Navigating Employee Groups: Justin Was Recently Hired As A M

Navigating Employee Groupsjustin Was Recently Hired As A Manager At A

Navigating Employee Groups Justin was recently hired as a manager at a medical waste management company. Because he is new to the company and has been assigned to work with a diverse group of employees, Justin’s supervisor asked him to develop an analysis and plan for working with his employee group. This task will help Justin understand his employees, anticipate possible employee interactions, and help him work through group conflict should it arise. Justin decided to create a chart to catalog his analysis and plan. Research diversity in the workplace using the internet and materials presented in the weekly readings and activities.

Complete the analysis and plan chart. Employee Knowledge of employee behavior, background, and habits. Explain the impact each employee could have on the organization. Explain the strength this type of employee can bring to the organization. Explain at least 2 motivational strategies you could use with each employee to increase job satisfaction and job performance.

Cite any reputable references used to complete your chart. Reputable references include trade or industry publications; government or agency websites; scholarly works; your textbook, Organizational Behavior, Theory, and Design in Health Care (2nd ed.); or other sources of similar quality. Format your references section and any in-text citations used in your chart according to APA guidelines.

Paper For Above instruction

Justin’s assignment to develop an analysis and plan for working with his diverse group of employees involves understanding individual employee backgrounds, behaviors, and potential impacts on the organization. In a healthcare environment like a medical waste management company, diversity is crucial as it influences communication, teamwork, and overall organizational effectiveness. Drawing from reputable sources such as Robbins and Judge (2019), the following analysis evaluates four employees with diverse characteristics, highlighting their backgrounds, contributions, and motivational strategies.

George has worked at the company for 30 years despite lacking a college degree. His extensive tenure offers a wealth of institutional knowledge and loyalty. His deep understanding of company operations and historical context can serve as a mentor for newer employees, fostering a culture of experience-based learning. However, his lack of formal education might limit his adaptability to new procedures, necessitating targeted training to ensure he remains engaged and effective. George's traditional perspective could influence team dynamics either positively, by promoting stability, or negatively, by resisting change.

Kelly exhibits a dominant personality and prefers to take charge during projects. Her assertiveness can drive team productivity and ensure deadlines are met but may also lead to conflicts if her leadership style stifles collaboration. Kelly's influence can positively impact organizational efficiency by providing clear direction. To motivate her and enhance job satisfaction, strategies such as involving her in decision-making processes and providing leadership development opportunities can be effective. These approaches can channel her assertiveness constructively, boosting her engagement and contribution.

Marcus, who has traveled extensively and worked across various environments, brings adaptability and cultural awareness to the team. His diverse experiences enable him to navigate different work settings and foster inclusive communication. His broad skill set can inspire innovation within the organization. To motivate Marcus, recognition of his unique experiences and involving him in cross-functional projects can affirm his value, increasing his commitment and job satisfaction.

Anna is a recent college graduate with a master’s degree but limited work experience. Her fresh academic knowledge offers new perspectives, especially in integrating innovative practices. She may need support in developing practical skills and understanding organizational workflows. Mentoring programs and assigning her to projects that utilize her academic background can motivate her, helping her gain confidence and see her growth trajectory within the company.

In conclusion, understanding each employee’s background and behavior helps managers develop tailored motivational strategies, improving job satisfaction and performance. Incorporating diversity awareness fosters a more inclusive and productive workplace, ultimately benefiting organizational goals. According to Schein (2017), effective management of workplace diversity and individual differences enhances organizational agility and resilience, which are crucial in dynamic sectors like healthcare.

References

• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Schein, E. H. (2017). Organizational Culture and Leadership (5th ed.). Wiley.
• National Institutes of Health. (2020). Diversity in the Healthcare Workforce. https://www.nih.gov
• U.S. Bureau of Labor Statistics. (2022). Diversity and Inclusion in the Workplace. https://www.bls.gov
• World Health Organization. (2021). Workforce Diversity in Health. https://www.who.int
• Society for Human Resource Management. (2018). Managing Diversity and Inclusion. https://www.shrm.org
• Cox, T., & Blake, S. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. Academy of Management Executive, 5(3), 45-56.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Gaudet, S. (2020). Leadership Strategies for Diverse Teams. Harvard Business Review. https://hbr.org
• McGregor, D. (1960). The Human Side of Enterprise. McGraw-Hill.