There are many different factors that affect an employee, but norms often shape an employee’s behavior in the workplace. Often, the environment and corporate culture of a business either allows or directs employees to behave in certain ways. All teams rely on each other for support, and look to their superior for guidance and assistance when needed.
Supervisor-conducted appraisals provide opportunities for employees to receive real-time feedback, and can also give a chance for workers to ask questions to supervisors. Self-evaluations relieve the pressure that employees feel of facing their superiors, and allot time to employees to reflect on what they wish to improve on or recommend. Peer-evaluation allows fellow colleagues to give constructive criticism to each other, and point out areas of improvement or success.
There are three main objectives that the Occupational Health and Safety Act aims to cover: (1) the maintenance and promotion of worker’s health and their capacity to work; (2) the improvement of the working environment and the conducive environment to worker’s health and safety; and (3) the development of work organizations and cultures that supports health and safety at work, and in doing so promotes a positive social climate and enhance the smooth productivity of worker’s undertakings.
Although stress in often seen in a negative light, it can also be a positive element to people of all ages. Stress can be defined as the pressure to perform, and is felt when there are competing demands or multiple deadlines imposed on any one person. For workers to avoid accidents in the workplace, there are three methods of prevention that supervisors can follow. Firstly, supervisors need to ensure that the workplace adheres to the Occupational Health and Safety Act, by checking the work environment for any damage. Secondly, supervisors can develop emergency plans in case of any major accidents or urgent situations. Thirdly, supervisors are responsible to take immediate actions in the best interests of any employee if unexpected circumstances are encountered.
There are always rules and procedures to follow when employees make mistakes, no matter how large or how small. Disciplinary action always should be reported to management before it is met with the employee or employees in question, so that it can be discussed and carried out in a professional manner. It is said that the main difference between creativity and innovation is focus. For example, the man behind the creation of Coca-Cola had an idea for a new medicine, but didn’t know what to do with it, selling it instead to an acquaintance. 3M, on the other hand, took a formerly unwanted idea from a dismissed employee and re-engineered in into the Sticky-Note.
Often employees are resistant to change, especially in a company where their work is guaranteed and they work amongst like-minded employees. It is usually when employees talk against ideas, develop groupthink, or refuse to work altogether that change is seen as resistant to these employees; and supervisors need to be aware of these in order to address them at the root level. There are three main pieces of legislature that gave rise to the rights or management and unions, being the United States Labor Law, the Fair Labor Standards Act, and the National Labor Relations Act. The first was intended to mediate the rights and duties of workers; the second introduced the seven-day workweek and the national minimum wage, amongst other work provisions, and the third allowed collective bargaining and collective actions for both management and unions alike.