...The Merger: Transition Plan I ORG 502 September 18, 2009 Transition Plan I The purpose of this Transition Plan is to document the process of changes that are necessary to make the merger-acquisition succeed for Merger’s Inc. First the discussion highlights issues that occur during a transition followed by utilization of motivation concepts. Next, this plan will discuss the importance of employee job satisfaction in relation to departmental performance. Lastly, a brief discussion will ensue regarding perceptions and their role in decision making. Expected issues with merger A number of problems will manifest before, during, and after the merger and acquisition process. One key element to be considered is job roles. “Some executives may have a bitter taste in their mouths about how negotiations unfolded or be resentful of the outcome, causing hard feelings about titles, roles, responsibilities and compensation” (Miles & Bennett, 2008, p. 60). In addition, rumors and cliques can be damaging to companies in the midst of a merger and acquisition; for example, “Cliques are harmful because they contribute significantly to information asymmetries within the top management team and slow down the team’s development” (Miles & Bennett 2008, p. 63). Rumors create misinformation and elevate uncertainty amongst all lines of employment from the top, down. Rumors must be contained and eliminated immediately. The selection process during and after a merger and...
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...Human Resource management is based in the efficient utilization of employees in achieving two main goals within a corporation or other type of organization. The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization. Along with realizing the goals of the organization, Human Resource management also seeks to ensure that the individual employee is satisfied with both the working environment and the compensation and benefits that he or she receives. [1] At times, the two main functions of Human Resource management (HRM) seem to be at odds with one another. There are certainly instances where it is impossible to arrive at solutions that are in line with both the aims of the company and the desires of the employee. When this happens, effective Human Resource management is faced with the task of finding a resolution that protects the interests of the company, but at the same time provides and acceptable level of satisfaction to the employee. This process can sometimes take a great deal of expertise on the part of the Human Resource personnel, but ultimately will help establish the best solution for all concerned parties. [1] Among the human resource issues that are generally handled by HR management personnel are the drafting of position descriptions for all levels of employment within the company, setting the standards and procedures that are used for hiring new employees, and...
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...The Importance of Maintaining Employee Satisfaction Employee satisfaction is a key component to the success of any business. Keeping employees’ satisfied and motivated within their careers should be a top priority for every employer for various reasons, including low turnover rates as well as quality work and high levels of production. Job satisfaction is described as "a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values"( Noe 308). Job satisfaction is ultimately based on values, perceptions and ideas of what is important. Employees will be satisfied with their jobs as long as they perceive that their jobs meet their values. There are various reasons as to why employees become unhappy with their jobs, including stress, lack of recognition, limited opportunities for growth, pay and benefits, as well as many others. Management should try their best to improve these factors in hopes to achieve a low turnover rate which will in turn help in the success of the business. Beginning with the hiring process, employers should actively seek employees who have a high interest level in that specific field or position. This point is very important according to Kristen Gregory who states, "an employee who has no interest in his or her field, or the position in which he or she begins in a job, may initially put forth his or her best effort. However, this employee will often become bored with the work because there...
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...RUNNING HEAD: Internal Controls and Maintaining Company Morale FINAL PAPER DEVELOPING AND IMPLEMENTING EFFECTIVE INTERNAL CONTROLS AND MAINTAINING EMPLOYEE MORALE By Melissa P. Abbey EM 290D DIRECTED STUDEY IN MANAGEMENT Submitted To Professor Donovan A. McFarlane, D.B.A. FREDERICK TAYLOR UNIVERSITY Moraga, California September 25, 2013 Abstract This report explores the aspects and importance of effective internal controls and how to maintain positive employee morale while developing and implementing organizational processes. The author explores various concepts and components of internal controls and the relationship of implementing effective controls while maintaining positive employee morale. Using a variety of resources including academic journals and electronic resources-informational sites, the author outlines standard components for developing effective internal controls and strategies for implementation in order to maintain positive employee morale. Keywords: Internal Controls, risk management, policies and procedures, organizational structure and culture, roles and responsibilities communication, collaboration, risk assessment, monitoring. Introduction All Organizations, no matter the size should have some type of internal controls in place. Although broad in scope, internal controls are intended to prevent companies from securing financial risk or wrongdoing and increase the chances of success while obtaining a specific objective; any business...
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...Employee satisfaction is a measure of how contented workers are with their job and working environment. Keeping spirits high among workers can be of great benefit to any company, as contented workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors involved in improving and maintaining high the employee satisfaction, which wise employers would do fine to execute. To measure employee satisfaction, many companies conduct surveys or face-to-face meetings with employees to gain information. Both of these methods have fruits and flaws, and should be chosen carefully. Surveys are more common, allowing workers more freedom to be honest without fear of harmful effect. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. The purpose of this study is to find out the antecedents that effect employee satisfaction. These factors may effect to work environment and reflect to employee attitude and behaviors, and the factors that force employee turnover, and To access the satisfaction level of employees. to identify the factor which improve the satisfaction level of employee, to know the employee satisfaction towards the facilities and to offer valuable suggestion to improve the satisfaction level of employees. Job satisfaction should be major determinants of an employee organizational behavior. ...
