PRACTICE MANUAL FOR NEW LIEUTENANTS
With the recruitment of new lieutenants, there was the need to have a guideline that will
control their behaviors and performance. Without a proper and precise manual, the operation of
these new employees would not be effective; hence the productivity of the organization will be on
the verge of collapsing. This manual demonstrates communication skills, practical orientation, and
training modes, conducting productivity for appraisals, resolving conflicts, and improving
2.0. Demonstrating Communication Skills.
Communication is a channel for the success of any business or organization. The level of
the communication skills demonstrated by the employees clearly shows how successful the
organization will be in the future. It communicates those employees can participate in the
negotiation and are open to people who care. Furthermore, it is a channel by which information is
relayed. (Sharma, 2020) However, the communication skills should be well brought by the
practices of the employees as they communicate.
Firstly, the employees should actively listen to the information flowing from the directors
and managers in the organization. The best listeners are the best communicators. It is through
listening that one shows respect to the communicator. By listening, the information being passed
is received clearly by the audience without any ambiguity or biasness. The employees with good
listening skills are also the best performers in the operations and the productivity levels in the
institution. Listening entails receiving the information that is passed and interpreting it accordingly
before executing the expectations in the information given. Imagine communicating in a noisy
industry with no coordination of the communication process. The likelihood of the information
being received to maximum clarity is very low. Consequently, when the quality of information
passed is low, productivity will be poor. Therefore, it is considerable for the employees to practice
good listening skills while in line with their employment.
Clear and Concise
In addition, the employees should be clear and concise since clarity and conciseness are
vital elements in relaying information. Conciseness ensures that information is efficiently and
accurately delivered. While speaking, one should speak naturally and clearly while presenting the
information. Moreover, while speaking, avoid monologues by ensuring engagement among the
group; avoid long explanations that would make the listeners bored and lose attention; hence the
information is lost or poorly delivered. The speaker should avoid asking rhetorical questions that
otherwise would withdraw the; listener's attention; hence the following information is not received.
Lastly, efficient speakers ought to avoid technical jargon. The information relayed is only
understood by the people known to the field and have specialized in the field in which the language
used is confined (Freedman, 2021) For good communication practices, the speaker ought to be
clear and straight to the vital sections of the information by ensuring that they are brief enough to
2.0. Determining Effective Orientation and Training Methods.
The practices of determining the practical orientation and training methods vary from one
organization to another. Different businesses have different methods depending on their specific
operations and the level of training and orientation required.
The efficacy of the methods applied will consequently determine the organization's expansion and
success. For such reason, the managers of organizations ought to analyze the practicable methods
available in their jurisdiction of productivity and choose the best practice to put to work. When the
method applied turns out to be the best, the level of production of the organization progressively
improves as the employees have been taken through sound and practical orientation and training
before they assume their employment tasks. Orientation refers to onboarding new hires with basic
training on the routine operations of a company. Subsequently, the induction programs are used to
ensure that the new hires are well versed with the skills required for the organization's operations.
Thus, orientation and training should be compacted to ensure that the new employee understands
the institution's history, requirements, and production mechanism.
Establish an appropriate training and orientation program
The employer should first set the training objectives and the orientation programs intended
to be carried on the new employees. The employer can set the guideline to which the entire process
should adhere to it strictly. This will help know the needed level of methodology to be applied.
