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加拿大代写essay:雇员管理

 加拿大代写essay:雇员管理
“管理就是任务。管理是一门学科。但管理也是人(Drucker,2012,p.7)。 “目标管理理论是在员工在工作场所被激励的前提下进行的,当时他们被管理层设定了明确的目标。使用目标理论的管理技术将使员工在战略决策中感到更加包容(Ingram,2014)。这种包容性将使员工更好地了解他们在日常工作中所做的工作。当这个理论的反论点被应用时会发生什么?大多数员工不是内部创新的,所以他们在接单时可能不会感到满意(Ingram,2012)。他们可能会觉得与工作策略脱节,日常任务可能没有吸引力。接受管理人员的指令并执行,与德鲁克(2012)所说的胡萝卜和棒棒法没有什么不同。在这里,员工的动机甚至不被视为一个方面。它们以更自动化的方式处理。另一方面,对于那些与工作环境无关的内部动机的员工来说,这种情况也不起作用。但是,这不是内在的动机。一些内部激励的员工可能会觉得他们在工作中没有得到更好的使用,他们会离开。只接受命令而没有执行自主决定或独立创新决策的自由也会腐蚀员工和管理层之间的关系。这些都是直接影响员工幸福感的因素。这两名雇员都不满意。在前工作人员的生产力下降的情况下,因为工人没有实现更好的工作成果的主要战略,在后者的情况下,高度有才能的工人离开公司导致生产力下降。
 加拿大代写essay:雇员管理
“Management is tasks. Management is a discipline. But management is also people (Drucker, 2012, p.7). ” The theory of Management by Objectives works on the premise that employees are motivated in the workplace, when they are set clearly defined goals and objectives by their management. Management technique using the theory of objectives will make employees feel more inclusive in the strategic decision makings (Ingram, 2014). This inclusion will give the employees a better understanding of what they are working towards in day to day working. What happens when the anti-thesis of this theory is applied? Most employees are not internally innovative, so they may not feel satisfied when just taking orders (Ingram, 2012). They might feel disjointed from the work strategy and everyday tasking might not have appeal. Taking orders from their managers and just executing them is not different from what Drucker (2012) terms as the carrot and the stick approach. Here the employee motivation is not even considered as an aspect. They are treated in a more automaton way. On the other hand, this situation will also not work for employees that are internally motivated through aspects not related to the workplace. However, this is not intrinsic motivation. A few employees that are internally motivated might feel they are not being used better in the workplace and will leave. Taking orders only and not having the freedom to execute autonomous decisions or independent and innovative decisions will also corrode the relationships between employees and the management. These are all factors that impinge directly on the employee happiness. The employees are unhappy in both cases. In the case of the former employee productivity declines in the workplace because the worker is disembodied from the main strategies to achieve better work outcome, in the case of the latter, the highly talented worker leaves the company leading to decline in productivity.