importance of employees having fun while at work
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
importance of employees having fun while at work
Module 3 – Case
Peak Performance
Assignment Overview
Hallowell (2011) explains, “What I mean by peak performance—and what most of us seek in our lives and what managers wish to help their people achieve—is consistent excellence with improvement over time at a specific task or set of tasks.” He further asserts, “Those three factors—excellence, consistency, and ongoing improvement—define peak performance for my purposes” (p. 32). Managers should always be on the lookout for employees who just don’t “fit in” with the organization’s culture. Hallowell (2011) explains, “you can tell a person is not in the right role if he feels no enthusiasm for what he’s doing, if his mind never lights up, if he never gets excited about his job, if he chronically complains” and further states, “This doesn’t mean he’s a dull person or that the line of work he has chosen is intrinsically dull, just that he’s not assigned to the right task” (p. 47). Being assigned the right tasks and then being responsible for those tasks relates to the “division of labor” concept coined by Adam Smith (1776). Hallowell (2011) explains, “The goal is for employees to spend as much time as possible at the intersection of three spheres: what they like to do, what they are most skilled at doing, and what adds value to the project or organization” (p. 49). For peak performance or enhancing productivity levels, many would argue that specific tasks should be assigned to specific individuals with specific skills. Strategic leaders are known for being able to quickly match skills to tasks.
HR managers need to understand the importance of employees having fun while at work. Many organizations are highly task oriented and forget the importance of being relationship oriented. Hallowell (2011) explains, “One way you can tell if your employees are in alignment with the Cycle of Excellence is to see if they are having fun” (p. 47). For example, some modern managers see the value of having fun at work or even taking time off from work to just relax and reflect. For example, Bill Gates is famous “for taking seven days off, twice a year, in a secluded cabin where he reads, drinks diet Orange Crush, and thinks” (p. 131).
Hallowell (2011) provides the following recommendation for managers, “Consider having a goofy day of some sort now and then. It must conform to the basic rules and values of your organization’s culture, of course. But make it fun” (p. 129). By having a goofy day at work or dressing up for certain holidays, employees are able to have some fun, which also relieves stress. Hallowell (2011) explains, “Effective management limits bad stress as much as possible, while promoting good stress in the form of surmountable challenges” (p. 143). Effective managers also understand the importance of recognizing employees for their daily contributions. Hallowell (2011) states, “Recognition is so powerful because it answers a fundamental human need, the need to feel valued for what we do. Managers are in a unique position to offer—or withhold—such recognition, and with it, the feeling of being valued” (p. 162). Hallowell (2011) provides a unique example from Harvard University that reinforces the importance and significance of recognizing all employees and not just the popular ones. Hallowell (2011) explains,
To celebrate those who worked in nonacademic jobs, an outside group helped create an event called “Harvard Heroes.” It was a phenomenal success until it was discontinued for budgetary reasons in 2009. Once a year, exactly one week after Harvard University’s commencement ceremonies, the university held a parallel ceremony to honor selected employees who had gone above and beyond everyday achievement in their work (pp. 168-169).
The “Harvard Heroes” example depicts the importance of recognizing the employees who are at times, behind the scenes. According to Hallowell (2011), the five steps to igniting peak performance in an organization is called the Cycle of Excellence (pp. 6-7):
Step 1—Select: Putting people into the right jobs so that their brains light up.
Step 2—Connect: Overcoming the potent forces that disconnect people in the workplace both from each other and from the mission of the organization, and restoring the force of positive connection, which is the most powerful fuel for peak performance.
Step 3—Play: Play, or imaginative engagement, catalyzes advanced work, and managers can help people tap into this phenomenally productive yet undervalued activity of the mind.
Step 4—Grapple and grow: Managers can create conditions where people want to work hard, and employees making progress at a task that is challenging and important turns ordinary performers into superstars and increases commitment.
