Rewards

The expenditure of retaining employees can vary. Methods for increasing staff loyalty can range from the low cost, like rewarding out long service awards after 20 or 30 years with a particular firm, to more expensive rewards such as offering employees attractive benefits package throughout their career.

The organisation that this particular blog refers to is T-Mobile. As the UK’s fourth-largest mobile phone network operator based on revenue, T-Mobile is holding its own in what is a fast-paced competitive marketplace.

As part of T-Mobile’s efforts to outshine its rivals, such as Orange, Vodafone and O2, the network is focusing on delivering excellent customer service. Reward manager Robert Cross believes that a competitive benefits package will play a crucial part in achieving this by helping to engage and motivate staff.

Robert Cross believes that by giving a greater emphasis to reward in the UK, T-Mobile will not only be able to make a difference to customer service levels but also achieve its aim of securing a place in the Sunday Times’ Best Companies to Work For list in 2010

Pension

Defined benefit scheme, which is available to all employees and new joiners.

Healthcare and wellbeing

· Private medical insurance available to all employees through flexible benefits. Employees can choose whether or not to add their spouse. Dental cash plan.

· Employee assistance programme.

· Subsidised gym membership.

· Health assessments. Car Company car and cash allowance, provided to all employees with a business need and higher-grade staff. Family-friendly policies

· Flexible working arrangements offered on an ad-hoc basis

· Parental and maternity leave.

· Childcare vouchers. Holidays Staff is entitled to 25 days a year, with the option of trading up or down by five days. Canteen/catering Cashless canteen offered through salary sacrifice arrangement

Discounted products

· Half-price T-Mobile line rental for employees and their friends and relatives.

Bonus

· Quarterly bonus scheme.

· Performance-related pay.

T-Mobile employees are offered a commission structure which is sourced from two sides. The first area is the sales, where every successful sale will increase the commission figure overall each month. The amount is totally dependent on the kind of sales that are processed. For example any contract that is more than £25 a month adds £5 to the commission paid to the employee.

The commission scheme differs from group to group. Normal sales assistant will benefit from the standard commission scheme, where the store managers are given a bonus as a percentage. If an individual store meets all targets set, then the store manager also receives a bonus of up to 25%. This bonus keeps managers focused; on making sure each employee is performing on best of his/her ability and creates more of a focus to the store.

“Managers need to meet both the organisation’s strategic goals and satisfy the needs of employees – a fine and difficult balance”

T-Mobile also offers an excellent retirement scheme package for its employees. Every month employees are able to contribute a small sum from their wages which in return offer a long term benefit. Healthcare benefits are another reward for as part of the integration of T-Mobile’s healthcare benefits, including its occupational health services, employee assistance programmes (EAP) and private medical insurance (PMI).

Its main aim is to get the three providers of these benefits to liaise and offer staff a more seamless service. The onus will be on the service provider to point an employee toward other healthcare perks, if appropriate.

Fairness is ensured by keeping track and records of each employee

Chief executive is (usually) the singular organizational position that is primarily responsible to carry out the strategic plans and policies as established by the board of directors. If a business is underperforming then the problem may be that the strategy developed by the chief executive isn’t effective enough. If a business fails to meet its targets then the bonuses given to chief executives should either be stopped or decreased.

This is because if staff are under performing and and the business is under performing, it is a clear indication that the staff need to be trained thoroughly. This could be in two ways either the chief executive needs to develop new ways to train staff or money spent on a bonus should be spent to train staff. Or equally buy better resources for the business which would be a long term investment rather than in the pocket of the chief executive. It is also de-motivating for the staff as they would be under achieving and getting in trouble for this yet their "boss" would be getting bonuses.

Performance related pay relates all staff to higher motivation, commitment to the staff and reinforce cultures and values. It can be argued that if the chief executive can make this money that the staff should receive this too?.

Though it can also be argued that if the staff are under performing that appropriate measures need to be put in place to ensure the company does well, but this should not effect the Chief executives pay. It is the job of the staff to work hard therefore bonuses should not be cut as they are not the sole everyday workers on the business.

http://www.youtube.com/watch?v=Ok2-7fWwmQI

This video shows bosses in 2007 receiving big bonuses even during struggle.

