...“organizational change is typically initiated in response to a trigger event or a shift in the environment that precipitates a need for altered strategies and new patterns of employee behavior” (p.18). According to Spector (2010), to understand and analyze the dynamics of change it is important to sort out and distinguish the different approaches that can be taken. In chapter one Spector gives the reader insight into the Concord Bookshop, a bookstore that is in the process of implementing new changes. Spector (2010), states that “for the Concord Bookshop, the increasing penetration of online booksellers into the store’s market space triggered the requirement for strategic renewal” (p.18). Kurt Lewin developed a change model to assist organizations such as the Concord Bookshop with changes. There are three steps in Lewin’s model and they are: Unfreezing, Transitioning or Moving, and Refreezing. This paper will define Kurt Lewin’s three phases of organizational change and explain why the Concord Bookshop failed at implementing change effectively. The first phase of Lewin’s change model is known as “unfreezing.” Lewin states that many people will naturally resist change and thus the goal of unfreezing stage is...
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...results to the intended employee with the ability to have a conducive conversation about results and improvement mechanisms. The employee is also able to share his or her intended career path plans with the employer and both are able to align goals in order for the intended results to be accomplished. The purpose and process of the appraisal should be explained to the employee before the appraisal procedures begin. Also, the manager should ensure that the employee understands his or her job description, qualifications and responsibilities before the appraisal meeting takes place. Previous job skills and qualifications should be discussed to better assist the employee to understand how far they have grown professionally and within the organization from the previous year(s). Quantifiable established goals should be examined and together, the manager and employee should determine whether those goals have been met. The appraisal score should be calculated after the appraisal meeting to give the manager enough time to take in consideration any statements the employee has stated. An effective performance appraisal will determine if the employee will receive a pay increase or bonus. A scale that calculates the percentage increase for the performance appraisal is commonly used to ensure the employee is receiving the correct merit increase or bonus. Each employee should be made aware of the amount or type of increase expected based on the employee’s performance from the previous year...
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...the various strategies of organization change based on the leaders’ pet peeves. It has researched articles from various authors. One of such author is Kowaski, Robin M. in his book, “Complaining, Teasing and other Annoying Behaviors”. The paper has gone further to provide the recommendations on how these organizations changes are carried out. The paper has reviewed the case scenario of a C.E.O who wants to bring about change, but is concerned by the large size of the employees and a company’s long history without change. In the first section of the discussion, the paper highlights data observed on the graph which will be followed by a detailed recommendation. Also included are factors that hinder organization change, as this will help one understand the whole concept of organization change. Discussion One of the company’s goals is to have an organization that appreciates all employees. However, the data shows that the workers do not feel appreciated since only thirty five percent agree they fell appreciated. Appreciating employees is paramount as it makes them feel special (Senior & Swailes, 2010). This actually motivates them to work hard resulting to increased production and enhancing employer-employee relationship. The company can make the employees feel appreciated by doing little things. This may include, knowing employees names, introducing them to important visitors, and not ignoring their presence. To ensures that the employees feel wanted and as part of...
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...strategy. Mr. Stonefield previously stated he wants to provide first-class transportation to his customers. His goals are realistic for the first year with an anticipated -$50,000 in revenue, and 10% turnover. The success of the business’s performance management will ensure there will not be any additional lost revenue, and turnover stays at, or under target. The goals set in place lay the foundation for the future of this company, and a clearly defined PMF will foster highly engaged employees and lead to continual revenue growth. It is imperative Mr. Stonefield’s employees have the necessary job skills to allow Landslide Limousine to achieve its goals and gain a positive reputation. A job analysis is “The process of obtaining information about jobs, including the tasks to be done on the jobs as well as the personal characteristics necessary to do the tasks” (Cascio, 2013, p.690). Mr. Stonefield has elected Atwood and Allen Consulting to conduct the job analysis process to identify the skills his employees will need. The job analysis process, or in this case, processes, have been identified, but additional time is required to act out these processes. The first process is observation. “The analyst simply observes a worker or group of workers doing a job. Without interfering, the analyst...
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...sustained success to organizations by improving the performance of the people who work in team and by developing the capabilities of teams and individual contributors. The evolution of the concept of performance Management as a new Human Resource Management Model reflects a change of emphasis in organizations away from command-and-control toward a facilitation model of leadership. This change has been accompanied by recognition of the importance to the employee and the institution of relating wok performance to the strategic or long-term and overarching mission of the organization as a whole. Employee’s goals and objectives are derived from their departments, which in turn support the mission and goals of the Organization. A performance management system includes the following components. * Develop clear job descriptions. * Selection of appropriate people with an appropriate selection process. * Negotiate recruitments and accomplishment-based performance standards, outcomes and measures. * Providing effective orientation, education and training. * Providing on-going coaching and feedback. * Conducting quarterly performance development discussions. * Designating effective compensation and recognition systems that reward people for their contributions. * Providing promotional /career development opportunities for staff QUESTIONNAIRE USED TO APPRAISE THE PMS Q1. Since how many years have you been working with this organization? a. 0-5 Years b...
