Employee Portfolio Management Plan Mgt 311

Employee Portfolio: Management Plan
MGT/311
April 8, 2013

Employee Portfolio: Management Plan
As a member of management at Riordan Manufacturing, I have implemented a management plan that will assess employees’ overall characteristics. In doing so, the members of management will know how to use their characteristics to make the organization more successful. I have asked three employees to complete self-assessments about job satisfaction, current emotional status and their decision making process. The assessments will ultimately allow management to discover characteristics of the employees and determine how these characteristics will affect Riordan Manufacturing in future growth and development.
These self-assessments will give the employees the opportunity to provide a realistic description of their major accomplishments, job satisfaction, and emotional influence as well as how they make decisions related to their performance. In a self‐assessment, the employee can describe their major contributions and how they accomplished or did not accomplish their performance expectations. These may also be referred to as personal evaluation surveys.
Once completed, a carefully thorough review and analysis of these self-assessments can provide additional recommendations that may be presented to assist the organization in gaining a better perspective on the management and motivation that these employees will need in order to succeed.
Melissa N, Linda S, and Will S are the employees who participated in the self-assessments. These employees took the following self-assessments: How Satisfied Am I with My Job?, How Are You Feeling Right Now?, and Am I A Deliberate Decision Maker? I identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to better capitalize on the employees’
characteristics.

The results of Linda S assessments indicated a job satisfaction rating below the means, exhibited above average decision making, and neutral emotions during the assessment. Melissa N scored higher than the means in job performance, demonstrated high engagement, and exhibited positive emotions. Will S scored about average for the means in job satisfaction, he is only moderately engaged, and expressed average emotions during the assessment. Job satisfaction is the general attitude one holds about a job, which can dramatically affect the effectiveness and efficiency of the organization (University of Phoenix, 2011, Week One Reading). The one thing that I have learned is that people who experience high levels of job satisfaction feel more positively about their jobs and thus, usually reduces the levels of missed days from work and overall turnover rates. The exact opposite of this holds true as well, as such, employees with low levels of job satisfaction experience negative attitudes about the job and tend to be absent more often, leave the organization, or engage in disruptive behaviors that negatively affect the organization and other employees.

My recommendations for each of them would be to perform additional assessments to conclude what is their job satisfaction level. In doing so, it would provide a better understanding of these factors for them and management which could involve a more positive feeling about a job. It is very important for both employees and management to understand what provides positive feelings and negative feelings.
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References:
University of Phoenix. (2011) Week One reading. Retrieved from University of Phoenix, MGT/311 – Organizational Development course website.