need to be taken into account, however as if an employee is struggling, then you may have pushed too far and this may de-motivate them.
Keep an eye on possible outside factors that may be affecting their performance.
If targets are smart then employees should be able to finish on time and take appropriate breaks. Their wellbeing should not be affected.
Explain the importance of following disciplinary and grievance processes
It is very important to have a disciplinary and grievance procedure in place, as if there are any problems and a grievance needs to be raised, then a procedure needs to be followed. Similarly, if there is a problem with the member of staff, then a formal procedure needs to be followed to make sure that the problem is resolved and that both sides have their say and their argument can be put across.
It ensures that by doing everything you can within your means as a manager appropriately as policy you may be able to assist the employee in a more productive way. It ensures correct documentation is logged which covers the company in any event. It also ensures that everything is fair and in line with