- What do you personally consider the best means of motivating an employee in order for them to do well on an evaluation/review?
- As an operations manager, how are clear goals and expectations incorporated into a warehouse environment?
- Are there strategies involved when setting goals or expectations? If so, please explain how you go about enacting expectations and goals.
- Does Unical have a company goal that adheres to the overall functionality of the warehouse? If yes, please explain how that company goal could be used in your team (departments).
- What can an employee do to improve on an evaluation? If they’re rated low in a certain area, how does an employee go about improving?
- How do work-sponsored evaluations such as the Personal Values Inventory® and the Predictive Index® measure the competency of an employee and/or manager?
- Would you say these types of ‘tests’ promote positive behavior or change anything in an employee?
- For my essential question, my second answer is that an operations manager can best motivate their employees through communication. How can communication be used to address motivation?
- Generally speaking, what kinds of motivation does Unical offer it’s employees?
- As a manager, what do you do to motivate your employees? What do you do to make your motivation method effective?
- I’ve come across a number of articles stating that relationships between employee and manager is an important part of motivation. Why do you think communication heavily emphasized in motivation?
- In your experience as a manager, what kinds of motivation drove you to be successful and get you where you are now?
- Before becoming a manager, what used to motivate you to do well?
- How many reviews do you typically go through in a day?
- Which evaluations (the good ones or the bad ones) have the most attention?
- Are employees on probation (meaning they’ve done poorly in a certain area) more at risk and have extensive reviews? If yes, what can a manager do to ensure these employees are addressed appropriately (in terms of motivating them and assessing the issue)?
- Are employees with generally good performances devoted as much attention as those with issues? If yes, what should a manager do in order to ensure they maintain their dependability?
- How does a positive work environment help employees to be productive?
- What do you personally think invokes efficient productivity? Are there a number of factors to determine efficient productivity?
- Would you say team building creates motivation between a manager and their employees? If so, please provide an example from the warehouse and how an effective team is important.
- Why is good leadership important in motivation?
- How does good leadership steer an employee in the right direction (in terms of doing well on an evaluation)?
- Is motivation clearly visible in an employee? What alerts the manager when they know their leadership is working?
Tuesday, March 4, 2014
Blog 17: Fourth Interview
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Will you please number your questions when you turn in the interview? Also, your questions are generally good, but need some rephrasing to make sure you don't get short answers.
ReplyDeleteDoes Unical have a company goal that adheres to the overall functionality of the warehouse? If yes, please explain how that company goal could be used in your team (departments). What if the answer is no on this one. Maybe rephrase.
Would you say these types of ‘tests’ promote positive behavior or change anything in an employee? Yes/no
For my essential question, my second answer is that an operations manager can best motivate their employees through communication. How can communication be used to address motivation? Who is your advisor again? I know that I said you'd need to be a lot more specific. What does your advisor say. Start using more specific language now rather than later.
I’ve come across a number of articles stating that relationships between employee and manager is an important part of motivation. Why do you think communication heavily emphasized in motivation? This last part is a bit confusing.
How many reviews do you typically go through in a day? Short answer.
Which evaluations (the good ones or the bad ones) have the most attention? add...why?
Are employees on probation (meaning they’ve done poorly in a certain area) more at risk and have extensive reviews? If yes, what can a manager do to ensure these employees are addressed appropriately (in terms of motivating them and assessing the issue)? What if they say no?
Are employees with generally good performances devoted as much attention as those with issues? If yes, what should a manager do in order to ensure they maintain their dependability? What if they say no?
Would you say team building creates motivation between a manager and their employees? If so, please provide an example from the warehouse and how an effective team is important. What if they say no?
Is motivation clearly visible in an employee? What alerts the manager when they know their leadership is working? What if they say no?