I agree with this idea because I feel like employees should be evaluated based on the quality of work and not based on how many hours they put in. In serving, doing a good job is based on your customer service and completing your responsibilities, not how long you are working. This connects with performance management because results are important to better evaluate employees.

I had not thought about the idea that not being open about personal commitments can actually cause an unhealthy workplace. When we stay closed off instead of talking, managers assume everyone is happy. This connects with communication because employees need to be able to communicate concerns if they want things to change and improve.

This stood out to me because putting all of your time and effort into work can affect multiple things in your life. When someone loses their job, it affects them because they didn't make time for anything else outside of work. Having a balance is very important for long-term happiness.

I found this interesting because employees respond to workplace pressure in a few different ways. Some accept it, some hide their personal lives, and some are open about everything. This made me think about how workplace expectations can affect different employees depending on their situation.

This connects to the idea of organizational culture since employees can feel a bit pressured to follow some expectations of their workforce. I think it can be unfair at times when employees are expected to be available outside of their available hours. I like the idea of having a personal life without feeling like they are doing something wrong.

I think this is an important part of teamwork. In the workforce, people should be able to express their own opinions and then come together to make a final decision. This shows that disagreements do not always have to create conflict if employees can respect each other.

I like this idea because I feel like employees should be trusted to make decisions. Employees understanding their responsibilities helps with faster problem-solving and allows them to feel more confident. This connects to employee empowerment when workers are given more responsibility and freedom.

I agree that communication and feedback are important in a workplace. When serving, feedback helps us improve what we, as employees, are doing well and what can be improved. It is easier to improve at a job when management communicates clearly instead of waiting for something to go wrong.

This stood out to me because I feel like most workplaces try to make employees feel like family. Netflix focuses on performance more than anything. This makes me wonder if employees get more motivated by this or if it creates extra pressure.

I think this shows that netflix appreciates teamwork and individual skills. Employees need to be able to communicate and work well alongside others. This connects with what we learned about employees' attitudes and behaviors and how it can affect the success of a company.

Another takeaway from this article is that it is not enough for an organization to claim that it places the welfare of its employees first; it needs to prove it with actions. Employee feedback, surveys, turnover rate, and training participation can be used to find out if the employees truly feel valued. I also believe that managers should listen and take action accordingly. Another issue that I would like to know more about is how to ensure that the employee feels safe providing feedback.

Empowerment and autonomy was one aspect that caught my attention since workers must be empowered for them to make decisions rather than being controlled all the time by management. Workers can be aware of what they should do and what customers require, so they deserve some consideration. Empowerment is also related to motivation in that individuals might try harder in what they do when they are trusted and have control over the manner in which they work.

I believe that this section is significant in that employees have to be viewed as individuals, not just individuals who perform tasks within an organization. If employees are made to feel valued and appreciated, then they will become more concerned about the work that they do and remain motivated. It is related to the fact that satisfaction and motivation of employees lead to better organizational performance. From my personal experience as a server, I know that it makes a lot of difference to employees.

This reminds me of when I had to drop a class due to being an athlete and working.

I got confused about whether the exams and written essays are in person or online.

I think the point here is to allow us to get a bigger picture of what this class will look like.