References

• Lecture notes week 23
• Unknown. Staff loyalty- why should it be rewarded and if so how? [Online].Available from:http://www.love2reward.co.uk/rewards/solution-finder/staff-loyalty.jsp [Accessed on 11 May 2011]

Communication and involvement

Employee Participation, which originated from a pluralist view that everyone in an organisation has their own separate views and needs, and because of this tension starts to fly between people in the organisation .

is the concept where by employees are involved in the decision making process"

The Times 100

Employees participate in the running and general day to day business of the organisation, they do not just simply go by what is happening around them and what they are being told to do. Employee participant gives rights to the employees such as to get advice about economic changes to the work place or any changes to their employment ( supported by legislation).

Lecture notes week 26

Employee Involvement is similar to employee participation, as it has the interest of its staff but, this rooted from the unitarist view of, all members in the organisation regardless of the role or status are the same, and have the same goals and interests. Employee involvement looks at the organisation creating a working force where the staff are concerned and impacted.

"Employee involvement is not the goal nor is it a tool, as practised in many organizations. Rather, is is a management and leadership philosophy about how people are most enabled to contribute continuous improvement and the ongoing success of their work organization"

About.com

There are many ways in which an organisation can involve its staff in the decision making of the a business. Team Briefing is a good way for involvement between management and staff as discussions and debates can be made where ideas can be thought and and a final discussion can be made.

Another form is staff suggestions schemes, this could be via staff wiping boards or suggestion boards, so that this remains anonymous and staff will not feel penalised or worried about their ideas. The last suggestion is share schemes for employees sometimes linked to a right to vote, this is a good financial scheme for staff as their is an incentive behind the involvement of staff .

If employers used some of these schemes to ensure staff involvement, there would definitely be a change and improvement.

Many companies and organisations are starting go use social networking sites such a Myspace, Facebook and Twitter to convey messages to heir staff and also build brand and company awareness for their organisation. AS social Networks are becoming more and more popular in the UK it is a good way to target existing consumers, potential consumers and general advertising. Best of all this is a very cost effective way for consumers and the organisation as it is free.

http://www.youtube.com/watch?v=M10kKquy2OI

This video shows how across the world in the USA Facebook is being used as a free advertising tool for companies.

References

• Lecture Notes week 26
• Unknown (2011) Employee participation [Online]. Available from: http://www.thetimes100.co.uk/theory/theory--employee-participation--310.php [Accessed on 11 May 2011]
• Heathfield, s. (2011) Employee Involevment [Online]. Available from: http://humanresources.about.com/od/glossarye/a/employee_inv.htm [Acessed on 11 May]

Performance Management

"The Process of management involves making a continuous judgement on the skills, behaviours,activities and contributions of staff".

Mullin, L (2010)

Performance Management looks at the progress development of staff, the organisation and everyone involved. The staff's individual performance will be looked at over a certain amount of time, which will link to the development of the business.

"Performance management is about establishing a culture in which individuals and groups take responsibility for the continuous improvement of business process and their own skills, behaviours and contributions. It is about sharing expectations. Managers can clarify what they expect individuals and teams to do; like wise individuals and teams will communicate their expectations of how they should be managed and what they need to do their jobs. It follows that performance management is about inter-relationships and about improving the quality of relationships between managers and teams, between members of teams and so on, and is therefore a joint process."

Mullin, L (2010)

http://www.youtube.com/watch?v=m0xx09HHATo

This video gives a good explanation of performance management.

"Involvement and motivation is likely to increase how productive employees are"

-Lockes Goal Theory

If employees are given straight guidance and shown where they are doing well and where there are rooms for improvement this will motivate them to do better, and work harder as they have been recognised and pushed in the right direction. The benefits of recognising and addressing performance are, the incentives and schemes that employees can receive, increasing communication between staff and management, to set individual targets that also play a part in helping the business achieve their goals and targets and management can be precise and clear as to what the business needs.

Lecture notes week 22

There are many different ways of measuring an employees performance, these include meetings, appraisals, probation and supporting your employee's.

Apprails are yearly meetings that take place between a manager and a member of staff. These meetings discuss the whole success of the year, improvements, objectives from the business, personal objectives, business plans and personal plans for the next year. They also help to increase motivation, asses competencies and aid career development.

lecture notes week 22

At T-mobile appraisals are held every three months. If the staff member has been hitting targets, helping the store hit targets and generally working as a team player the employee will receive a bonus.

The manager will present a three month history of every target that needs to be achieved, customer service records and a T-mobile work based form which I would need to go through with my manager which details my behaviour, attitude towards the company, hitting targets and whether or not I am looking or aiming for progression in the company.

The model used and the way the appraisal is conducted by that sheet is very effective. It breaks the company's expectation and the stores expectation down so that you can score yourself on where you feel you have achieved.

