Download file to see previous pages...
In a production oriented organization or manufacturing organization, the employees function like a chain. If any one link (employee) goes out of order or damaged in a chain (Organization), the strength and cohesion of the chain (Organization) will be lost. For example in a tire manufacturing unit, it is important that all the three divisions (mixing, building and curing) function properly in order to ensure 100% productivity. If the mixing people fail to deliver the processed rubber compound in time, green tire building will be affected whereas if the building people fail to complete their duties in time curing will be affected. Thus all the employees in a manufacturing unit complement each other in order to attain maximum productivity.
Management of employees in a manufacturing unit is not an easy task. In fact the job of a production supervisor is a complex one since he should act as the link between the employees and the management. The interests of employees and the management may often contradict each other and the production supervisor is the person who needs to satisfy both the management and the employees. This paper briefly analyses the management of employee performances in a manufacturing unit by a production line supervisor.
In most of the manufacturing units, the production supervisor has the responsibility of finishing the production in time. He should follow the schedules he received from his superiors or planning department in order to ensure maximum production in his shift. At the same time, unforeseen problems may occur at the time of production. For example, some of the employees might be absent, some of the machineries faced breakdowns or some of the other departments linked with the production have not performed well. In all such circumstances, the employees will contact the production supervisor for the advice and instructions. For example, if some of the employees absent in a particular shift, it is difficult for
...Download file to see next pagesRead More
In times of confrontation with these issues, it is a must that your team would stay on track of their respective deliverables. Every organisation has its own set of objectives and goals that needs to be undertaken. These can be achieved through proper planning and implementation of strategies.
Next, there is the section of comparative analysis followed by evaluation of the importance of performance measurement within a project. The paper will culminate at a viable conclusion. Performance Measurement Frameworks Balanced Scorecard In the method of balanced scorecard, a number of fiscal and non-fiscal measures are identified and targets are attached to them.
(Abbey, 2007). Communication between manager and employee is important to increase the productivity, improve staff morale and motivation and allow coordination of each employee's work so it contributes to the goal of the company. But difficulties during the procedure arise because many managers focus on the wrong things.
The employer will look for two main objectives in a negotiation with the employees. First of all, he will look to obtain the maximum efficiency from his employees and, second of all, he will want to obtain these at the lowest possible cost.
The State intervenes both as a regulator and legislator (creating the legislative framework in which employee relations evolve) and often also as a mediator, in the case of work conflicts and disputes.
Ron Bean conducted a survey on industrial relations and found it rather 'pluralist-institutionalist' approach which is particularly predominant in these countries (1994, p.2). However industrial relations between these countries are widely recognized as one of the major components of the business systems and the distinctive, structural features they stamped to different other economies that have been broadly analyzed.
Globalisation has also brought in wide range of variations in the profile of the workforce. The IT field in particular is witness to a workforce which comes from diverse national and cultural backgrounds. Therefore, in order to plan out effective development strategies for the workforce, such diversity is also required to be taken into account.
Efficiency of management lies in not only making the employees to work, but to make them work willingly, sincerely and consciously, by employing new knowledge, new methods, new designs, new machines and novel techniques of production and by allaying mistrust and antagonism.
However, there is a growing evidence pointing to the fact that extensive use of performance measurement may have negative effect and may lead to serious ‘dysfunctional behaviour’ (Smith, 1993; Austin and Gittel, 2002). The broad objective of this essay
This paper aims to assess the reasons behind resistance from managers towards implication of performance management. Furthermore, skills and competencies that are needed to be attained by a manager will also be discussed in this paper.
This book endows the reader with crucial information about performance appraisal process. It conveys significant information about staff motivation, employee development, identification and helping poor
1 Pages(250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Issues in employee preformance essay for FREE!