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Case study of employee engagement
Employee engagement sies college of management studies working paper series
Case study of employee engagement
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The King County Library System is the fifth largest library system in circulation in the United States. The current director of the KCLS, Bill Ptacek, started with the organization three years ago and is in the process of working towards a new strategic plan titled "The Year 2000 Plan, which has a long-term goal of integrating all the resources of the library system equally and to coordinate all the efforts to ensure it was providing the best possible service to the community. In the three years, Ptacek worked to expand the mission to cover services for the community to include children, life-long learning, career development, and literacy (Chell, 1996, pg.2). The reworking of the mission and services of KCLS was in full swing, but there were …show more content…
40). Public service motivation is a crucial component in public administration and nonprofits due to the nature and mission of these organizations. In the case study, the King County Library System did foster PSM through hiring the right people dedicated to their jobs, but they failed to promote it throughout the organization by providing further training and education and clarifying goals and empowering …show more content…
The Service Center’s relationship between departments and their respective managers were strained and lacked successful communication. All the departments have drastically different issues and were unable to come together to make joint decisions for the greater good of the organization.
“It’s not surprising that there’s distrust and a lack of communication among managers.” Outside DAC meetings, we rarely work together,” said one DAC member. “There’s been no attempt at team building, and with eight managers with widely varying management styles, we’re bound to step on each other’s toes” (Chell, 1996, pg. 12). In order to further foster public service motivation, the King County Library System requires the right structure to promote team building between the DAC and the branches and within the DAC itself. To become a high-performing team, The DAC must commit themselves by developing a common commitment to working relationships (Bolman & Deal, 2013, pg. 108). In order to come together, they must find the common ground they are
Currently, the communication system at Duplox constrains any exchange of information and ideas as it demonstrates a visible downward and vertical communicational approach (enter relevant info). Each of the six departments within Duplox are not aware or concerned about how their performance affects other department’s and their ability to attain rewards and achieve goals. This act currently specifically demonstrates low organizational citizenship behaviour as each department has different organizational objectives and goals lacking in an effective organizational coordination between working together and communicating efficiently in order to accomplish goals for the advantage of Duplox as a whole. The current communication system at Duplox has the following three areas of
This is better explained by the public servant knowing why he is doing the job and who it is benefiting, socially, and how he is impacting and making a change for the better in their own mind, personal. In the first two “chapters” of Caught between the Dog and the Fireplug, or How to
Problems within the organization include declining morale, strained family relationships, stress throughout the unit, chaplain services being ignored, moving pass the death of the three leaders killed, and synchronizing logistics with unit movement. Additionally, organizational culture and
However, it is not as important to find the perfect structure, as it is to “put people in the right roles and relationships” within the structure chosen. (Bolman, 2013, p. 45) When this happens, the structure will allow people to do their job well. The goal of our mission is to provide safe and quality care to any mental health (MH) patient in our Emergency Department (ED). I have identified the following structural elements in my organization that are either driving forces or restraining forces toward this goal. The first element is “vertical coordination.”
From my perspective as a library graduate student, however, my attention was drawn to the section titled "Library School is Revolting." This collection of essays explores questions such as "Are we really learning the practical skills necessary to be librarians, such as public relations and professional writing?" and "Is accreditation really a big deal?" While I felt fortunate that some of the not-so-subtle digs at library schools didn't really apply too heavily to SIRLS, some of it is familiar enough to make you laugh (or cry).
Poor communication causes chiefs and officers as much grief as anything. In short, the organization needs to remove its own problems before pointing at individual officers and putting all the blame on them creating stress.
According to former American Businessman, Henry Ford, he describes working as a team as, “Coming together is a beginning; keeping together is progress; working together is success.” When working with a group there will always be struggles and roadblocks that could lead your group to any form of success. However, it takes a successful group leader who is able to keep the group working together to reach the common goal as working as one. This paper will demonstrate the integration and understanding of group dynamics and structure. I have selected the Delta Alpha Pi Honor Society to discuss the following five main principles in each group: the purpose of the group, the individuals and their roles of the group, the structure and the norms that
Before a group can achieve the synergistic performance Jimenez is looking for it must meet three preconditions. First, team members have to approach the task at hand with the motivation to work cross-functionally and the confidence that they can produce effective solutions. In Wichita, much of the motivation came from the evident crisis in performance. Everyone in the plant knew that it was underperforming and there is no stronger motivation for action than a survival crisis.