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...Human Resources Management Roles Axia College University of Phoenix HCS/ 341 The heart of a successful organization has a healthy human resources department. Within the department is where the health of the organization is monitored and cured. Although management and upper management are also the main reason an organization functions well, the core of an organization is the human resource department. Fortunately, there is also management within human resources. This provides smooth function to human resources and the entire organization. Understanding the roles and management positions existing within this department is pertinent to any employee at an organization or company. To comprehend management roles in HR, one must consider a few facts. First, responsibilities of each manager is structured based on the size and current expected growth of an organization to include the “priorities of top management” (Franco, Nor. 2008). Taking into consideration the external and internal environments that affect management flow within human resources is also important role of HR management. Managers in HR care for activities such as finance, benefits, administration, employment and retention, training of new and current employees, personnel records, drug testing, and safety and wellness. In regards to international HR roles that managers support and take a part in are in “forecasting, planning, mergers and acquisitions” (Franco, Nor. 2008). External...
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...Memorandum To: Supervisor and Manager, Housekeeping Department From: Jennifer Hall, Housekeeper Date: December 27, 2011 Subject: Communication Assistance Attached you will find my proposal to implement communication assistance in the housekeeping department. I feel that with this little extra effort on my part, we are able to accomplish this assistance. The housekeeping department currently has many non-English speaking employees. With the communication assistance I have planned out it will not only benefit our department but also the Marriott. With all the hard work it could be a company wide acceptance for a new policy. There is a possibility that when this is complete the other employees could step in and help with defining the process. Doing this as a whole department will make all the employee’s feel like they are a big part of this accomplishment. This will also boost the ego of the department which will enhance customer service. As I have understood you have tried this before but it was not effective. With the hard work that I have put into this we will make it successful for everybody. So with the existing information and new information we have a much better chance of success. Communication Assistance Prepared for Supervisor and Manager Housekeeping Department Prepared by Jennifer Hall Housekeeper December 27, 2011 Table of Contents Executive summary…………………………………………………… 4 Introduction……………………………………………………………5 ...
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...Mark Johnson Organizational Behavior Terminology and Concepts The environment within an organization is created by organizational culture, behavior, diversity and communication. Organizational behavior studies the human aspects of behaviors in the workplace by understanding individual and group behavior. Organizational culture guides the behavior of the employees through a set of shared values and beliefs. The cultures of an organization can be broken down into three categories, passive/defensive, constructive, and aggressive/defensive. Maintaining a constructive culture will embrace achievement, and humanistic-encouraging. Diversity is simply the differences in each individual based on race, gender, and ethnicity. The culture can play a part on how well diversity is received. Communication is just as important in an organization as the culture and behavior structure. The absence of communication will create a barrier between employees, hindering creativity, and disrupts the workplace culture. Organizational Behavior Organizational behavior (OB) is “the study of human behavior in organizations” (Schermerhorn, Hunt, Osborn, 2008, p. 5). Organizational behavior is devoted to understanding individual and group behavior, interpersonal processes, and organizational dynamics. The goal of organizational behavior is to improve the performance of an organization and its employees. Understanding organizational behavior can have potential for career success in the changing workplace...
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...Performance appraisals are a hot subject in management and organizations these days. Organizations rely on employees to complete business tasks in a timely and competent manner because their reputation may depend on the performance of its employees. It’s essential that organizations develop a performance management system to assist in evaluating their employees. The performance management system is usually used for annual employee evaluations. The performance management system can be performed in various formats such as rating employees on a scale of 1 to 10 or giving a rating of excellent, good, average, or poor. Now, that I have discussed what performance management system is, it’s time that I elaborate on an example of this system. I would like to discuss the “rank and yank” philosophy and if I agree or disagree with it. I will also discuss Burger King’s performance appraisal. According to the textbook, “rank and yank requires managers to force-rank employees according to some preset distribution” (Milkovich, Newman, and Gerhard, 2011, p.376). With this process, an organization ranks their employees against each other and then terminates the lowest end of the rankings. The terminating component of this process is considered as the yank. I have read that more than 50 percent of the Fortune 500 companies used a form of this system. But some companies use rank and yank only to get rid of their lowest performing employees in times of financial crisis. The allege purpose of...
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...of Power and Politics on Goals in General Control Systems Introduction The organization that I am applying my analysis on is General Control System (GCS) Corporation. GCS is a large company specialized in the field of engineering control system services. It supplies many governmental and private organizations with computerized control system and provide technical support and maintenance services. The company has ten departments and around five hundred employees. GCS started as a research center with a manager and a few engineers. It expanded to a professional company that works on governmental engineering control projects. After ten years, it grew up to become a bigger company specialized in advanced control systems. The problematic The most problematic in this organization are the Coercive Power and bad internal politics. Managers with coercive power make things difficult for people. Most of the employees want to avoid making them angry. As a result, they try to get the job done on time without involving into a discussion or any suggestion about it. In addition, management does not allow disagreements out of insecurity or arrogance. There is limited or no leadership performance feedback. Recruitments, selections and promotions are based on internal political agenda, for example hiring friends to guarantee personal loyalty at the expense of other highly performing and more qualified employees. Stock options, bonuses and perks are not fairly linked to performance. Budgets...