For instance, if it is just the company's primary structure that the new employee is being orientated
on, simple methods such as verbal explanations or offering the employee the organization's
constitution would efficiently meet the objectives of the process. For example, a manufacturing
company hiring a new employee in the machine area is expected to have a more technical training
method to instill the information to the new employee. For example, the employer would take the
employee through technical training on machine operations. Hence, the objectives set the choice
of the methods before the other practices are considered. (Raynolds, 2019)
This is because if the effective method has applied the objectives if the orientation and training
practices are successful, the new employee's performance would also be sufficient. The objectives
will determine the time needed for the newly hired employee to know his duties and
Offer support to the team
After determining the training objectives, the employer should set organizational support
and have a good attitude towards the training and orientation. The employer to provide the required
resources for the training to be successful. These resources include the machinery needed to teach
the new employee to operate the machine and the tools required to aid the process. If financial aid
is required in training, the employer should ensure financial support is available e to aid the entire
process. On the other hand, the employer should ensure he’s available in the orientation program
for his new employees. For instance, the manager should take the employee all around the industry
and show him the different sectors of operations available; show him the equipment, emergency
exits, and fire points and orientate him on the dos and don'ts of the company. When such kind of
support is achieved, the quality of the employee improves as he is given a sense of belonging by
gaining the skills needed and being familiar with the organization's operations. The supportability
of the organization will affect which and how effective the orientation and training method chosen
will be. (Raynolds, 2019)
3.0. Improving Productivity for Teams.
The effectiveness of the performance of an organization depends majorly on the
productivity of the teams within the organization. Thus, this calls for the need to improve the teams'
productivity within the production areas of an organization.
This productivity improvement depends on the activities in the organization and the practices
applied by the owner to improve it. The owners of organizations formulate better practices to
ensure that teams' productivity is improving.
Firstly, the owners should set goals for each team to meet within a given time limit.
According to Saunders, it is essential to sit back and think about precisely what you need the teams
to work on. (Knight, 2016) Ensure that you analyze the team’s goals and their capacity to execute
them. With these goals, you will determine what specific people should be working on and what
they should avoid in their executions. As a result, more will be achieved while committing to less.
The goals also monitor the team's speed in carrying out their tasks as each team member will work
harder to ensure that they meet their goals timely. Conclusively, the goals act to motivate the
workability of the teams.
Team’s goals and expectations
Secondly, the organization owner should identify the expectations he got from every team.
This would be enhanced by meeting the team members one on one and informing each of the
priorities and the expectations for their respective tasks. Be specific on the areas of production that
you want each to focus on to solve the issue of ambiguity on what project they should prioritize
on account of the projects. Additionally, stipulate the time limit you want them to devote to the
duties allocated to meet the expectations. Communicate on the expected quality of the tasks to be
met within the expected time of accomplishment. As you communicate your expectations to the
team, be specific on the steps to be followed to ensure the results are incredible. Having identified
the employer's expectations, the team will improve the productivity to be above the expectations
and maybe seek promotion. With such team productivity improvement, the entire organization's
productivity shoots. (Knight, 2016) The team managers should also encourage diversity within
their team and encourage each member to open the ideas they think will improve their productivity.
This diversity and openness encourage unity and the generation of new ideas, which improve the
4.0. Conducting Performance Appraisals.
Appraisals are estimates of the firm's value used in its purchase or sale. Performance
appraisals mean the value of the performance of the firm. In conducting the performance
appraisals, different firms apply diverse practices that help them realize their performance value.
Effective practices need to be adopted by the firms to achieve accurate and effective appraisals.
The manager should be prepared to carry out the appraisal of the employee’s performance.
Establish the purpose of the meeting
There is a need to prepare and establish a purpose for the appraisal meeting. The manager
should review the previous appraisal notes from the employees’ recent appraisals. Such reviews
would enable the manager to develop the potential areas to carry the current appraisals and
discover the problems that need to be solved to improve the value of performance in the future.
(Jones, 2017). The manager should formulate a joint discussion on the challenges and successes
in the areas that employees should improve upon to reach their objectives and improve their results.
Consider the employees' thoughts and views as they would have had a conclusion and some ideas
on what they need you to improve. The analysis of the challenges and successes of the employee’s
performance should concern the objectives and targets they have set.
This is because evaluating the employee’s performance against a standard that they were unaware
of would cause panic and struggle for ideas. As the appraisal goals are executed, it is easy to focus
on the improvements that can be made. (Jones, 2017) The manager should initiate discussion for
ideas for development and action that contribute to the company’s future goal.
