by: Christine Zafra

For employers, the best thing you can do when assessing your employees’ satisfactory rating is to give them questionnaires once every three months. The questionnaires should include a “1 to 10” rating system and should include questions like, “do I still like my job?”, or “do we have harmony in the office?”.

If you fear about your employees being dishonest in their surveys, make the survey forms anonymous and assure them that no marks or creases have been made on the forms to identify them. Make it institutional too to avoid wary employees accusing you of doing the “knock-out round elimination” system to track them down. The keyword here is to listen. Listen to your employees’ concerns and address them as early as possible before their performance gets affected.

Photo taken from http://www.istockphoto.com

by: Christine Zafra

You employees comprise your company; and not unless your employees produce outputs, and I mean quality outputs, your company will remain in the dumps. Accel Team, a pioneer in the employee motivation field, assessed seven strategies that can be of help to companies whose employee spirits are hitting the rock bottom:

1. Give them positive reinforcements.
2. Impose an effectual reward and punishment system.
3. Treat them fairly.
4. Fulfilling the needs of the employees.
5. Setting company goals.
6. Job restructuring
7. Giving rewards based on work performance and productivity.

With these, your name will probably on your every employee’s lips, singing praises for you.

Photo taken from http://melissabushman.files.wordpress.com

by: Christine Zafra

The fourth and last management style according to Dr. Likert is the most ideal among all the management styles he theorized. The “participative – group system” is actually the entire opposite of the first management style. The management has complete faith in their employees, giving them tasks to do and not making a big fuss about it later (the employee has the freedom to have his/her own tactic in achieving the company’s goal). Also, group discussions are highly visible and employees are given rewards based on the goals they have reached which have been made during the said group discussion. Not only do the executives feel the burden but everyone in the company does. Communication is at its peak here and teamwork is exceptionally ample.

Photo taken from http://www.rejuve.co.za

by: Christine Zafra

The third installment in Dr. Likert’s management styles is that of the “consultative system”. Basically, the executives here trust their subordinates but not that much. There may be instances wherein the manager gives the load to his/her employee and asks him/her to do “whatever he/she thinks is right”, but may suggest other options as to how to do it (in a subtle manner). The reward system is being implemented here too, and communication is highly encouraged (it beats the position barrier as employees from below and the top can communicate with each other). There is also a reasonable amount of teamwork within the company.

Photo taken from http://a.abcnews.com

by: Christine Zafra

The second management style introduced by Dr. Rensis Likert is that of the “benevolent – authoritative system”. It differs from the first proposition Dr. Likert made since motivation of the employees here is based on the reward – punishment structure. Basically, if the employees do well, they get rewarded (like high sales or an increase in salary perhaps?). Managerial executives in this kind of set-up feel that all the burden of the company has been inflicted upon them and none to their subordinates. This system also promotes little communication and very little teamwork (compared to NO teamwork at all in the first management style).

Photo taken from http://images.barnesandnoble.com

by: Christine Zafra

Have you ever thought of ways of get your employees involved in the work arena more? Maybe you have exhausted all your resources just to make them budge. If you are still unsuccessful, maybe it’s about time that you know the different kinds of management styles according to Dr. Renesis Likert, an expert in the human relations field.

The first management style he mentioned is that of the “exploitive – authoritative system”. This is perhaps the worst in terms of employee satisfactory, since this implies threatening the employees just to make them work. A boss who runs the office like this can get a very low score card from his employees. Also, there is little communication and NO teamwork between the employees.

Photo taken from http://pro.corbis.com

In the earlier years, bankers were thought of stuffy, old men in black suits, sitting behind their desk and looking at loan applications. More recently, this idea has been debunked as bankers no longer sit waiting for their customers to call on them. So many banking institutions have been set up and competition is intense, so these “old men” now go out of their haven to reach out to customers and offer the best products and services being given by their establishments. Setting up contacts and following up your offer with your target clients will show them how you value their patronage, and assure them of your dedication and commitment to give the best service.