As the questions are very in depth its helps you see where you are struggling, your flaw and recommendations that I will need to set for the next review and also my manger. This recommendation will need to be reviewed for the next meeting. I feel that my appraisal went surprisingly well, as I had achieved all of my targets, my customer services levels were high and I also work very hard in store helping others and generally the well being if the store.

The output of the appraisal was that I need to continue to maintain my individual standards and ensure I am always hitting standards. I also need to maximise and try my hardest to the store after hitting my own targets . Another outcome to this was self satisfaction I was extremely happy with my self, as the kind and proud words from my manager made me feel extremely motivated. This links into Vrooms Expectancy theory, of effort and performance leads to desired outcomes I was also offered my quarterly bonus which again led financial desired outcomes.

Mentors can be male or female, family or friends, a person should feel comfortable and certain with who they feel they can trust. The biggest factor one should look at in deciding to to choose as a mentor is whether or not they are trust worthy. If you speak to that person will they break your trust? or will they hold your secrets. Will they be someone that you can speak to whenever you need help or guidance? will they be able to provide you support and good advice or steer you off track?. Are they educated enough to provide you with advice that will help you mould your future and achieve good things?.

The main factors you should look for in a mentor is that your trust them, they are loyal, respectful to you and your beliefs, they'll guide you down the right path and be there for you.

At work I would have to say that my manager at T-Mobile has definitely been a mentor figure to me. Shee has had a very good and positive effect on my life. Not only is she my manager where the conversation and help is very work related she also gives me allot of positive and encouraging advice to help me with university, exams and general issues that we come across in life.

Allot of her wise words of wisdom I remember in exams, meeting people and everything that I do. He has helped me in many situations and been a shoulder for me to cry on as well, I am extremely grateful and happy that I have had such a knowledgeable mentor in my life.

References

• Lecture notes week 22
• Mullin, l (2010) Management and organisational behaviour. 9th ed. Essex: Pearsons
• Unknown Vrooms expectancy theory [Online]. Available from:http://www.ifm.eng.cam.ac.uk/dstools/paradigm/vroom.html [Accessed on 11 May 2011]

Selection

Companies run through a selection process so that they can find the best candidate for the position. The employers will gather as much information as they need for the different candidates, they will asses the candidate and the information given to see if they are suitable enough for the position compared to others, and then finally to recruit the applicant or not.

Lecture notes, week 20

http://www.youtube.com/watch?v=dLlVMNMP5PQ

There are many different types of selections methods that different companies use to suit their own needs, and for the job role. Some of these include role playing. Employers will use role plays in a face to face interview. This will usually be for customer services or retail based jobs. Candidates will be given a role play and a small amount of time to learn it and present it with another manager or member of staff. Employers will use this method so that they can see what the candidate would act like in front of customers or in certain situations. The advantages to this type of selection is that it will help the employers find a suitable candidate, its alot more interesting that asking questions and it will also boost the candidate as it will give them a small hint as to what the job will be like.

The disadvantages to this is that candidates may bot be given enough time to revise the role play therefore may not be able to present to the best of their ability. Further more, certain candidates may feel under pressure and shy as it is an interview no through training etc.

Another selection process that employers use are assessment centres. A number of candidates will be selected to attend an assessment centre where they will be put through tests, role plays and interviews by a numerous amount of employees. Employers will use this method as it will help them pick the right candidate for the job and someone that they feel will fit in to the company. This method helps determine personalities, strengths and weaknesses of a candidate.

The pros to this method are to establish an exact match for the job profile, to see peoples personalities and how they interact with other people. Peoples behaviour can also be seen and identified for the future in the company. The cons to this method are, that running events like these will be costly as time, staff and resources needed. And it may be seen as an assessment on characteristics rather than qualifications and previous experiences.

Emerald Online

Every time you get a new job, employers will always ask you for a reference from previous employers. This is for the reason that employers can check a little of your history and almost conduct a background work history check. They sometimes may be able to spot and lies in Cvs and application forms and check for disciplinary s, actions or criminal records. The pros of using references are that employers can find out any missing information, or any information that has been lied about from the candidate. Can reveal a candidates sick history, if the candidate had allot of days off for sickness etc. Moreover, it will help establish any criminal convictions that the candidate may have hid.

The cons to this are, some people see this as an invasion of privacy to their past or present life. References and background checks can be expensive for the employer. Companies have face court for not checking all employees previous history.

