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Importance of leadership on business success
Importance of leadership on business success
Leadership effects on performance in organisations
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When the merger between Al-tech Manufacturing and Border Manufacturing took place, the layoffs caused the employees to react in a way that could possibly cause the company harm. There was a drastic drop in morale and production. The employees showed signs of stress and were feeling unappreciated. Jill’s production slowed because she was uncertain of what changes were going to coming and wanted certainty about exactly what her job was going to be. Jill needed to feel like she was an asset to the team and needed to be given clear direction on where her job was headed. It is important to show your employees that they have an important place in the company and that they can have a clear vision of where the company is headed. Anne was an energetic
The DEA’s enforcement of regulatory policies against the Drug Industry and the deregulation in the story is a great example of an Iron Triangle relationship. The issue begins with the DEA’s chief of enforcing regulation policies, Mr. Joseph Rannazzisi. Mr. Rannazzisi was aggressively enforcing regulatory laws against the Drug Industry. The Drug Industry felt that the law was too vague and lacked a burden of proof. The law allowed the DEA to shutdown/fine any pharmaceutical company if it was caught supplying too many opioids into the public. Over the years, the Drug Industry recruited many of the members who once worked for the DEA and Justice Department. At least 56 people from these agencies shifted into the Drug Industry much like the
Employee motivation and rewards are effective means to retain employees. When an employee is motivated, his or her needs are being met. When an employee is unmotivated, his or her needs are not being met which results in a high employee attrition rate. Riordan Manufacturing is experiencing a high attrition rate. Riordan Manufacturing has 3 plants and employs 550 people. Recently, Riordan hired Human Capital Consulting to perform an analysis on the underlying issues that are causing the decreasing employee satisfaction and to recommend courses of action that will address the underlying issues. Research has been done to identify the issues and opportunities, the stakeholders and ethical dilemmas, and the end state vision. A gap analysis has also been performed to determine the gap between the current situation and the end state goals. Riordan Manufacturing will use this information to determine the best way to proceed towards improving its working environment for the employees.
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Over time, this dull pain can erode the self-confidence and passion of even the strongest people, which in turn, affects their spouses and children and friends in subtle but profound ways… Though it may be difficult to quantify, the dissatisfaction of employees has a direct impact on productivity, turnover, and morale, all of which eventually hit a company’s bottom line hard,” (p. ix –
1. How might different aspects of teams and teamwork contribute to team members thinking about quitting their jobs?
Most of their management team was made up veteran officers with college degrees, completely opposite of their general workforce. A lot of their employees had trouble keeping up with the constant changes and training. Personal issues such as death, divorce and illness effected production as well. (Beer & Swiercz, 2015) Including attracting a new diverse group of people into Weave Tech management that will be relatable to a team but also execute a customer focus work environment. The production base merit and total quality management is effective approach for the organization. It kept morale high and it will continue to drive production even in a customer based work
Improving employee attitude during turbulent times is a challenge for any corporation. Managers need to consider, at all levels, what is truly the most important piece to the continuance of the company. The driving force of success is employee commitment and motivation. As stated in the book Help them grow or watch them go, “even during challenging times your best and brightest have options (Kaye &Giulioni, P 9)” Bain & Company, Home Depot and Best Buy had positive outlooks by using a few of Schwartz’s ten values. Leaders use positive employee behavior to negotiate uncertainty. Communicating with employees to bridge the gap between personal response to information and an institutions collective understanding organizational norms. These norms may include placing the organizations needs for success higher than ones desire to maintain status quo.
In speaking with her staff, Anne needs to set very clear and obtainable goals to help motivate her employees. Kreitner and Kinicki (2010, p. 228), in speaking about how goals regulate effort, state that “Not only do goals make us selectively perceptive, they also motivate us to act…Generally, the level of effort expended is proportionate to the difficulty of the goal”. With this in mind, she should set challenging goals, and lead her organization to accept the merger with motivation.
The morale and job satisfaction of the team is generally low. Either they don’t like working here or not as much as before. People are concerned about the stability of their job. One camp believes that it’s Dave’s desire to fire them all – possibly moving the IT function to NY. The team is unsure what steps Dan or Dave may be take in...
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
The sense-making approach of unfreezing, changing and freezing (Palmer, Dunford & Akin, 2009) was inappropriate in this scenario. Management has made a decision to reduce their workforce continuously; however, the change does not end with the layoffs, rather, it is a continuous change as they continue to reduce employees and focus on the existing employees’ morale. Middle management predominantly executes sense-making approach by as aligning the company objectives with their employees (Banker, 2012). The sense-making approach may have been the culprit of the communication breakdown between employees and British Airways CEO regarding absenteeism. The processual approach was much more fitting with continuous layoff that will allow them to pursue their next implementation. Processual approach is on-going and focused on long-term results while sense-making approach is a prescriptive change. The sense-making approach might have worked if processual approach was established first during the reduction in force, prior to introducing the swipe card implementation. Preferably, British Airways should have engaged in change management approach first to address the system change in a large scale. Organizational development approach would have assessed the entire organization and discovered that the low morale may
Jan has recently learned that her company has been bought by another company. Within a month, she and her coworkers will learn who among them will be hired by the new company and who will lose their jobs. Overnight their sense of security has been shattered. They are experiencing apprehension and frustration. They feel that they have lost control over their lives. They complain and disengage from activity. "If the company doesn’t care about me, why should I care about it? What’s the point of working when I’m probably going to lose my job anyway?"
As a result, employees will not want to be a part of such an organisation where the future of the organisation and also of the employee is uncertain. The lack of a strategic plan will have a negative impact on the performance of Wesfarmers. Even though the organisation realises the positive impact its employees can have on the performance of the organisation, the lack of interest expressed by people wanting to work for the organisation based on its poor performance will make it difficult for the organisation to find the right people. Simultaneously, the organisations poor performance will lead to an increase in the turnover rate. As a result, the productivity levels of the organisation will drop drastically and achieving its goal becomes even more challenging (Olsen,
engines, axels and the like - sits not in Detroit, Tokyo or Stuttgart, but in the
The most prominent issue that I have noticed at my placement is in regards to the layoffs that will be starting in November. Since the announcement that 158 positions were being laid off, the entire morale and dynamic on the floor has become tense.