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When developing a relationship evaluating personal reputation, delivery style, and message content all played important factors in the perceptions between supervisors and employees. Yet, when supervisors were assessing work competence, they primarily focused on the content of what they were discussing or the message.
Training and Development: develop and implement training programs and professional development opportunities for their employees. [ 33 ] Performance Management: a systematic process focused on enhancing organizational effectiveness by designing human resource metrics and implementing performance management systems.
The 1980s focused on how employees received and implemented training programs, and encouraged the collection of data for evaluation purposes, particularly management training programs. [8] The development piece of training and development became increasingly popular in the 90s, with employees more frequently being influenced by the concept of ...
Research primarily focuses on the work satisfaction and performance of employees in PDM. [2] [10] [11] [7] Different measurement systems were applied to identify the two items and the relevant properties. If they are measured with different processes in PDM, the relationship is as described below: [10]
Using managers to train employees is an effective on-the-job training strategy because it allows them to connect the training to the actual operation that employees will conduct in their routine work. [8] Training employees to train coworkers is another effective strategy since they are familiar with the company's culture, strengths, and ...
Transactional leaders use an exchange model, with rewards being given for good work or positive outcomes. Conversely, people with this leadership style also can punish poor work or negative outcomes, until the problem is corrected. [9] One way that transactional leadership focuses on lower level needs is by stressing specific task performance. [10]
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