My topic for this assignment is “never say no”. This slogan is meant we cannot say we can’t do it before we try it. The scope that I want to focus is about performance appraisal because I want to know the related issue regarding an employee that always say no and cause to their low performance. I just want to focus on government sector employee about their job performance and how their handle problem that occur in their workplace. The employee is often given up easily before they try a new thing. This kind of attitude is not good for their organization because can cause their low productivity and the goal of the organization cannot be achieved.
Firstly, the “who” that I will mention in my topic is an individual that works in the organization. …show more content…
There are lots of advantages when I always volunteer myself to do an urgent or important task. By this way, I can improve my skill and show my talent to my employer. Always being a volunteer to do a job can make myself gain more new knowledge about the job that I do, it also can find a new person or new friends to share their knowledge about the job. In order to be the best employee, I should practices spontaneous behaviors because it can improve the effectiveness, efficiency, and positive environment in the workplace. Manager plays an important role to encourage their employees’ to be active in voluntary activity in the organization because this kind of activities can produce with a healthier work environment, increase works outcomes, and develop the goals of the organization as a whole (LePine, Erez, & Johnson, 2002; Organ & Ryan, …show more content…
Sometimes, it takes many times for us to try in order to be successful. The most important thing that we need to remember is always thank God because God can make impossible to possible. Lastly, we need to appreciate whatever chance that comes to us because the opportunity might not come twice.
References
Hadavi, A. & Krizek, R, J. (1994). Difficulties with implementation of goal setting for construction. Journal of Management in Engineering, 10(5), 48-54.
LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behaviour. A critical Review and meta-analysis. Journal of Applied Psychology, 87, 52–65.
Locke, E. A. (1968). "Toward a theory of task motivation and incentives."Organizational Behavior and Human Perf., 3,157-189.
Locke, E. A., and Latham, G. P. (1990). A theory of goal setting and task performance. Prentice-Hall, Inc., Englewood Cliffs, N.J.
Markoczy, L. & Xin, K. (2004). The virtues of omission in organizational citizenship behavior. Draft Version 1.28.
Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775–802.
Sloat, K. C. M. (1999)” Organizational citizenship”. Professional Safety, Vol. 44, pp.
Firstly, the “who” that I will mention in my topic is an individual that works in the organization. …show more content…
There are lots of advantages when I always volunteer myself to do an urgent or important task. By this way, I can improve my skill and show my talent to my employer. Always being a volunteer to do a job can make myself gain more new knowledge about the job that I do, it also can find a new person or new friends to share their knowledge about the job. In order to be the best employee, I should practices spontaneous behaviors because it can improve the effectiveness, efficiency, and positive environment in the workplace. Manager plays an important role to encourage their employees’ to be active in voluntary activity in the organization because this kind of activities can produce with a healthier work environment, increase works outcomes, and develop the goals of the organization as a whole (LePine, Erez, & Johnson, 2002; Organ & Ryan, …show more content…
Sometimes, it takes many times for us to try in order to be successful. The most important thing that we need to remember is always thank God because God can make impossible to possible. Lastly, we need to appreciate whatever chance that comes to us because the opportunity might not come twice.
References
Hadavi, A. & Krizek, R, J. (1994). Difficulties with implementation of goal setting for construction. Journal of Management in Engineering, 10(5), 48-54.
LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behaviour. A critical Review and meta-analysis. Journal of Applied Psychology, 87, 52–65.
Locke, E. A. (1968). "Toward a theory of task motivation and incentives."Organizational Behavior and Human Perf., 3,157-189.
Locke, E. A., and Latham, G. P. (1990). A theory of goal setting and task performance. Prentice-Hall, Inc., Englewood Cliffs, N.J.
Markoczy, L. & Xin, K. (2004). The virtues of omission in organizational citizenship behavior. Draft Version 1.28.
Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775–802.
Sloat, K. C. M. (1999)” Organizational citizenship”. Professional Safety, Vol. 44, pp.