General Revews For All

Well-run and ethically managed companies today know that the divisive treatment of employees’ spouses and families can undermine loyalty and motivation, and adds unnecessary stress to workers in close, loving care relationships. This is especially true for young families who are sensitive to such pressures.

Erik Erikson’s Life Stages Theory can help parents understand why this work pressure is detrimental to young children. The destruction of people’s instincts over the millennia to love and care for their children and partners is quite a problem. Employers with an apparent antipathy play games for the life necessities of their employees are socially irresponsible.

Employees’ work commitments can put pressure on their families and partners. This is especially true for large modern corporations where travel and long absences from home are commonplace in crucial positions. These adverse effects must be minimized by ethically and socially responsible organizations.

Employers should recognize partners and their families when possible, rather than creating events for staff only. While the law is not yet clear about the employer’s responsibilities in these situations, certain principles (e.g., stress, the duty to care, and social responsibility) require employers to be responsible and anticipatory.

Managers, executives, and employees who work in successful organizations should enjoy their jobs. It’s great that they love it. But what about their partners and families? Does the organization make them happy? Sometimes, they do not. Overly demanding work poses a threat to the family and society. Just because some employees and old-fashioned directors cannot wait to be with their spouses doesn’t mean all employees feel this way.

For those who are unsure about the effects of stress on family, love relationships, and home, you can refer to Maslow’s Hierarchy of Needs. Think about the stress and difficulties that employees’ partners can experience and the ripple effects on employees, which eventually spread to the children. These fundamental needs must be met, and any organization that disregards them is reckless.

Ask your team members what kind of team-building activity they prefer if you are a supervisor, manager, or leader. You could ask your team whether they like games or something that focuses on their work or skills. Workshops are a good example. Ask a team what they are interested in doing if the group is mature and has mature members. Inexperienced groups will require more guidance and possibly a list of options.

To reinforce the importance of teamwork, remember and explain the acronym POB. This great mnemonic (memory tool) reminds everyone to contribute. It is the responsibility of the facilitator, manager, or team leader to organize and support teams so that everyone has the opportunity to participate in group activities. This will ensure the team’s success. You will be able to inspire others by learning and experiencing as many methods and techniques as possible to help you become a great leader in team building.

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