Corrective actions to be taken.
Consequently, the team should agree on actions that need to be taken, including setting
deadlines for everyone to facilitate the growth of the employee. Lastly, the team should summarize
the appraisal meeting and express support for the actions reached to improve employee
performance in the future. This will give the employee clarity and allows them to prepare to
develop a regular feedback habit. The effectiveness of the appraisal improves the value of the
employee’s performance; hence attracting and retaining talent becomes easier and progressive
improvement is realized in the organization. (Armstrong, 2012)
5.0. Resolving Conflicts
As conflicts arise in business areas, HR professionals should formulate strategies to
efficiently resolve these conflicts to ensure sufficient continuous performance in the workplace.
To solve these disputes, the source of the Conflict should be discovered and clarified before a
conflict resolution method has arrived. (Forbes Human Resources Council, 2018).
Open the minds of each party
The management should open their minds to hear each version of what is happening and
sympathize with each party. The reconciling middle party should seek opinions from each on what
would be done and the reasons for the views.
Consequently, the middle party should offer resolutions to the parties and act as an advocate for
each party. The advocate should encourage the conflicting employees to find creative solutions.
Listen to experiences that caused the conflict.
Secondly, the advocate should listen to the experiences that would have resulted in or from
the Conflict. Since the advocate is the solution, he should encourage open communication so that
each party explains its part of the story, as the advocate listens with impartiality. With the stories
in his mind, he advocates acting decisively and advising the employees of the possible remedies
for the disagreements and showing them the genuine desire for a positive outcome hence leading
to resolution. Furthermore, the advocate should initiate an interest-based resolution from the
conflicting parties. This is to ensure a rigid resolution comes from the two conflicting parties.
Lastly, the advocate should reframe the situation to bring understanding and later coach the parties
for a healthy conflict and effective resolution mechanisms if the same situation reoccurs in the
future. (Lytle, 2015)
6.0. Improving Employees Relations.
The employees’ relations in a business would determine the organization's productivity;
thus, improving the employee relations would result in improved productivity. The employer
should have an employment relation plan which will encourage teamwork to set goals, set
disciplinary procedures, and put a dispute resolution procedure within the organization. The aspect
of teamwork will encourage interaction and communication among the individual employees in
Diversity and inclusion
This will also encourage diversity among the employees, encouraging respect and openness
in the organization. The disciplinary procedures set will limit each employee to act in a way that
will not affect their fellow employees negatively. The procedures also ensure that each employee
acts according to the organization's values, hence averting any occurrence of disputes. Having a
well-stipulated conflict resolution mechanism will ensure that the conditions in the organizations
do not negatively affect the organization's performance. (BELIN, 2021).
Enhance open communication for increased motivation levels.
The manager should ensure increased communication and motivation among the
employees. Increase communication across the administrative areas. Establishing an open
communication policy for staff to share their views and feedback will create a sense of
inclusiveness, engagement and satisfaction making it easier for management to receive ideas to
improve their leadership style and practices. The management establishes a good relationship with
employees, and the employees are likely to be motivated at work. The free flow of information
channels up and down the chains from the manager to the employees and from the employees to
The paramount objective of any organization is to have employees who are efficient, who
communicate effectively, and work towards the achievement of the goals and objectives of the
company. The more the company expands, the more difficult it is to manage and keep in touch,
and therefore, well-elaborated manuals, policies, procedures documents, and rules and regulations
are key to the success of the organization.
As analyzed in the paper, the performance of an organization is highly affected by several factors
within and outside the boundaries of the organization. The orientation and training practices,
determination methods of appraisals, conflict resolution methods, and methods of improving the
employees' relations; that are applied by an organization determine its productivity. Enhancement
of team productivity will directly improve the general performance of the organization.
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