a) The key to the success for an improvement in an employee’s skills is continuation participation. But to keep up with the daunting nature of the employees since their departments are changed, their roles may change, hiring of new employees, employees leaving the organization - all these are some of the challenges faced by a manager. Not only the internal environment of the organiza-tion is changing, employees namely but also the external environment that influences the organiza-tion, for example, technological development, new laws and regulations and, competitors. To over-come the obstacles will help the manager in getting a clearer idea of what skills sets of which em-ployees need to be developed. If all the obstacles, taken into consideration collectively, they will definitely push the skills measurement initiative that a manager should take on the back burner, thus if there’s no active strategy to follow, employee participation cannot occur. Skills development cannot work on a “deal with it as it comes up” basis, its requires a proactive outlook. Propitiously, there are some clear solutions that a manager can follow for developing an employee’s skills.

The manager should establish and communicate clear skills requirements to the employees. Clear goals are essential for developing the skills of an employee. Managers can establish different crite-ria levels for a variety of skills that are present within an organization. Another option would be to focus on one particular skill set for the employees. Whichever method the manager decides to im-plement, it is essential for him to communicate the skills requirements to the employees participat-ing. An employee may be given a core of skills to measure which are based on their job roles and then the employee can be given access to additional assessments so that they can pursue their personal development goals. It is important for the managers to convey that the skills measure-ment is a way of achieving skills improvement so this way the managers can ensure a basic level of participation while the skills assessments are assigned to them. There should be scheduled peri-odic communication with each employee that points out the difference after assessing the skills measurement system and the skills improvement system.

Once the area has been determined about which skills need improvement, the most important thing for a manager to do post that is to provide a direction for the improvement. The manager can develop and validate the new skill of the employee by having a milestone for improving the skill and also ensuring there’s a continuous participation by the employee(s). The milestone can be a simple one, for example, giving the employee a due date to complete the skills assessment or combining a few skills that the employee can improve upon by giving them such a task. Managers should give a valuable feedback to the employees in the form of performance reviews at tinning events.

Recognizing the achievement of the employees after the skills assessment and skills development practices ensures the others that its not an exercise to create anxiety and panic amongst them but its a way of improving their skill sets to bring out the maximum potential in them. Sometimes recog-nition and rewards are not enough to motivate the employee to develop their skill sets so many companies give them incentives too.

The manager can perform the role of being a coach, an advisor, an appraiser and, a referral agent to the employee to help them develop their skill sets. These are a few ways of organizational be-havior can help with developing an employee’s skills set.

b) When an employee is unhappy at an organization, that behavior can bring down the work place down. It not only drops his productivity but also of his colleagues and there’s an increase in absen-

teeism - these two factors point out to dissatisfaction at the organization. A manager can do vari-ous exercises to decrease the level of job dissatisfaction and make them more proactive at the workplace.

Employees can be given the opportunity to express their needs and reasons for not liking a certain job aspect by asking the employees to fill out an employee satisfaction survey. This shows that the organization is concerned and taking into consideration the suggestions and opinion set forth by the employees and this works well for the managers too because they can get to know about spe-cific likes and dislikes of the employees. The forms can be filled out anonymously too when the questions put forth could bring negative attention to the feedbacks given by the employee. This method ensures that the employees will answer honestly and the managers can assess the weak-nesses and strengths present in the management plan. The manager need not give in and do as the opinions and suggestions given by the employees but can take into consideration some of the necessary ones which would help both them in a long term perspective.

The manager can employees more control in terms of the various aspects present in the work envi-ronment which would lead to employees enjoying their jobs and wont make them feel like that go-ing to work is a task. The employees can be given the option to customize their work station, given the choice to choose their own chairs according to their comfort, nature of desks and various other work station perks. Work from home option can be given to the employ depending on the nature of the organization, this way the stress to commute reduces, and they can utilize that time to work. Flexible working hours or flexible scheduling can be offered to the employees too.