CV Tips Online

An interview that I last took past in was for T-Mobile where I am currently working. The interview process was very effective, quick and successful. I initially have to fill out a quick application form from the T-Mobile website. This then went to HR and the contacted me for a telephone interview, they asked questions such as past job experiences, working within a team and how to deal with customers in different situations.

After this interview I was passed onto the branch manager where they conducted an interview for 30 minutes and also a role play in which they gave me 15minutes to learn the the roles play, and then had to role play with another manager to assess whether my selling skills were good or not. I was lucky to have got through to both rounds and Im still working for the company and I am very happy.

I feel that T-Mobiles methods of interviewing and selecting are very effective as internet applications can be hard to asses the personality of the character.

Therefore, having a telephone interview would initially help HR to see if the candidate has had suitable experience and if they are well spoken, as it is a customer based face to face role.

This would help to cut down a number of candidates before they are sent to the interview. Moreover, I feel that the role play was also another effective methods as it helps establish whether the candidate was able to sell under pressure which is basically the whole job.

Allegis, a well known company based in Bracknell run a very long interview process. They will firstly review your application, and conduct a informal telephone interview, after this interview if they feel you sound suitable you will be called in for a face to face interview. If the employer is happy with the interview they will then call to work with them for a day so that they can see how you work, your ethic, are you suitable and if you can handle the job. If after this you are successful you will be passed onto another manager which is the country manager of the company. You will then be told if you were successful and got the job or not.

If I could make any recommendations I would get rid of the long interview process. The productive validity of the whole process could be achieved in an interview and not two interviews more. I feel that this could be de motivating for the candidate as they may start to regret the interview.

Lecture notes week 20

In conclusion I have found that every organisation will use different selection processes, which will be specifically to suit the job profile and the specific organisation. Selection is a key process is recruitment as companies need to ensure they pick the right person for the job.

References

• Lecture notes week 20
• Appelbaum, s, Harel, v, Shapiro, B (1998) The development assessment centre: the next generation [Online]. MCB UP Ltd. Available from: http://www.emeraldinsight.com/journals.htm?articleid=883118&show=html [Accessed on 11 May 2011]
• Unknown (2011) Advantages and Disadvantages of background check? [Online]. CVTips. Available from: http://www.cvtips.com/interview/advantages-and-disadvantages-of-a-background-check.html [Accessed on 11 May 2011]

Recruitment

The aims of recruitment are very simple, to find a suitable candidate for the desired job role, to fairly select candidates without discrimination and to conduct recruitment in an effective and cost effective manner. As many people are looking for jobs everyday their a new ways to apply for jobs other than handing out CV's, word of mouth and going to job agencies. Applying for jobs online is a new and popular method for browsing for jobs and applying directly to the employer. I have been looking at the jobs site www.monster.co.uk.

Lecture notes week 18

When you first log into the website, the layout and web design is fairly simple and straight forward. At the top there is a bar which allows you to amend and upload your CV, and the jobs tab. The website is clear and concise, it allows you to search the location, job title and add keywords to help search. There are many links and tabs on the website that can assist you with other keys in your jobs searching battle such as, history of jobs that you've applied for or jobs that you have saved.

The website generally is effective, simple and easy to use. It allows your to search for exactly what you are looking for with the advanced search button and helps you review saved applications.

Advantages of online recruitment

• Posting jobs online is very cost effective for both the company, the candidate and the agency (if involved). The company posting the job will find this method cheaper than older methods such as ads, and local adverts in newspapers.
• It is a very easy process, there is less writing for the candidates, and less complex.
• It helps the company to quickly eliminate candidates that are no experienced or qualified for the role.
• It is a quick process, agencies and employers will see the application as soon as its submitted and contact the candidate.
• It gives you a better chance of getting the role, as their are many many jobs on an online site, rather than newspapers that are limited in job adverts therefore more people will see this application.
• No intermediaries

Disadvantages of online recruitment

• As so many applicants apply, there becomes a high amount of applications which can make it hard for HR managers to short list the right candidates.
• An application cannot be based solely on an internet application.
• Certain positions may be hard to fill, so employers or agencies will struggle to find a candidate for the position

Recruitment campaigns play a very big part in companies recruitment process. It is a major way for the company to gain awareness of job opportunities and future prospects. A job campaign that really caught my eye was a campaign looking trainee and qualified Fire Fighters for Berkshire. This campaign was sent in leaflets and in the local newspaper that we receive twice a week.

