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

HR Management, Training and Development - turn out ExampleWhere Mel tends to believe that the feedback generated daily, by Jennifer, should be enough to enhance the levels of productivity within the subordinate module members, Jennifer believes that a to a greater extent 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, infra 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 cognise as a positive outcome of continuous reinforcement, both positive and critical (Green, 2004). Though the incident 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 import ant to formalize these discussions so as to covenant 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 idea process not only to secure a more motivated and productive staff, but to construe that the employees clearly understand their job-related expectations and receive thenecessary self-confidence (esteem) to genuinely enjoy coming to the workplace. This creates a light of fairness and balance in the management team where the employees can come to rely on simple reporting of their competency levels and build camaraderie between the management staff and themselves.With this in mind, avoiding the formal judgement 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 thei r bunk within the business. Though Mels arguments are somewhat