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Case study of employee engagement
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Operation management quizlet
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As a new manager, I have been brought in to change the environment of a department that is struggling to survive. The problems this department is currently faced with include an outdated product line, ineffective interdepartmental communication and fierce competition for corporate funding. These problems must be corrected in order for this department to survive, if this department cannot be turned around then corporate will see it as a liability and eventually find a way of their own to remedy the problem. I have outlined a plan to turn this department around and make positive changes that will result in a profitable department for the company.
The first step is to meet with corporate and discuss the overall goal of the company to ensure that the changes being made to the department are in line with the goals of the corporation. Information from this meeting with corporate will be communicated with management within my department and we will use this information to develop new policies and procedures. This information will also be helpful in developing new products and new marketing campaigns. New products are going to be a crucial part of turning the department around, product development will not only show the company that our department can contribute fresh ideas but that it can also make money for the company. The goal of my plan is to make this department a profitable asset for the company, which will increase corporate funding for the department, and this is the first step towards this goal.
Upper management within the department will hold meetings to brainstorm new policies and to decide which policies do not fall in line with our ultimate goal so that they can be eliminated. Our department will develop a mission statement to help guide the decisions made and the processes implemented, if a process does not coincide with our mission statement then it is useless and not worth pursuing. Employee input will be solicited in the form of employee opinion surveys, management will ask employees what changes they would like to see and what products and marketing ideas they feel would be successful. By doing this we are giving the employees a personal stake in what happens with our department, which in turn will improve employee involvement and pride in their work.
Senior Management will be informed of the vision and objectives form the corporate Management team on what the organisation wishes to achieve in the following year, from this the Senior Management will set department objectives and outcomes that wish to achieved, this then will be liaised down to the Assistant Department Management who will then delegate the objectives to each team leader in the department, there will be different objectives for each team, the objectives will then be distributed between the team depending on skills set. The targets will then be monitored by 1:2:1s and
Broadway Broker’s management team is faced with the challenging task of downsizing and consolidating the organization. A thorough investigation as to how to execute proposed changes will need to occur before the organization can forge ahead. Change processes must be executed in a fashion that portrays compassion and consideration for all involved. For change to be successful the management team must have understanding and empathy for the psychological impact of imposed change and how employees will react. Most humans are fearful of change and do not embrace change in a positive manner. The road ahead will be difficult for the management team at Broadway Broker’s, however; with proper planning and understanding positive change can sustain the future of the organization.
The team needs to establish a policy and procedure which would be a step toward an organizational structure. This process will be a framework that defines formal reporting relationships between the different levels of management. For example, the guidelines can be used as a protocol of the process managers needs to follow to assist their employees through the change process. The team also needs to provide in house trainings for all departments so employees can be aware and implement the new changes. The training will increase skill level and improve staff productivity.
Once the strategy for the organization is clear, the next step in the strategic plan is to begin implementation of the plan. Implementation has five parts that include identification of the short-term objectives, initiation of specific functional tactics, outsourcing of nonessential functions, communication of policies that will empower the organizations individuals, and effective system of rewards.
Change initiatives are time intensive and exorbitant, which portentously influence an organization’s push toward success. And almost fifty percent of these initiatives are unsuccessful. Given that the certainty of change is inevitable, organizations will be required to determine how to effectively acclimate and endure change. Each tactical change in plans organizations are produced via programs and developments, and thriving organizations manage change by managing their developments and programs effectively.
Organizations do not change, people do (Sullivan and Decker, 2009). A manager’s responsibility is to manage people. Change is difficult for most people and managing through the change process is not an easy task. Many theories on managing change exist, but they basically have four elements: assessment, planning, implementation, and evaluation (Sullivan & Decker, 2009). A manager’s role is to examine each of these elements and apply them to the people that he or she leads.
This paper is an attempt to articulate the organizational change that is taking place within the Police Department and how the existing norms, culture, and organizational profile affect the desired change, as well as the resistance to change that might be affecting the change agent and the personnel affected by the change.
Remove barriers: If follow these steps and reach this point in the change process, and will discuss the vision and build the support of all levels of the organization. The Organization shall review the organizational structure, job descriptions, compensation and performance systems to ensure they are in line with this vision. Create urgency for change to occur, it is useful if the whole society really wants. Develop a sense of urgency about the need for change. This can help the company Alphabet Games spark of motivation to get things moving. It will help to identify potential threats, and develop scenarios showing what could happen in the future. It also examines
When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.
I would create a positive environment where the employees would feel comfortable to solicit their ideas. I would encourage the employees to express their ideas. I would give constructive feedback to them when they share their
To help staff understand the complexities of the early phase of organizational development. The manager must provide a clear understanding of the purpose of the organization to the employees. Emphasizing the importance of recognizing the direction the company is going and how its methods of working can be improved. Plus, explaining the identification of general objectives would lead to the clarification of responsibilities and purpose at each level of the organization. When a manager discusses these issues with his team, he is encouraging ownership by the employees. (Moore, 2004)
Employees can be informed about both the nature of the change and the logic behind it before it takes place through reports, memos, group presentations, or individual discussions. Another important component of overcoming resistance is inviting employee participation and involvement in both the design and implementation phases of the change effort. Organized forms of facilitation and support can be deployed. Managers can ensure that employees will have the resources to bring the change about; managers can make themselves available to provide explanations and to minimize stress arising in many scores of
Hayes (2014), encourages change managers to keep an open line of communication with employees. Although these ones may not agree or support the upcoming change, they value the information being given to them at the onset and may eventually tolerate or accept the change. Therefore, it is important for change managers to not only communicate with employees, but provide relevant information, as the quality of the communication is of the utmost importance.
Business Excellence can be defined as “excellence in strategies, business practices, and stakeholder-related performance results that have been validated by assessments based on specific models proven to support the challenging journey towards excellence”. (Ionică et al 2010)
The four steps that lead managers and the firm through the strategic planning process are first defining the company’s mission, then setting objectives and goals, next designing a business portfolio and lastly developing functional plans. The first step involves focusing on consumers’ needs and wants. Setting forth a market oriented mission that organizations want to reach based on consumers of the environment. After finding the mission, organizations then proceed to put together supportive objectives for every level of management to help achieve its mission. Next the company has to design a business portfolio evaluating all of its current business and future business by coming up with