This campaign caught my eye because they showed images of Fire Fighters at work, and it gave a description about the work and what they require. The image particularly caught my eye as this is something that you imagine from television films and dramas etc. But I was surprised that it was real. Another aspect that caught my eye was that they needed part-time and full-time positions, which is good from those studying at university as a part time job, and something that they could progress in. Further more, the advert stated that anybody could apply for the job as a high educational level was not required, so this opens up many more opportunities for people who may think they would never be able to apple for a job like this.

This campaign was aimed at the local community which show that the Royal Berkshire Fire and Rescue Service, work in a very ethical way as they are keeping in touch with their community.

References

• Mullins,l (2010) Management and Organisation Behaviour. 9th ed. Essex: Pearson
• Lecture notes week 18
• Arcurs, y (2009) The Advantages and Disadvantages of online recruitment [Online]. Available from: http://www.whatjobsite.com/Online%20Recruitment:%20Advantages%20and%20disadvantages.htm[Accessed on 11 May 2011]

Equal Opportunities

Equality and Diversity are very similar words. Often mistaken and confused for the same word. Although they work in a similar way, Equality and diversity are too separate words and must not be mistaken.

Equality relates to discrimination, this is an extremely important yet sensitive issue. The government have many legislation protecting poeple within the work place against any time of discrimination. Equality equals to the point that everybody no matter where they are from, their social back ground, race, sexual orientation or disabilty should be treated the same as everyone else.

Diversity is the follow on from equality, it states that people within the organisation must come to terms with who they are working with, and will need to fully embrace the concept of diversity, and come to terms with this and be able to move on from this and still see everybody as equal.

Mullins, L (2010)

The difference between equality and diversity is that, equality looks at being treated fairly and the same as everyone else, in society, schools and the work place. Where as diversity looks at this but looks further on to say that we are all unique in our own ways and different, but this difference should not change the way we work or perceive people.

Discriminating against age is against the law, by The Employment Equality (Age) Regulations 2006 Act, which is also a part of the Equality Act 2010.

Many employers have misconceptions of those that are not what they feel are the "desired" age, Employment act protect all employees of any age against any forms of age discrimination. The most common types of age discrimination are when employers refuse to interview those offer 50 as or those that are too young, as they may be incapable to complete the work at hand.

Harassment to those already working, by name calling, intimidating them and simply creating an inhuman atmosphere so that the person would quit.

Employers must interview those that hold a good cv and would suit the role, rather than focusing on race, gender, age etc. People should equally be chosen, interviewed and short listed to the best candidate. This then will comply to the law, their should always be more than one interviewer this way companies can eliminate age bias.

Another way that employers can stop age discrimination in the workplace is to open more job opportunities that suit different age groups. Tesco for example, have a diversity of different job roles, those older over 50, could possibly sit at the check outs as this would be a suitable job rather than pushing trolleys outside. Employers should open mindedly think of different jobs roles to suit the need to the business as well as the people that will potentially work those roles. furthermore when young people leave school, they find it hard to get a job as they have just left school and have no previous experience. Companies should try to involve young people, as young people can progress and will stay with the company for a longer time.

Anti Discrimination

http://www.youtube.com/watch?v=7wr3ujTt89A&playnext=1&list=PL052F086C5136D888

The sainsburys website has a clear heading for those under the age of 18 years old. the website states that even though sainsburys will ask for a date of birth from the applicant, this does not make a difference in the selection process of the application. It also outlines the roles that under 18's will not be able to do, such a night shifts, team leaders or on the counters.

From looking at sainsburys Equal rights page they do not discriminate against age and do comply to the law. They have also made specific roles for their younger staff to eliminate discrimination of employment.

Sainsburys On-line

The government and organisations work very hard with Equal opportunities, it is a very sensitive issue and companies must always make sure they protect themselves, and also are fair and just to society. Discrimination in any form is a big issue, especially in the current climate jobs are hard to find. Companies can highly benefit from complying with the Equal Opportunities act as different people have different skills and can benefit an organisation financially and ethically, which would help increase brand or organisation image.

We are all a part of the same society and we all expect to be treated in a fair and just manner therefore we should treated others in the same way.

