Permalco exemplified strengths, weaknesses, opportunities, and threats within their organization. Although, according to McRae and Antoniou (2007), many the most prosperous organizations are those that have a long-term strategy and stick to it, and which are very clear about their identity and don't feel the need to change it periodically. However, there are some companies that encounter many years of low performance, lack of direction, and feelings of stagnancy, followed by an identity crisis and usually a complete strategy change, rather than honestly assessing weaknesses and trying to put them right. Strengths: Permalco employs many great strengths such as it is a high tech facility that many aimed to work for when getting out of college. More so, the salary …show more content…
The weaknesses entailed the working environment was not stable, suitable or ideal. Many of the employees were concerned or fearful for their jobs. Furthermore, information pertaining to new job openings became stagnate and nonexistent. The actual working facility was in a remote location and many had hopes of being able to move to the metropolitan area to work once employed. Likewise, there was essentially no room for advancement in your career as employment became quite stagnate. The company did not encompass much diversity in regards to women and minorities. The planning team lacked the proper direction in which to take to effectively determine an effective means of hiring the right individuals and regaining the enthusiasm the company once employed when individuals were eager to work for them. Furthermore, they were looking for individuals that were not essentially interested in being a production leader and employed great engineering skills and exceptional GPA’s but those individuals that would stand out and be noticed. Many of the young professionals had left the plant. Likewise, the plant was very unorganized and in
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.
This book carries great discussions and uplifts our perspectives regarding business management in various ways. Frequent and common mistakes that were encountered by the managers was a key element for the ¡§eight mistakes of managing changes.¡§ Many follow others¡¦ common mistakes and fail from changing while reforming their organization. The possibility of failure is that they perceive the methods from those whom were successful, but they never understood the reasons why some people fail to change.
in low service for clients and affected employee morale seriously, and the managers had to
Suddenly, some companies become extremely successful, while rest of them unfortunately remains a failure. There can be off-course a lot of reasons for this failure but one of the main reasons is lack of leadership qualities. There are many s...
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive. It is evident in job-friendly environments that jobs are well done and profits increase.
The main problems that are affecting the company were the high level of labour turnover, below target production rates, high levels of scrap, the employees had little input in the decision making, therefore resulting in low motivation and job satisfaction, and didn't have enough feedback on there performance. Added to this was the conflict between the supervisors and employees in the production and packing areas, and the grading and payment levels wasn't satisfactory to the employees.
There was no right procedure in training staff and it recruited young inexperienced staff. It also had a disorganized billing system and financial accounts.
Being the lack of career development programmes the main reason for employees to leave the company more in detail issues were identified:
...affect the workers’ persona, their expectations, their self-worth, and their social relationship. Like any society, the workplace in made of leaders and followers. The relationship between these two branches is not always the same. The executives and the kill floor were located in different places. The workers were isolated from one another due to the environment they worked in. That can really affect a person, and their form of being. No social life was possible for them. The organization of this society was successful in the production sense, but in the sense of partnership it was unsuccessful and degrading for the workers. Most of them lost their humanity in the process; almost not caring what happened with their coworkers.
In conclusion, Built to Last gives many examples of companies that have focused more on building an organization rather than making a profit. Many of the most successful companies have gotten to that point through a passionate commitment to a core ideology. They continually look to preserve that core, while creatively seeking ways to improve and stimulate progress. These are the timeless management principles that have worked for visionary companies of the past, present, and future. According to Collins and Porras, "one of the most important steps you can take in building a visionary company is not an action, but a shift in perspective" (Collins & Porras, 2002). To be built to last, you have to be built to change.
It is very clear that the problems experienced in the companies are not lone standing but in most of the cases they are dependent on each other and there are strong bonds or relationships with regards to the cause and effects between them. It is therefore important to form or establish a strong cause and affect between them.
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
...ople for stability. In this todays modernised world, change has become inevitable and there is no doubt that change has to occur in order to survive and achieve success through a number of ways such as focusing on internal strengths, exploiting external forces and making potential threats into opportunities. In the long run, there are clearly more benefits rather than disadvantages because change does not have to be met with negativity. It needs to be embraced through cooperation between managers and employees, clear organisational culture and rewards that improve performance that are not based on tightly structured procedures. Ultimately, overcoming the difficulties of organisational change shows how management systems and people rewarded for stability is not just black and white but is shades of grey and how it is approached will determine its success or failure.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
Although it maximized efficiency and productivity but its main limitation was ignoring human aspects of employment. This is manifested in the following: