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Managing People at Workplace

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Added on  2020-02-18

Managing People at Workplace

   Added on 2020-02-18

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Running head:MANAGING PEOPLEManaging PeopleName of the Student:Name of the University:Author’s Note:
Managing People at Workplace_1
2MANAGING PEOPLEProviding feedbacks to the employees based on their performance and the production is acrucial duty of every manager in an organization. However, giving performance appraisal orproduction report to the employees leads the managers to face various challenges in anorganization (Vidgen, Shaw & Grant, 2017). One of the most important is the maintenance of theconfidentiality while giving feedbacks to the employees regarding their performance. However,the manager needs to maintain the confidentiality while giving any compensation, reward orwarning to the employees regarding their performance. However, the information regarding thefeedback if disclose then it may create a negative effect on the other employees. Often themanager faces issue while giving the reward to the employees based on their performance.However, offering the reward to some employees of the same designation creates jealousy andbreaks the trust of other employees towards the organization.The managers need to provide feedback to the employees as a coach rather than a boss(Vidgen, Shaw & Grant, 2017). However, if the managers give the feedback rudely to theemployees regarding their poor performance then it creates a misunderstanding between theemployees and the manager, which affects their relationship as well as the business (Delaney etal., 2017). The manager needs to involve the employees in the decision making and tounderstand their issues regarding the work. Hence, it is important for the managers to understandthe work related issue that is faced by the employees while giving them feedbacks about thebusiness otherwise it is difficult for the manager to motivate the employees towards their work.Dealing with the performance issue is a major challenge that is often faced by theemployees while giving feedbacks to the employees (Johnson, 2017). As for example, when amanager asks the employees to improve their performance by giving them feedback thenemployees generate work related issue. Therefore, it is difficult for the manager to understand
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