PMH8 Midterm Past Paper PDF

TOPIC 1: ` BUILDING RESILIENCE: BENEFITS OF RESILIENCE FOR EMPLOYEES Transformative Approaches to Stress Management AND ORGANIZATIONS in the Workplace Employee...

TOPIC 1: ` BUILDING RESILIENCE: BENEFITS OF RESILIENCE FOR EMPLOYEES Transformative Approaches to Stress Management AND ORGANIZATIONS in the Workplace Employee 1. Enhance well-being Resilience. Solving problem, facing challenges and 2. Increased job Satisfaction recovering from mistakes. 3. Better adaptability 4. Improved Problem-solving 5. Stronger Relationships SOURCES OF WORKPLACE STRESS 6. Higher Performance 7. Reduce Burnout 1. Job-related Stress Organization A person might feel under pressure if the demands of their job (such as hours or 1. Improved Employee Retention responsibilities) are greater than they can 2. Enhanced Productivity comfortably manage. 3. Enhanced Organization Agility 4. Strong Team dynamics 2. Organizational Culture and Development 5. Positive Work culture Culture: 6. Enhanced Reputation 7. Better Financial Performance A toxic culture can lead to increased stress level, low morale, and lack of motivation among employees. TOPIC 2: HARNESSING TALENT: Environment: STRATEGIES FOR EFFECTIVELY MANAGING OVERQUALIFIED EMPLOYEES AND a. Workplace too hot or too cold MAXIMIZING THEIR POTENTIAL b. Co-workers who constantly talk very loudly Overqualification refers to a situation where a person has more education, skills, or experience than what is 3. Interpersonal Conflicts and Team Dynamics required for a job position. This can occur when an individual applies for a role that is below their Interpersonal Conflict: qualification level. a. Avoidance behaviour b. Absences from the workplace and Managing Overqualified Employees c. Loss of productivity 1. Retention and Reduced Turnover Team Dynamics: 2. Maximizing Talent 3. Employee Engagement Can affect the team communication and 4. Promoting a Positive Work Environment coordination, leading to increased individual 5. Leveraging Diverse Perspectives focus and decreased teamwork. 6. Avoiding Resentment Overqualified employees can bring significant TRANSFORMATIVE APPROACHES TO benefits to organizational innovation and culture STRESS MANAGEMENT when managed effectively: Mindfulness and Meditation 1. Fostering Innovation Cognitive Behavioral Strategies 2. Improved Organizational Culture Emotional Intelligence Development 3. Increased Adaptability 4. Boosting Employee Morale 5. Enhancing Strategic Thinking ORGANIZATIONAL STRATEGIES FOR RESILIENCE ENVIRONMENT Recognizing the unique skills of overqualified employees and aligning them with dynamic roles: A. Creating a Supportive Work Environment Encouraging open communication 1. Conduct Comprehensive Skill Assessments Promoting Team collaboration 2. Create Dynamic and Flexible Roles 3. Leverage Leadership and Mentorship Skills B. Work-Life Balance Initiative 4. Promote Continuous Learning and Upskilling Flexible Working Arrangements 5. Involve Them in Decision-Making Time management Addressing the motivations and job satisfaction of C. Training and Development Program overqualified employees: Resilience Training Workshops 1. Offer Recognition and Acknowledgment Leadership Development 2. Align Roles with Personal Values 3. Foster a Collaborative Work Environment 4. Provide Flexibility and Work-Life Balance Leadership is influence ----- nothing more, 5. Encourage Open Communication and Feedback nothing less. (John Maxwell) FOUR ESSENTIAL LEADERSHIP TRAITS STRATEGIES FOR DEVELOPMENT AND 1. Empathy RETENTION 2. Connection 3. Trust A. Providing Continuous Learning 4. Resilience Opportunity Providing continuous learning LEADERSHIP DEVELOPMENT PLAN opportunities is essential for the development and retention of overqualified employees, who 1. Assess your needs: What leadership skills are often seek to expand their skills and knowledge required and who will participate. beyond their current roles. By offering access 2. Design the program: Offer different learning to advanced training programs, workshops, and styles and opportunities for real-world professional certifications, organizations can application. not only satisfy these employees' desire for 3. Implement the program: Choose trainers and growth but also harness their potential for make a schedule. greater contributions. 4. Ongoing support and evaluation: Reinforce learning through mentorship or coaching. B. Encouraging Mentorship and Knowledge Sharing Encouraging mentorship and knowledge 5 STRATEGIES FOR CULTIVATING sharing is a vital strategy for developing and INNOVATION retaining overqualified employees, as it not 1. Embrace Curiosity: Encourage questioning only leverages their expertise but also fosters a and exploration of new ideas collaborative work environment. By pairing 2. Cultivate a growth mindset: Believe in the these employees with less experienced ability to learn and improve continuously. colleagues, organizations can create valuable 3. Foster a supportive work environment: opportunities for skill transfer, professional Create a safe space for experimentation and growth, and enhanced team dynamics risk-taking. 