Article Abstract:
Employees who think of themselves as imposters (people whose self-perceptions are discreditable) can adversely affect corporations for which they work. Imposters are likely to procrastinate, rather than perform their responsibilities; imposters will avoid taking risks, which will reduce managerial innovation; and self-doubting imposters will intentionally or unconsciously hold themselves back from achieving their potential. Five symptoms of imposter personalities are: withholding information or impressions during business meetings, delaying tactics when asked to perform, difficulty handling personal errors and criticism, and self-deprecatory comments. Methods for managing imposters include: defining job requirements and discussing with the imposter the ways in which he or she meet these requirements, praising good performance, discussing the benefit of mistakes, and encouraging risk-taking.
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Article Abstract:
Employees whose loved ones face terminal illness suffer 'anticipatory grief', and their work habits and performance may be affected. Those employees who are primary care givers for the patient may find their work schedules interrupted. Even people who live far away from the patient may be subject to emotional and physical strain. The manager can make practical accommodations for the employee, and can elicit suggestions from the employee on maintaining performance levels while the employee copes with the needs of the ill individual. Suggestions are offered for counseling the employee during the anticipatory and post-mortem grieving periods.
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Article Abstract:
Employees' perceptions of their work environment have a strong influence on their job performance. The five conditions that predict employee performance are fairness, clarity of purpose, appreciation of work done, managerial responsiveness to employee needs, and employee involvement. Managers can help employees feel positively about these conditions by basing rewards and promotions on merit and solving grievances impartially, clearly defining job objectives and performance standards, making the employees feel appreciated, quickly removing obstacles to employee performance, and involving employees in the decision making process.
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