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...Employee Engagement Definition of Employee engagement Emotional Employee engagement is a concept whereby an employee feels an emotional attachment to their employers and the goals and values the employer holds. There doesn’t appear to be a definitive description of employee engagement, but most agree that the emotional attachment is a key element to being an engaged employee. “The term employee engagement has gained considerable popularity in the past 20 years yet it remains inconsistently defined and conceptualized”, Shuck B & Wollard K (2010) - Human Resource Development Review. This emotional attachment could be described as a passion for the organisation and their part in it and a feeling that they can make a difference. “Engagement is about passion and commitment-the willingness to invest oneself and expand one’s discretionary effort to help the employer succeed, which is beyond simple satisfaction with the employment arrangement or basic loyalty to the employer”, BlessingWhite, 2008; Erickson, 2005; Macey and Schnieder ,2008. Definitions of Employee Engagement often contain references to other related concepts, such as Job Satisfaction and Organisational Commitment and indeed, an engaged employee will often exhibit these traits, but they in themselves do not define employee engagement. Employee Engagement is a two way bilateral relationship, whereas Job Satisfaction and Employee Commitment tend to concentrate on what the employee is providing to the employer...
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...Motivation, Performance, & Satisfaction Alisha Joseph LDR/531 October 31, 2011 David Grier Motivation, Performance, & Satisfaction Introduction Performance, motivation, and satisfaction on the job are factors that are determined by employees and their employers. The employees bring in personal beliefs, morals, education, experience, and values. The employers regulate the information supplied to employees and the employees bring values, education, experience, morals, and personal beliefs. Boosting subordinates’ motivation can enhance performance and satisfaction on the job. “Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work (Columbia Electronic Encyclopedia, 2007).” Developing Employees Developing employees in a manner that upholds and enhances performance, motivation, and satisfaction on the job is the responsibility of the organization. The selection process is a good way to start this by administering candidates for employment personality test to make sure the company, the team and the candidate are compatible. The company shall be held accountable to give new employees a clear expectation of what is required of she or he to perform her or his duty, supply an opportunity for employees to communicate openly with peers, managers, and leaders and explain the benefits and pay that comes with the job. Managers will confer with its subordinates on a regular basis to redefine...
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...hospitality firms' standardisation of products and provision of consistent service quality. Hospitality firms are intensely competitive and firms tries to maintain their centre of interest on customers wants and needs to achieve their satisfaction and stand still on customer’s expectations. According to a research features of service or product are not important than the quality of service that plays a significant role for achieving higher customer satisfaction and customer loyalty (Donnelly et. al, 2006). When a customer decides to go for a lunch or dinner in a 5star hotel or a couple plans to travel and book a hotel room all they expect is quality service. There’s a level of quality in service which goes up with the grade of hotels and the expectations of customers are also attached with these standards. This image of providing low, medium and high level quality service as per customers is hospitality. There are some benchmarks for everything in hospitality industry and those are known as standardisation of products and with that comes consistent service. Market research has proved that high quality of service leads to loyal customers, attracts new customers to the service provider, creates positive mouth publicity, increased employee job satisfaction, employee dedication, increased business market share and also improves corporate image of the firm (Berry et. al, 1989)...
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...Balanced Areas for Measures | Strategic Objective | Measure | Metric | Targets | | | | | Year 1 | Year 2 | Year 3 | Financial | Increase the revenues, in order to improve profitability | Increasing net income Increasing operating income | Profit margin, Operating margin | 3% | 3% | 5% | | Increase market share | Decreasing production costs | Production costs | 5% | 5% | 10% | | | Acquisition of competitive companies | | | | | | Improve liquidity level | Enlarging the number of current assets and decreasing liabilities | Current and quick ratio | 5% | 5% | 7% | Customer | Increasing the level of customer satisfaction | Providing the best quality and professionalism service and production | Employee training | Every 4 months | Every 6 months | Every 6 months | | | Answering to all of the customers' requests and needs | Employee training & Technologies | Every 4 months | Every 6 months | Every 6 months | | Bringing greater value to the society | Supporting...
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...Traditional Versus Online Management American InterContinental University Abstract This paper will address the internet structure of an organization and the traditional structure of an organization. The Appalachian Lending Corporation is a small finance organization that will be used to show the traditional organization. The online retailer used will be eBay. The management and leadership roles and functions will be explained. Two challenges facing both the types of organizations will be described. The similarities of the challenges will be discussed. Suggestions will be given, about how to transition from a brick and mortar organization, to an online organization. Traditional Versus Online Management The new age of business is moving towards the internet age of business. The internet is attractive compared to the traditional brick and mortar because of the low startup costs. New companies need less capital for their initial startup and this allows more small businesses to be established. The internet also allows new businesses to reach consumer markets, which could not be reached before, by the brick and mortar businesses. With the change in the type of business comes the change in the leadership styles and management styles needed to run these businesses effectively. This paper will look at both, brick and mortar and internet organizations, and discuss the differences in structure, management obstacles and the solutions to these issues. Addressing Management and...