4. Practice mindfulness: Promote focused C. Addressing challenges and implementing attention and reduce stress to enhance effective solutions to reduce turnover creativity. Addressing the unique challenges faced 5. Embrace Constraints: Use limitations as a by overqualified employees is essential for catalyst for creative problem-solving. implementing effective solutions that reduce turnover and enhance retention. These individuals often encounter feelings of THE ROLE OF PROACTIVITY IN stagnation and disengagement when their skills LEADERSHIP AND MANAGEMENT are underutilized. To counteract this, organizations must identify the specific factors 1. Effective Communication contributing to dissatisfaction, such as lack of 2. Continuous learning and improvement advancement opportunities or insufficient 3. Empowerment and Delegation challenge in their roles. By implementing 4. Risk Management tailored solutions—such as personalized career 5. Strategic Planning and Goal Setting development plans, meaningful project 6. Anticipation of future trends and challenges assignments, and regular feedback sessions— organizations can create a more fulfilling work experience. TOPIC 4: ART OF ENGAGEMENT: INNOVATIVE METHOD TO BOOST EMPLOYEE MOTIVATION AND RETENTION TOPIC 3: LEADERSHIP DEVELOPMENT: SHAPING THE FUTURE: A BLUEPRINT FOR TYPES OF MOTIVATION TOMORROW 1. Intrinsic Motivation is defined as the motivation to engage in a behavior because of Leadership the inherent satisfaction of the activity rather The action of leading a group of people or an than the desire for reward or specific outcome. organization. (Oxford English Dictionary) 2. Extrinsic Motivation is an action that is driven The state or position of being a leader who lead, by external rewards. These can be tangible, guide, or inspire others. (Oxford English such as money or grades, or intangible, such as Dictionary) praise or fame. Leadership is the capacity to translate vision into reality. (Warren Bennis) FEEDBACK Peer recognition works by allowing employees to acknowledge and reward each other’s contributions in Innovative Method: the workplace. This can be facilitated through a Using survey tools: Google Form or Type form structured program or platform where colleagues can to create anonymous surveys that employees give shout-outs, share positive feedback, or nominate can complete at their convenience. others for rewards. Key features often include: Pulse Survey is a fast and easy method of 1. Recognition Platforms: Online tools or apps regularly collecting data from the same that enable easy sharing of appreciation. audience. It helps individuals and organizations 2. Points or Rewards System: Employees earn gather frequent feedback about important points for recognition, which can be redeemed issues from respondents. for prizes or benefits. A pulse survey is a survey that contains just a 3. Regular Celebrations: Scheduled events or few short questions to gather employee meetings to highlight peer recognitions. feedback on a particular topic over the course 4. Visibility: Public recognition in team meetings of a certain period. The frequency of pulse or online platform to enhance morale. surveys can vary from weekly to quarterly. Advantages of Employee Pulse Survey TO HAVE A SUCCESSFUL ENGAGEMENT, It offers useful insights on the needs and HERE ARE SOME METHODS WHICH TOP expectations of employee. MANAGERS WILL ASSESS: Employee pulse survey improve workplace 1. Participation: Employees sign up for the communication. activities that interest them, promoting Ability to keep your employees engaged autonomy and engagement. consistently. 2. Reflection: After the events or activities, Business Pleasure – To do something enjoyable that is encourage participants to share their related to one’s work. experiences and insights, fostering a sense of community and learning. Modern teams seek activities that engage, inspire, and 3. Follow-Up: Use feedback to improve future create meaningful connections among team members. Employee Experience Days and ensure they The goal has shifted from just building trust, to creating align with employee interests. an environment where individuals feel valued, motivated, and comfortable collaborating with their colleagues. FLEXIBLE WORK ENVIRONMENT 1. Escape Roon Challenges are immersive 1. Remote work/Hybrid Work Options: puzzle-solving experiences that require Provide employees the option to work from participants to work together to uncover clues home and other locations. and solve challenges within a set time limit. 2. Flexible Hours/Flextime: Allow employees These real-life adventures demand creativity, to choose their working hours within a set critical thinking, and effective communication. range. 2. Outdoor Adventure Challenges – These 3. Compressed workweeks: Allow employees experiences can help team members develop to work longer hours for fewer days. trust, conquer fears, and overcome obstacles 4. Technology Integration together. Outdoor adventures are an excellent way to break free from the routine, breathe in fresh air, and strengthen the team’s resilience and collaboration skills. 3. Creative Brainstorming Sessions – Organize sessions where teams tackle real work problems using creative thinking techniques, enhancing innovation skills through role- playing. PEER RECOGNITION PROGRAM Creating a peer recognition program within your team can be a powerful way to build trust and friendship. Team members can nominate and acknowledge their colleagues’ contributions and achievements, creating a culture of appreciation and recognition. This not only boosts morale but also reinforces the idea that everyone’s efforts are valued within the team.