The current wave of globalization explains why “organizational development” mainly focuses on employee empowerment. Business organizations should manage their workers by establishing the best “work contracts.” Every company should develop, mentor, and encourage its employees. This proposal examines some of the recent studies on workplace development.
Recent Studies for the Development of the Industrial Work Environment
Some of the programs used to develop employees include the provision of benefits and better working conditions (Bello 229). According to Cohen and Golan (418), managers should always empower and motivate their employees. Different management theories encourage organizational leaders to embrace the best ideas, such as “time management,” work-life balance, proper health benefits, counseling, and employee motivation. As well, new leadership models such as transformational and transactional approaches can make any organization successful.
New studies also explain how managers can promote the concept of “employee development” in the workplace. The use of “personal development plans” makes it easier to achieve the targeted goals. The concept of “human investment” improves innovation, teamwork, participation, and productivity. There are new theories encouraging leaders to empower their employees. Scholars encourage managers to embrace teamwork and career development in order to realize their organizational goals (Bello 231). That being the case, more studies would be essential towards understanding how employees can be “empowered” and “developed” in the workplace.
Steps to Reduce Absenteeism in the Workplace
Absenteeism is a major challenge because it affects the performance of many organizations. Absenteeism occurs when employees face certain challenges such as reduced motivation, lack of organizational support, and poor leadership styles. Organizational conflicts and discriminations also encourage absenteeism (Cohen and Golan, 422). Managers can use various steps to reduce absenteeism in the workplace. The first “applicable” step is to introduce a new change in the workplace. The proposed change will encourage every employee to work as a team. This change will promote a better working environment whereby the employees can work in teams.
The other possible step is to introduce a new leadership strategy. The leadership approach will encourage every employee to be part of the decision-making process. The leader should make the best decisions and solve all the existing problems or challenges. The approach will encourage every employee to be part of the organization and eventually realize the targeted goals. The third step is to “defreeze.” This strategy ensures the leadership style in the organization promotes organizational performance (Bello 233). The managers will motivate the employees and promote the best “work-life” balance. This proposal will eventually reduce absenteeism in the workplace.
Strategies to Motivate Employees
Every business organization should use the best strategies to motivate its employees. Managers can use various approaches or strategies to motivate their employees in an organization. The first strategy is to introduce the best leadership style. Leaders should motivate their employees through proper “decision-making” and empowerment. Business leaders can motivate their employees through mentorship, encouragement, and career development. The other strategy is to create the best working environment. According to Cohen and Golan (426), the approach will ensure every employee gets the best counseling, remunerations, safety measures, and “work-life” balance.
The human resource department (HRD) can also “involve” the employees in the decision-making and problem-solving processes. These proposals can make any business organization successful because every employee will focus on the targeted goals. The above proposals are useful because they can improve the performance of every business organization.
Bello, Shukurat. “Impact of Ethical Leadership on Employee Job Performance.” International Journal of Business and Social Science 3.11 (2012): 228-236. Print.
Cohen, Aaron and Golan, Ronit. “Predicting Absenteeism and Turnover Intentions by Past Absenteeism and Work Attitudes: An Empirical Examination of Female Employees in Long Term Nursing Care Facilities.” Career Development International 12.5 (2007): 416-432. Print.