Action plans offer the opportunity help people think through the various challenges they face and apply some type of plan on how to overcome these difficulties. Whether discussing students, employees our yourself it is beneficial to consider the benefits of implementing action plans in a way that encourages greater insight by the person writing them. Insight sometimes leads to higher levels of performance.
In my experience in labor relations and as a professor in business I find that performance issues may not be willful but are a result of a lack of experience or understanding. For example, in labor relations I have found attendance to be a major employer concern. Through the standard grievance process employees can promise to make it to work on time but without an action plan the problem isn't likely to be resolved soon.
The same idea applies to students who consistently fail to turn their work by class deadlines. Each assignment they scramble for some excuse that will get them off the hook. The problem is not the creativity of the excuses but their processes. Understanding how chronic poor performance is part of a process of thinking is beneficial for finding solutions.
Before giving grace to poor performance consider requiring an action plan to ensure the person has some understanding on how to improve the situation. Requiring the person to develop a plan on how to change their processes helps them think through what is causing the problem and how it can be improved. They can search through their strengths and weaknesses that help them discover equitable solutions to the problem.
Most of us live our lives by patterns and reflecting on those changes needed to adjust the pattern is beneficial to sustainable performance. An employee who has an attendance problem could discover the necessity of starting early, putting out their items the night before, and getting plenty of rest. A student who turns their work in chronically late may need to start assignments at the beginning of each week and also devote a full hour to writing each day.
The blog discusses current affairs and development of national economic and social health through unique idea generation. Consider the blog a type of thought experiment where ideas are generated to be pondered but should never be considered definitive as a final conclusion. It is just a pathway to understanding and one may equally reject as accept ideas as theoretical dribble. New perspectives, new opportunities, for a new generation. “The price of freedom is eternal vigilance.”—Thomas Jefferson
Showing posts with label employee discipline. Show all posts
Showing posts with label employee discipline. Show all posts
Tuesday, February 17, 2015
Friday, December 20, 2013
Conference: Legal & Effective Discipline & Documentation
In our
litigious society, it has become more and more important for supervisors to
know how to document and discipline employees to avoid law suits and manage
employee performance effectively.
“If It Wasn’t Documented It Didn’t Happen: Legal & Effective Discipline & Documentation” on Tuesday, January 28, 2014 .
“If It Wasn’t Documented It Didn’t Happen: Legal & Effective Discipline & Documentation” on Tuesday, January 28, 2014 .
Areas covered in the topic
- Analyzing poor work performance & help employees turn it around
- Avoiding the negative consequences of inadequate documentation & discipline
- Utilizing the range of disciplinary options.
- Responding quickly and appropriately to common disciplinary infractions
- Keeping a legal Performance Log
- Distinguishing between subjective and objective documentation
- Working with employees to develop Performance Improvement Plans
- How to write a performance improvement plan
- Filling out formal HR disciplinary paperwork
- Protecting yourself and your organization from legal landmines
- And much more!!
Exclusive
Q&A session following the live event to get advice unique to your situation,
directly from our expert speaker
If interested, please click the following link to register and get your early bird discount :
CLICK HERE TO REGISTER
Please apply discount code "E99NACK2" at checkout to get an additional $20 discount on registration.
Call 800-223-8720 for special discount on group pricing.
If interested, please click the following link to register and get your early bird discount :
CLICK HERE TO REGISTER
Please apply discount code "E99NACK2" at checkout to get an additional $20 discount on registration.
Call 800-223-8720 for special discount on group pricing.
Wednesday, February 13, 2013
Book Review: Work and Motivation by Victor Vroom
Work and Motivation by Victor Vroom is a paradigm shifting
book that looks at the human motivation within the workplace through both an
individual and group based lens. For managers who are seeking methods of
improving on worker motivation the book is not one that should be passed up
without a thorough read. It provides
keen insight on the potential, nature, and limitations of employee motivation.
The book attempts to summarize the findings of industrial
psychologists and research related to human motivation within the workplace.
The work focused on three areas:
1.
The choices made by persons among work roles.
2.
The extent of their satisfaction with their
chosen work roles
3.
The level of their performance or effectiveness
in their chosen work roles.
Vroom makes the assertion that there are two types of
determinants of attitudes which include 1.) The cognized utility of the
attitude toward attaining particular outcomes; and, 2.) The intensity and
nature of the affect expected from the outcomes. In essence people will either
move toward a particular outcome or avoid a particular outcome based upon how
they mentally weight and judge information to make a final decision. It is
these decisions and expected outcomes that the expectancy theory is developed.
Expectancy theory makes the assumption that worker
motivation is a result of how much a worker wants an outcome (valence), the
cognitive belief that a certain behavior will lead to a particular outcome
(expectancy) and that performance will lead to the particular outcome
(valence). Each employee is seen as having needs and scanning their environment
to find pathways that are most convenient and efficient in creating needs fulfillment.
After reading the work you may also come to the conclusion
about how important it is for people who work within groups to have positive
relationships with their management team if effective improvements in workplace
motivation are going to be realized. It is through both their workgroups as
well as management relationships that they make certain decisions to engage or
not engage the workplace.
“One of the necessary
conditions for exchange of rewards to occur between persons is some degree of
interaction between them.” (Vroom, 1964, pp 138).
It is hard to create expectations and possible rewards
unless there is interaction among organizational members. It is through these
interactions that employees determine their potential approaches and
opportunities to achieve rewards. Thus, the interactions among the work group
and the workers interaction with management influence a significant proportion
of people’s decisions.
The book is well written and is scientific in its
orientation. It not only proposes the cognitive theory of expectancy but also
justifies it through leading research of the day. Even though the book is dated
it provides an excellent understanding of the concepts of motivation and
satisfaction. Each aspect of his writing
is cited with appropriate references. Such a book should be part of every manager’s
and business student’s library.
Vroom, V. (1964). Work and Motivation. San Francisco:
Jossey-Bass Publishers. ISBN 0-7879-0030-0
Price: $35
Pages: 336
Blog Ranking: 4.7 (No age penalty as it is a root theorist).
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