References

• Mullins, l. (2010) Management and Organisational Behaviour. 9th ed. Essex: Pearsons
• DirectGov (2010) Age discrimination [Online]. DirectGov. Available from: http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/DiscriminationAtWork/DG_10026429[Accessed on 10 May 2010]
• Clarisse, (2011) Difference between Equality and Diversity [Online]. DifferenceBetween.com. Available from:http://www.differencebetween.com/difference-between-equality-and-vs-diversity/ [Accessed on 10 May 2011]
• Unknown (2011) UK Age Discrimination Legislation and how its affects employers [Online]. Available from: http://www.laterlife.com/laterlife-age-discrimination-legislation-employers.htm [Accessed on 10 May 2011]
• Sainsburys (2010) Faqs [Online]. Available from: http://www2.sainsburys.co.uk/aboutus/recruitment/FAQs/FAQs.htm?WT.svl=2&WT.seg_1=nav_secondary [Accessed on 10 May 2011]

Teamworking

Groups can be formed anywhere, school, university or even work. Groups are formed of numbers of people all working to achieve a specific goal. "Another useful way of defining a group is a collection of people who share most, if not all, of the following characteristics:

• a definable membership
• group consciousness
• a sense of shared purpose
• interdependence
• interaction
• ability to act in a certain manner"

Mullins, j (2010)

As part of my business coursework at 6th form, in groups we had to organise a charity event for a charity of our choice and raise money for them. Together we had to decide what we were going to sell,how we would make or buy the product, how much we aimed to raise and where we would base our stall within the school.

We decided that we would bake cakes, brownies, cookies and sell soft drinks around break time and lunch time so that pupils in the school and 6th form could purchase items as they were not sold in the cafeteria.

As a group I would say that it was hard at first because of the different personalities within the group, everyone was very strong minded therefore their were ideas flying through the roof and lots of tension, on the other hand there were those that went with what was decided, but this lasted for moments and everybody found their roles and parts to play very quickly within the process. Belbins team roles realted to the group personalities very well, as the strong personalities and characteristics of each person was evident and roles were individually decided.

Belbin's team roles (1993) explains that there were those that played the role of a,

• Co-ordinater- plays supervisor role, helps team encourages etc
• Shaper- the strong minded, strong personality member of the group
• Plant- creative with lots of ideas and can solve problems within the group
• Team-worker- team motivation will help keep spirits high and prevent de motivation
• Implementer- Will get the work in hand completed
• Resource Investigator- will get information and will get the outside job completed
• Monitor-evaluator- Logical and analytical
• Completer-finisher- will finish what needs to be completed
• Specialist- Acts as the skill

Lecture notes week 13

Another theory that closely related to the team is Gersick, 1998 Equilibrium Model. This is because our flow of working and communicating with one another was very unsteady. It started off very strong we were having regular meetings after school, we would go to the town centre to buy resources etc. It then started to fluctuate where we would not meet so often, as there would be one or two people within the group that would not come or would be "busy" therefore the rest of the team would not continue without them.

We would then reach times in lessons where lack of time would hit us, then suddenly we were back on track, and this pattern continued towards the end where we worked extremely hard till the end.

Tuckman 1973, described his four stages of team development as,

• Forming- Testing
• Storming- Infighting
• Norming- Doing
• Performing- Identity

Lecture Notes week 13

In the first group assignment for People and Organisations, Tuckmans theory on group development in the group that I was in started off track. The initial forming stage where we were suppose to meet, get to know one another etc, did not happen. This stage did not come within the whole assignment time. Instead we jumped straight to the storming phase, as their were many problems and allot of tension within the group with certain team members including myself. We were even unfortunate enough to loose a group member as their was a huge lack of commitment.

Slowly and quite late within the process we moved onto the norming stage, whilst still stuck in the previous stage of storming. We were very off track in getting work delegated, holding meetings and completing what was needed on time, as group members were not in full communication. Very close to the end we were able to slowly pull ourselves out of the storming bubble and got the work completed, this is when we reached the performing stage.

As differences were put aside the work level progressed, work quality increased and was able to be completed and handed in on time. After the assignment was handed in, i reached the adjourning stage where I fully regretted the time way the group assignment ran, it could have been made more enjoyable and baring from the start for everyone if differences were put aside from the start but it was a moment of self reflection and a lesson to be learnt for when I next work in a group.

Team work not only helps in education but also the best companies operate with staff working together in teams to create the best possible work and revenue. In the times top 100 companies to work for, Nandos ranked at 1st place in 2010's 25 top places to work. The company has achieved the top overall positive scores for wellbeing at 70%, my manager at 76% and my team at 79%.

Nandos more chains opening in the future and are employing allot more staff, they are looking at 230 plus restaurant and around 6,300 staff. Which seems to be working well for them as staff have rated the employers 80% positive score, they agree that there is a strong sense of family in their teams (81%) and not only feel that managers care about them as individuals (79%), but say they also talk openly and honestly with them (82%), all top scores.

