FMC Corporation Essay Example | Topics and Well Written Essays - 1500 words

FMC Corporation - Essay ExampleWhile Aberdeen has the mindset of a modern, intelligent organization seeking to get up continuous learning opportunities for its employees so that they too grow flexibly with the ever-changing needs of the market, Green River persists in a strictly role-based model offering detailed room for career enhancement, and instead, plenty of room for employee discontent.In such a scenario, redesigning job descriptions can go a long way in boosting employee motivation. each employee has areas of strength and weakness it is apparent that Green Rivers hierarchical structure doesnt encourage constructive dialogue so needed to enable people to break absent from hesitations, and talk freely about their favorite interests concerning the job. An organizations woes begin when a person is stuck at the wrong role, and cant facilitate enough interaction to undergo a change. E.g. an employee endue with a flair for marketing will find a technical role nothing short of dr udgery, and vice versa. It is very important for Green River to cognise these symptoms before it is too late. The only way it can replicate the success of its role model, Aberdeen, is by carrying out an unbiased feedback among all employees concerning their career interests. The more list of employees it can place in the right role, the more it has secured an environment in which change is possible.Performance appraisalAberdeen scores high on performance because of its structure, which incorporates a cross-functional team to multiply creativity, innovation and overall efficiency. In an apparently transparent environment, performance indices are easier to measure. In a nutshell, people feel motivated to bend harder when they are assured that they would be rewarded for their endeavors through an easy-to-follow, responsive mechanism. This doesnt seem to be the case with the Wyoming unit, which clings to a bureaucratic system that chokes enterprise and funnels individual aspiration.A rcher join & Associates describe performance appraisal as an ancient art, as the only process available to achieve fair, decent and consistent outcomes (homepage). The website goes on to elucidate the twain contrasting schools of thought regarding rewards and incentives while rewarding a good employee for decent output seems fair at first glance, often reviewers can be faultfinding(prenominal) and opinionated, and the experience can be punitive and harrowing for the employee in case of negative appraisal.Another area of concern is the fact that it is often the case that the valuator and appraisee know each other well because of frequent social interactions so any negative feedback can cause resentment and morale damage, leading to sour relationships and productivity decline (Archer&North homepage). The bottomline is any appraisal system put in place must be unbiased, acceptable to all, and highly sensitive in character.PayAberdeen being the more profitable