Perry & Wise’s (1990) Public Service Motivation (PSM) Theory provides a better understanding of people’s motivation to work for the government. This theory is based “an individual’s predisposition to respond to motives grounded primarily or uniquely in public institutions and organizations” that are related to “altruism and pro-social behaviour”. Having altruistic behaviour means to be self-sacrificing by considering other people’s needs while pro-social behaviour means to have the aspiration to do something for the greater good (Perry & Hondegham, 2008). PSM comprises of three types of motives which have significant implications on individual’s behaviour and responses, namely rational, norm-based, and affective. Perry & Wise’s (1990) view
Bateman, T.S., & Snell, S.A. (2011).Management: Leading and collaborating in a competitive world (9thed). New York, NY: McGraw-Hill Irwin.
Managers of each department struggle with effectively leading and micromanaging employees. “Micromanaging damages engagement, saps the initiative of even motivated team members, undermines confidence, quashes innovation, and drives way top talent” (Earley, 2009, p. 5). The organization has too many chiefs, and the close monitoring of employees makes them feel discouraged and unimportant, which promotes low productivity. In addition, department managers are bitter because they are overw...
This week’s report deals with the concept of in and out-groups. As we begin, we will be looking into what exactly makes an in and out-group. We will also study the concepts of in and out-groups. Once we wrap up the first portion of the research we will immediately be going into our second section. The second portion will consist of describing a personal example in which I was part of an in-group situation. Once I divulge my personal example, I will be describing a situation in which a colleague of mine found himself in an out-group situation. Once we study these two situations, the report will navigate into the third portion in which we will be analyzing and explaining some of the differences between my in-group situation and my colleague’s out-group experience. As we move into the fourth section of the report, we will be looking into how in-groups and out-groups affect organizations and their employees. The fifth section of the report will explain how the out-group situation in which my colleague found himself was directly caused by an extend of a non-task related factors. Finally, as we reach the final section of the report, the report will describe some of the implications that can occur when leader’s develop a relationship with their followers.
Libraries are essential to a community especially in difficult times. Due to rising costs and job losses, patrons may have had to cut their own expenses such as buying books or cancelling their internet service. In order to continue to have access to these materials, patrons turn to their libraries. However, libraries are often the first to get cut in budget reforms. A library can survive a budget crisis by making cuts, fundraising, developing trust, and media exposure.
This model distinguishes six possible sources of conflict that may arise: incompatible goals, differentiation, interdependence, scarce resources, ambiguous rules, and communication problem (McShane and Von Glinow 332-333). Incompatible goals involves that “the goal of one person or department seem to interfere with another person’s or department’s goal” (McShane and Von Glinow 333). Differentiation is described as the “difference among people, departments, and other entities regarding their training, values, beliefs, and experiences” (McShane and Von Glinow 333). Interdependence “occurs where individuals operate interdependently except for reliance on a common source or authority” (McShane and Von Glinow 335). Scarce Resources are a source of conflict when several persons or units require the same recourse to fulfill their goals. Ambiguous Rules occur as a source of conflict because “uncertainty increases the risk that one party intends to interfere with the other party’s goals” (McShane and Von Glinow 335). Communication Problems are a source of conflict “due to the lack of opportunity, ability, or motivation to communicate effectively” (McShane and Von Glinow 333).
“Active members of this profession, in whatever arena, show that they have the commitment and the enthusiasm to lead libraries of the future” (Gordon, 2004, p. 52). “If you want to develop as a leader, participating in a committee is a good starting place” (Kern, p. 7). “A lot of leadership development happens through active participation on committees...” (p. 6). “We learn through our experiences. Being on a committee or chairing a committee only gets you so far as a leader” (p. 7). “Observation and reflection are one way to improve your own leadership skills” (p. 6). “Demonstrating love and respect for the cause is also an essential component of leadership. It conveys a sense of personal wholeness and adherence to standards of equity, justice, and truth” (McCombs, p. 219). In order for any changes to take place in an organization, there must be those who interact instead of react. In leadership, that can mean being on various committees, boards, and participate in associations. It takes a great leader to accomplish much. It takes even greater dedication to have success. Being focused, exercising power, showing initiative, and being persistent is only the beginning of leadership. You have to be open-minded, seek services, find simple solutions to benefit all, connect to the community, and develop partnerships that can expand the services of the organization. Being a leader is being a role model for those who are seeking to advance in this profession. Emphasizing teamwork and encouraging change can be enlighten through committees and associations geared towards improving the profession to be able to withstand a changing society; specially a society that it steadily moving to the technology fast-paced field. Being involved and beco...