Nandos staff seem to be very happy within the organisation, Nandos claim to treat all staff equally and fairly and everyone is given equal chances. An example of this is, Paulo Santimano Sequeira who arrived in England and could not speak a word of English, but was employed by Nandos as a cleaner, and was gradually made an assistant manager.

Another company in the top 100 companies to work for is Beaver Brooks the jewellers. Ranked at 3rd place staff are happy with the company and their pay. Rating 75% positive score, the company is also said to be playing its part for the local community.

Staff benefits include, minimum of 25 days paid holiday, a return to work bonus for new mums, dental and life insurance. The company also do allot of charity work with 20% of pre tax profits donated to a local charity. Staff are said to be extremely happy and proud.

In conclusion we recognise that teamwork plays a very big part in everyday life and if people work together in the right way it can be very successful for themselves and an organisation.

"It is certainly true to say that any group of people who do not know they are a team cannot be one. To become a team, a group of individuals needs to have strong common purpose and to work towards that purpose rather than individually. They need also to believe that they will achieve more by co-operation than working individually".

Mullins, l (2010)

References

• Lecture notes week 13
• Mullins,l. (2010) Management and organisational behaviour. 9th ed. Essex: Pearsons

Personality

Every individual has a different personality, we all like different things, dislike different things, have our own tastes and hobbies.

"Personality may be viewed as consisting of stable characteristics that's explain why a person behaves in a particular way. so, for instance, Independence, conscientiousness, agreeableness and self- control would be examples of these personality characteristics".

The Nature approach to personality- Heredity

People scientifically have the same eye colours passed down, hair colour, hair loss and decease's etc. The nature theory looks at personality genes passed down such anger, intelligence and sexual orientation.

The Nurture approach to personality- Environmental

Those who follow this approach believe that heredity factors do not exist, but a persons upbringing and their environmental factors determine a persons personality and their likes and dislikes.

Nomothetic approach

These are characteristics that can be seen and described, they are used well for those training in jobs, for teachers in schools and universities in the development of an individual. This ties in very well to the nature approach of heredity factors. Scientists look closely at a persons DNA, genetics and biology.

"Nomothetic researchers closely allign themselves to studies that "scientific" in a positivitic sense".

Idiographic approach

"Idiographic approaches are concerned with understanding the uniqueness of individuals and the development of the self- concept".

This views sees that the enviroment, the way a person lives daily, their work, responses etc determin their personality. This is very different to the Nomothetic view as this is not science based but looks more to every day life that can changes due to different situations.

The Nature and Nomothetic view tie in together well as they both look at characteristics that are passed down from generations and that will remain to be passed down. They look at science, statistical studies etc. Nuture and Idiographic view do not focus on science and genetics but more on the enviroment. social habits, the people around them etc.

From looking at both views, it is hard to determin which appraoch is more dominant and more important. Genetics and heredity factors play a big part in everyone, everyone has inherited something from their parents or grandparents, e.g. hair colour, bad temper or a high intelligence level. where as on the other side, a persons upbringing can play a large part of who they become as they grow older. For example if a child has a rough upbringing, in a rough area with one parent they will most probably harbour lots of agression when they are older as they have experienced a bad childhood. Also a persons company can determin their personality as this can change at any point in life.

Both Approaches link together as what a person inherits cannot be prevented, genetics cannot be stopped, but sometimes in some cases can be changed due to the image we want the people around us etc, such as hair colour can be dyed, or coloured contact to changed eye colour. Intelligence can be inherited from a parent but a bad atmosphere, bad schooling and bad company can change this. Therefore in my findings, I would say that it is difficult to establish which approach is more dominant.

After conducting a personality test on myself I found the results to be:

Openness- medium

conscientiousness- medium

Extroversion- High

Agreeable- Medium

neurotic ism- High

References

• Mullins, L. (2010) Management & Organisational Behaviour. 9th ed. Essex: Prentice Hall
• Powell, k. (201 1) Nature vs Nuture [Online]. About.com. Available from: http://genealogy.about.com/cs/geneticgenealogy/a/nature_nurture_2.htm [Accessed on 10 May 2011]
• Unknown. (2011) Difference between Nature and Nurture [Online]. Difference between. Available from: http://www.differencebetween.net/miscellaneous/difference-between-nature-and-nurture/ [Accessed on 11 May 2011]

Perception and Communication

"The process by which individuals organise and interpret their sensory impressions in order to give meaning to their environment"

Robbins et al, 2010

Working for T-Mobile retail, it is company and store policy to greet a customer within 30 seconds of them coming in store. Their have been many times where a customer has come in to the store and i have politely and kindly approached them without the risk of them feeling as if I am attacking them as a typical sales person.