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...common with Costco. An estimate on which competitive strategies Riordan would use to improve innovation and sustainability of business operations domestically and internationally will be given. An explanation will also be presented to describe how the competitive strategies chosen may affect the sustainability of long-term performance and how the global market would affect the business strategy of Riordan. * Like Costco, Riordan manufacturing generates greater sales and margin to optimize their investment. Riordan’s sales and product strategy has been proven effective through their pricing and product selection, which sustains their strategic goals and objectives. To retain their customers, they increase their sales through employee satisfaction. The exceptional customer service is implemented in order to satisfy their financial performance as part of their objective. This puts Riordan in the lead to achieve their goals and secure some of the largest accounts to increase their market. The value and the effectiveness of Riordan manufacturing is truly as effective using the SWOT analysis. They also exemplify ways to generate planned revenues with the delivery of their product, which in turn strengthens their competitive advantage. The structure of their plan is based on financial goals, action plans and objectives with reviews of their performance. Riordan is a plastic manufacturing company that could improve their business operations by producing innovative materials with...
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...competitive advantage and customer loyalty * Human Resources: Promoting sustainability requirements through HR management * Conclusion: Management, employment, social responsibility, and affordable prices are all keys to give customers a reason to come back Introduction Behind a sustainable business, there are many successful strategies to achieve customer loyalty. Fostering our customers’ decision in keeping a relationship with our company is not an easy job. Thus, attaining sustainability of customer loyalty is a key for a major long- term success of our organizational goals. It is our responsibility to create an attractive yet profitable business which focuses on the ways that not only satisfy but also keep a high satisfaction level of our customers and urge them to continuously seek our products or services, hence giving our firm a competitive advantage over the others. Employees and distributors have major roles in building customer loyalty. They are in direct contact with our customers. Moreover, offering our products in an affordable competitive price is important. What are the major impacts of my business on...
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...promotion, opportunity to do interesting work, feeling my job is important, being told my boss when I do a good job, opportunity for self-development and improvement, and large amount of freedom on the job. When creating a reward system these factors should be considered. “The relationship among organizational structure, employee satisfaction and motivation can be explained jointly by the characteristics of the jobs and by the attributes of the individuals employed (Oldham and Hackman, 1981). Some other studies also support the notion that characteristics of the job have direct impact on the work outcomes (e.g., Champoux, 1991; Bhuian and Mengue, 2002; Thomas et al, 2004; and Garg and Rastogi, 2006). Loher et al. (1985) concluded that there is a significant relationship between job characteristics and job satisfaction. In a study Thomas et al (2004) found a significant positive relationship between skill variety, autonomy, feedback and job satisfaction. Moreover job designs which enable a high level of employee control also provide better chance for the development of exercise of skills (Morrison et al , 2005) . Job characteristics and job satisfaction among employees have substantial positive relations with job...
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...present and future of Employee Engagement We live in a world where businesses are becoming increasingly complex. The epochal shift from the industrial to the information age is providing a very important challenge for humanity and the organisations that represent it. Furthermore, with the complexity of today’s business comes the complexity of efficiently managing the people that, united, represent the organisations humans depend on. In fact, successful employee management involves obtaining high performance from each employee, and therefore high engagement with the organisation. This introduces us to the notion of employee engagement. Delving into the origins of this notion, it became famous in 1990 when William Kahn provided the first formal definition of employee engagement. In his book titled “Psychological Conditions of Personal Engagement and Disengagement at Work,” he defines employee engagement as “the harnessing of organisation members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances”. As we can see in this definition, employee engagement is distinct from job satisfaction or commitment. In fact, employee engagement involves levels of effort and performance that surpass typical expectations. It is the intention of this essay to discuss the understanding of this notion as well as the strategies organisations can use in order to increase the level of employee engagement. In order...
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...Employee retention Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organisation kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. In a Business setting, the goal of employers is usually to decrease employee turnover, thereby decreasing training costs, recruitment costs and loss of talent and organisational knowledge. By implementing lessons learned from key organizational behavior concepts employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers. Retention Strategies In order to retain employees and reduce turnover managers must meet the goals of employees without losing sight of the organization's goals, thereby creating a "win-win" situation. Valance and expectancy theories provided some of the earlier guidance for retaining employees. Valence is the degree to which the rewards offered by an organization align with the needs employees seek to fulfill. High valence indicates that the needs of employees are aligned well...
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