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...reading the information or simply by the hands on approach. The ability to communicate effectively is strengthened through study and practice (McIntosh/Luecke). Sometimes engaging in group discussions or “sensing sessions” as they are known in the Army. These type of meetings let the Supervisors and Subordinates swamp ideas, air out concerns and try to come up with sound solutions to improve the overall workflow. The ultimate prize is to engage all employees, improve their abilities to make informed decisions and turn them into active advocates for the organization (Gills). Both of the above mentioned strategies can be used to bridge the communication disconnect that may be hindering the organizations progress. Communication can be the downfall or a great success of any organization. We cannot expect every employee either to know everything that is taking place or, more important, to want to know everything. Everybody needs to know something, but nobody needs to know everything (Gills). Sometimes you have people within the organization that are there just to remain employed. These type of people have no desire to be a part of a solution and in turn they end up being parts of the problem.. My employer uses good communication. We receive policy changes as they are released. We also have access to a...
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...Organizational Behavior Project Proposal Overview of Organization The organization that will be the topic of discussion in my final project paper is DATLEX NIGERIA LIMITED. DATLEX is a publicly traded, global security company whose headquarters is in Lagos, Nigeria. We primarily sell security doors and cheque security products to banks and other financial institutions. In 2009, the Central Bank of Nigeria revoked the licenses of many microfinance banks and made it mandatory for commercial banks to have a minimum shareholder fund of 25million Naira. This reform affected many banks, some closed down operations while many had to merge in order to meet up. DATLEX went through a significant financial meltdown, as many of these banks are the company’s major clients. During this down turn, many workers were laid off and it affected the culture of DATLEX. It affected the income of the company and thus affected all the staff as a whole. DATLEX went from having a benefits package to having a NO benefits package. They used to have all types of employee incentives and appreciation activities. Employees usually get an official car after three years of service to the company. Now the employees are lucky if they get a chicken in the fall and a bag of rice at the Christmas holidays. Rewards for employees doing well are not there anymore. With the downturn, DATLEX lost a lot of their highly skilled, highly valuable employees. DATLEX always strived to high the best hands but at the...
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...qualified employees Easy to introduce Reduce Work Hours- Con May reduce employee motivation Skilled employees may leave company Lowers productivity Hiring Freeze - Pros Encourages personal skill building Protects current employees from layoffs No additional company expense Hiring Freeze - Cons Reduces possible future productivity Reluctant employees lack of enthusiasm Does not reduce compensation cost Voluntary Separation- Pros Attractive separation package Reduces long term payroll cost Less disgruntled employees Minimize legal risk Voluntary Separation- Cons Increased short term cost Qualified employees may leave Must fill vacant positions RIF - Pros Reduces long term employee cost Able to focus on most profitable line of business Reduces short term payroll cost RIF - Cons Bad publication Does not increase revenue Possible legal risk Best Solution - Combination Step One – Implement hiring freeze Step Two – Offer voluntary separation Step Three – Downsize (if necessary) Month One - Preparation Determine the desired number of employees needed to reduce to increase sales revenue Month Two – Preparation Prepare internal communication strategy How to introduce staff cuts in a positive way. Month Three Develop program to address the mental health of remaining employees Ways to retain remaining employees Reassure job security of remaining employees Address...
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...Introduction In any organization human resources is the core function. An organization cannot build a good team of working professionals without good Human Resources. There are many reasons why the role of HR in a company is important to its survival and success. The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. 3.1 Activities that support the organization’s strategy: 1. Recruitment: This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. They design the criteria, which is best suited for a specific job description. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. Based on these two factors, the contract of an employee with the company is prepared. People from outside the company cannot hire the most professional people. The employees only know the suitable employees for any expansion in business. Moreover, all other sections in the company are considerably relying on the effectiveness of Recruiting section because it locates the right people with the right skills to deliver quality services to customers. 2. Performance Appraisals: HR encourages the people working in an organization, to work according to their...
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...the work performance of an employee and how individuals sustain their energy during work. Common strategies used and related to increasing vitality and reducing fatigue were also discussed in the article. With low ability to sustain their energy over a long period of time, it might leads to consistent low-level of performance from the employee, which is not the interest of any organizations. This article brought up what organization can do to aid their employees to achieve full capacity in term of replenishing energy and removing hindering factors. In addition, it states that it is more common for individuals to use work-related strategies as compared to micro-breaks to be efficient in managing their energy. Hence, we will discuss in the report the reliability of the studies conducted. Theoretical Perspectives The effort-recovery model (Drenth, Thierry & De Wolff, 2001) states that human energy can be restored if an individual has attained the correct factors that help in recovery which includes disengaging from the activities that are straining. This brings about the perspectives that the employees might be facing difficulties in attaining full recovery from fatigue during work as they face working long hours and bringing work related stuff in their leisure time. Based on the five level of Maslow’s hierarchy of needs (Maslow, 1970), the most fundamental level of the pyramid consists of the basic physical requirements for example, food, water and sleep. Without satisfying...
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