Wednesday, September 25, 2019

HR Management, Training and Development Essay Example | Topics and Well Written Essays - 750 words

HR Management, Training and Development - Essay Example Where Mel tends to believe that the feedback generated daily, by Jennifer, should be enough to enhance the levels of productivity within the subordinate staff members, Jennifer believes that a more formal approach to identifying strengths and weaknesses would create a more positive outcome in terms of overall productivity. Using Abraham Maslows Hierarchy of Needs as an appropriate example to support Jennifers position, under this theory employees cannot reach the apex of their abilities (this being self-actualization) without the receipt of self-esteem (Morris & Maisto, 2005). In the business world, self-esteem has been known as a positive outcome of continuous reinforcement, both positive and critical (Green, 2004). Though the case study suggests that Jennifer is routinely aware of the activities of her subordinate employees and makes attempts to highlight their strengths and weaknesses, it is important to formalize these discussions so as to promise an offer of various rewards for performance. For instance, if the goal of this particular organization is to increase sales, then Jennifer (and Mel) should adopt the formal appraisal process not only to secure a more motivated and productive staff, but to ensure that the employees clearly understand their job-related expectations and receive the necessary self-confidence (esteem) to genuinely enjoy coming to the workplace. This creates a perception of fairness and balance in the management team where the employees can come to rely on truthful reporting of their competency levels and build camaraderie between the management staff and themselves. With this in mind, avoiding the formal appraisal process in exchange for other business-related issues that are considered priority, the organization is denying themselves the opportunity to create a more cohesive staff who works toward strategic objectives in exchange for a fair analysis of their function within the business. Though Mels arguments are somewhat

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