Purpose statement
The Purpose of this memo is to inform you of what we would like to do with our company, Chocoholics Anonymous, moving forward. We want to address the plan you proposed regarding firing one of our two managers as well as layout why we think this is not in the best interest of our company.
Your Concern
We understand that your main concern is that the profits of the company are too low, and that in order to fix that you believe we should fire a manager and hire part-time employees. We agree that this will lower costs increasing the profits of the company in the short-run, but we have been looking at the long run as well as our own ethics to come to the conclusion that we don’t want to fire a manager. Your guys believe reaffirms the shareholders’ ideology, which states that the main purpose of the business is to maximize profits (Williams, 2015, p. 80). This practice is not unusual in the business world. A recent example, provided by the New York Times, is when Harley-Davidson started firing its employees to cut down on costs. That helped them triple their profits in one year, proving that this method is effective (Schwartz, 2010). On the other hand, given the fact that only one manager will remain employed we will have to put a lot more work on the rest of our employees. This will make employees unhappy and create more problems for our company in the future. For example, we will have to spend money training new employees and give more compensation to employees for working longer days.
Employee Concerns
As owners we are in charge of the management responsibilities, we think that it’s important to acknowledge the concerns of the employees and look at the situation from their point of view. We have noticed that thei...
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...we will be retaining both of our managers, we will not be hiring any more part-time employees. We believe having more staff in the leader role will help motivate our employees to work harder and accomplish their tasks in the most effective way possible. We will be able to perform much more efficiently and communicate better with more organization. From an article about how to manage employee talent, it stated, “Success in business happens because of successful employees. That being said, strong managers are one of the most critical components of Employee Success” (Suleman, 2013). This shows us that we need the right people in charge to manage our staff to create as much profit as we can. We have seen progress in the last quarter and don’t feel it is ethical to base our decision, to let someone go, off of the results of a quarter during an economic downturn.
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.
The company's management put a lot of emphasis on taking care of its employees, encouraging an entrepreneurial spirit, treating each other with respect, and being committed
...hedule a group discussion or even an off site meeting so that the employees feel that they are in a more comfortable environment.
In order for our organization to address arising issues with our employees, these issues must be addressed ...
This Journal Report is looking at how the managers work with their employees. It explores the differences people have even those working in the same organisation under the same management. However, this report gives a clear way of effective management. It also explores different ways of dealing with staff members who have different attitudes, values and beliefs, However, all these 3 are very close related.
Antonio has to control at this time 27 sales representatives which is not a high amount of employers but he doesn’t seem to have time to analyse the data from his employees and they know that this is the case which means that they are no...
Downs claims that downsizing is a very harsh solution to an organization in terms of financial issues. Smith, Wright and Huo (2008) support this argument and explain that downsizing should be done with significant care and requires planning. Downs argues that for an organization to defend its intellectual capital, it must carry out lay-offs wisely, treat affected employees with respect, and ensure that the retained employees' morale is not affected. The author gives some of the consideration that an organization should follow, describes the possible impacts of the situation on employees, and offers efficient approaches to
It is very difficult for the remaining employees to continue being productive for many reasons. These people that remain are now the same people responsible to improve the profitability of the organization. Left to work in an environment where an employee feels they have no control over their future, none the less their day to day employment status. They are asked to continue to work not knowing if they or one of their associates or colleagues will be in the next round of layoffs. They have to carry the guilt of being able to continue working while their friends and coworkers are now seeking employment elsewhere. This can have dramatic negative effect on teamwork and one can see a how a metaphor can be drawn between this and troops that go to war do not want to make friends with someone who may die the next day. In that the person you are working with may be the next one to suffer the consequences of downsizing.
The initial that the team wanted to address was the high amount of paid time away in the maintenance department. The first process of the research was to identify from the staff what the issue was. A survey was formulated to ask the maintenance staff if the issue was from management or from the work environment. The questions were designed off of the Gallup organizations Q12 survey. The questions were given a value from 1 to 5 one being strongly disagree to strongly agree. The questions in the survey given to the workers were as follows:
Using the five tools: Fishbone, SWOT, PESTEL, Force-field and the Sociogram, the diagnostics reveal that the common issue amongst them was a lack of communication and clarity of what needed to be done. Internally, the organization needed to realign its mission, goals and values with its employees, as none of them understood what was required of them. It was very expensive to have the workers sitting around with no productivity when the managers had a meeting with each other (K. Vincent, personal communication notes, January 28, 2016). Each time there was miscommunication and clarification was required, there was room for mistakes and loss in productivity. The workers were dissatisfied and demotivated during the building process, as they did not feel respected in their roles. The workers were also unsure of their responsibilities, as the managers were unclear of the building process to begin with. The CEO only made decisions but
Many employees don’t like to work under a tyrant boss and it is understandable the reason as to why they don’t like doing so. Many tyrant boss don’t give employees a room to explain themselves inc...
The employee turnover rate and the retention of skilled employees is a major problem businesses face. “Conservative estimates put the cost of replacing a lost employee at 25 percent of the annual compensation amount. For the typical full time employee who earns $38,481 and receives $50,025 in total compensation, the total cost of turnover would amount to $12,506 per employee.” This being the case employee turnover is a major cost and can significantly influence the bottom line so it should be avoided if possible. (Bliss)
1) He is facing huge protestation from the employees due to their angriness. This is because the employees are resisting the change in the organisation which is break out in the form of their protesting nature.
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.
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)