Creating an ideal work environment for the employees would be beneficial in creating job satisfac-tion at the organization. Poor lit workplace, outdated technology, are some of the examples of why an employee would not be satisfied at the work place. To overcome this, the organization should provide the basis necessities that will help them at their work but also help ease their work load and make the work life easy going. The organization should be a place where the employees would enjoy their work and also they should be given the necessary tools that one would require in their position. This not only helps with the job satisfaction but also with the productivity and keeps the organization running efficiently.

A manager needs to be easy to get along with and the employees shouldn't be afraid to ask him/her their doubts and address their concerns. A manager doesn't want to be that sort of a person that the employees dread to see early in the morning, while the managers need to an authoritative figure and retain control of the employees, he should also be easily approachable by the employ-ees in case there is a problem. A manager should be understanding towards the employees when there’s an unexpected event that has happened, such as losing someone or when someone at their house is sick. Respect is a two way street, which implies that the manager should also re-spect the employee even while guiding and disciplining them and the manager shouldn't be bossy or talk to them in a patronizing manner or disparage them when the employees make mistakes. A manager need not be like a best friend to the employee, but if the manager is like-able, the em-ployees would like working for them.

Lastly, the manager can provide other benefits to the employees such as a paid vacation, health plan, retirement plan etc. An employee wouldn't want to work for an organization which isn't going to reward them at the end of it. When a manager offers incentives and benefits after a certain prod of employment, it encourages the employees to continue working with the firm and doesn't make them look somewhere else for a job, it encourages them to work harder for the company and they want to be in the organization for the long haul. Another way of offering benefits to the employees is by giving them periodic raises which in turns helps to save the organization’s money as it re-duces the turnover rate. Rewards and recognition such as “Employee of the Month” also make them try their hardest to earn the distinction which increases job satisfaction amongst them since they are getting the recognition and it makes them feel worthy.c) No two people in an organization are ever the same. They can differ in numerous ways - be it gender, religion, economic status, personalities etc. Creating a workforce diversity creates added opportunities and benefits to the organization’s overall performance and other benefits such as bet-

ter communication, improved teamwork, better creativity and higher morale amongst the employ-ees. Diversity also helps employees treat each with other respect, communicate nicely, fair deci-sions and discriminations amongst them are eliminated.

The manager can integrate the diversity into every process of the organization, the strategic plans and into the core values of the organization. Not only the managers but also every person present at the top executive and senior most level, the human resources division should take responsibility for the diversity in the organization.

A mentoring program can be established to bridge the gap or even help the employees who feel alone and isolated in their department so that they can get a sense of belonging. Such a gap can exist between colleagues of the same rank, different rank, colleagues from different departments. Mentoring can have a positive effect on the employees and they have an intention to stay.

Increasing the emotional intelligence training of the workforce will help the manager with workforce diversity. Emotional intelligence refers to the ability to relate to another employee. The employees can show respect, adaptableness, empathy to one another. For doing so, the manager should be able to foster the relationships amongst the employees by making them understand the situation(s) a colleague would be going through, this would have a positive effect and would grow personally and professionally.

The manager should promote and embrace the fact the there is a diverse workforce at the organi-zation. This will show the employees that the diversity is welcomed at the organization and it pro-vides them with a sense of comfort with their work place. A manager should be observant and take an initiative to learn more about their personal background and heritage. Studying this difference and similarity present in the organization, a manager can build on it and use it for his and the orga-nization’s benefit. This way the manager is looking for opportunities to learn about the employees.

Team interaction usually helps the employees overcome their differences and inhibitions when the workforce is diverse at an organization. The manager should set aside some time at meetings for this activity so that the employees can take part and help with decisions and give their opinions. The manager can also regularly assess the work environment and ask the employees if they are comfortable with their colleagues and with himself too just so that he can know where the employ-ees are lacking behind or if they can be helped in any way. This helps the manager to make use of the opportunities and evaluate the problems that exist within the workforce.

The manager should address any diversity related concerns as soon as possible. He should exam-ine the problem to make sure he knows all the facts and take action so as to address the issue. By doing so, the staff will know that the manager cares about the problems occurring in the organiza-tion which will help reduce issues related to the workforce diversity.