Step 5—Shine: Doing well—shining—feels good, so giving recognition and noticing when a person shines is critical, and a culture that helps people shine inevitably becomes a culture of self-perpetuating excellence.
The five steps of the Cycle of Excellence provide a novel approach to maximizing peak performance.
Reference: Hallowell, E.M. (2011). Shine: Using Brain Science to Get the Best From Your People.Boston, MA: Harvard Business Review. (This book is not required).
Case Assignment
Drawing on the material in the background readings and doing additional research, please prepare a 3-5 page paper (not including the cover and reference pages) in which you:
- Analyze the five steps of the cycle of excellence and discuss the added value of using the cycle of excellence.
- Which step is the most important and which step is the least important?
- Critique Hallowell’s cycle of excellence and then create your own cycle of excellence. Discuss how your cycle of excellence is the optimum approach for managing human capital.
Assignment Expectations
Your paper will be evaluated on the following points:
- Precision: Does the paper address the question(s) or task(s)?
- Clarity: Is the writing clear and are the concepts articulated properly? Are responses made through paraphrasing and synthesis of concepts? (Or is there excessive use of quotations?) Are headings included in all papers longer than 2 pages?
- Breadth: Is the full breadth of the subject addressed?
- Depth: Does the paper address the topic in sufficient depth?
- Grammar, spelling, and vocabulary: Is the paper well-written? Are the grammar, spelling, and vocabulary suitable to graduate-level work?
- Referencing (citations and references): Does the paper use citations and quotation marks when appropriate?
- Critical thinking: Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?
Assignment Expectations (Structure)
- Make sure that you use your own language (rather than copying sentences from the article).
- Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.
- Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.
- Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citation of references. You may use the tutorial found on the following link (press “view the tutorial”): http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382
Module 3 – SLP
Peak Performance
HR Functions
Human resource management has seven vital functions that are connected to each other. The seven different functions are:
After doing some research on the different HR functions, discuss the three most important functions based upon your experiences, research. Please make sure to justify why you chose the three functions that you did and how you three functions can help an organization progress.
This assignment is a Signature Assignment that will be used for specific assessment purposes.
SLP Assignment Expectations
Your paper should be short (2-3 pages, not including the cover sheet, references, and assessment sheet) and to the point. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.
You will be particularly assessed on:
- Your completion of all the steps in the exercise.
- Your ability to synthesize information and present a concise and meaningful paper.
- The clarity and quality of your writing.
SLP Assignment Expectations (Structure)
- Make sure that you use your own language (rather than copying sentences from the article).
- Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.
- Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.
Cite your sources: APA Style – Trident requires all PhD work to be in APA form. We also encourage all other students to comply with guidelines for proper citation of references. You may use the tutorial found on the following link (press “view the tutorial”): http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382
Module 3
Required Material
Peter Prowse and Julie Prowse. (2010). Whatever happened to human resource management performance? International Journal of Productivity and Performance Management, Volume 59, Issue 2, pp. 145–162.
Siew Fang Law and Sandra Jones. (2009). A guanxi model of human resource management. Chinese Management Studies, Volume 3, Issue 4, pp. 313–327.
Ivan Svetlik and Eleni Stavrou-Costea. (2007). Connecting human resources management and knowledge management. International Journal of Manpower, Volume 28, Issue 3/4, pp. 197–206.
Steve Miranda. (2005). Creating the indispensable HR function. Strategic HR Review, Volume 4, Issue 3, p. 32–35.
Chris Ashton, Mike Haffenden, & Andrew Lambert. (2004). The “fit for purpose” HR function. Strategic HR Review, Volume 4, Issue 1, p. 32–35.
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. Grammar (worth maximum of 20% of total points) Zero points: Student failed to submit the final paper. 5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors 10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors 15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. 20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. Structure of the Paper (worth 10% of total points) Zero points: Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. GET THIS PROJECT NOW BY CLICKING ON THIS LINK TO PLACE THE ORDER
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