A lady once came in store looking at a specific phone, I approached her and she abruptly replied "no" to my offer for help. My initial perception of her was rude and that she had an unnecessary attitude, I decided at this point that I was not going to help this customer again. after 5-10 minutes, the lady then approached me for help on a phone she wanted to buy a phone.

As i was the only sales person on the floor I assisted the customer, sold her a phone and presented an excellent level of customer service. The customer then apologised to me and said that she thought we were the typical sales people she had seen in other mobile network retail stores.

After this my whole perception of this lady had changed, she was a lovely lady and I enjoyed the time spent chatting to her. Due to her previous experiences from different stores it led her to have this misconception.

From this experience I feel that I will definitely not judge the customers that walk into store, because every one has misconceptions and false impulses from meeting people, but you can never judge a book by its cover. Next time I will remember the experiences of this customer and remember that the customer does not know me therefore it is not something to take personally.

"Effective communication occurs only if the receiverer understands the exact information or idea that the sender intended to transmit. Many of the problems that occur in an organization are the either the direct result of people failing to communicate and/or processes, which leads to confusion and can cause good plans to fail"

After reading the 7 recommendations suggested by Rebecca Clake on communication,

1. Have a shared purpose
2. Convince your people
3. Engage your people
4. Consider your channels
5. Keep the personal touch
6. Work collaboratively
7. Measure your results

It is clear that the three recommendations for the university to communicate with the students are, firstly to have a "shared purpose". Students need to understand what they are working towards, their aims, goals and work load. Students also need to know what is expected from them via the university and individual lecturers for different modules. Once a student has established this the communication process will begin as lecturers will be confident that the student is willing to learn and is taking the course serious.

If a student wants to learn and is committed the communication process will be easier as their will be no barrier between the university/lecturer and student such as, information over load, emotions, background/bias, stress or filtering. The lecturers need to establish from those who want to work, learn and progress from those that are not interested, not committed and don't want to learn.

The second recommendation is to "consider your channels". There are not very many methods of communication via the university and the students. the most typical and popular methods are emails or letters sent the students houses. Universities need to considers the main facts that many students may not have regular Internet access therefore by the time they reach a university computer to access emails or Blackboard, the message may be too late. also, students are very unlikely to read letters that are sent to their house, especially if living in dorms and student housing.

More and more companies are becoming up to date with the times and are using different and effective communication methods with the different age groups around them. Social networking sites such a Facebook and twitter are very popular with companies, young people and even celebrities.

Universities should take up new ways such as making a Facebook page for every different lecture such as, People and Organisations could have a Facebook page where the different lecturers can update important information for students to look at. With more and more students constantly logged on to Facebook through their mobile phones, with would be a very effective way of communication between the lecturer/university and student, and vice versa.

This would also be a cost effective and not very time consuming.

Another method could be via text messages for important information. All young people have their phones glued to their hands, universities sending out important information for students would be constant reminders and an excellent fail proof method.

http://www.youtube.com/watch?v=4HZFvusQLNI&feature=related

lastly, "Keep the personal touch". It is a key factor for one to one meetings to be held with students regularly. This way students can address any problems, seek guidance and help, and lecturers can motivate, address any concerns and help with any problems.

Although the university already holds tutorial meetings I feel these are not beneficial for the student as many students do not know their tutor or where to find them and vice versa, let alone go to them for help. Every lecturer should hold tutorial meetings regularly for each class individually as they know the student and see the student, therefore will be able to notice concerns, will be able to help etc. They will then be able to notify them on any important information in regards to the university or the module.

If universities used some of even one of these recommendations, then the communication barrier between the students would definitely fall down. Communication is double sided if one does not want to hear from another or is not interested the barrier will remain solid.

• Thought: First, information exists in the mind of the sender. This can be a concept, idea, information, or feelings.
• Encoding: Next, a message is sent to a receiver in words or other symbols.
• Decoding: Lastly, the receiver translates the words or symbols into a concept or information that he or she can understand.

References

• Lecture Notes, Week 9
• Mistry, J, Lodge, A, Mericle, Frush, Meliones (2008) Communication and Leadership [Online]. Available from: http://www.nwlink.com/~donclark/leader/leadcom.html [Accessed on 10 May 2011].