The personnel should work on solutions together to improve customer experience and loyalty. Finally, the company should navigate the customer journey by looking at fresh service ideas or adding fresh groups to improve customer experience. In conclusion, product enquiry service failure is very dangerous to a company’s customer’s loyalty in a long term. Service providers may focus on making customers happier during the call with the aim of satisfying customers. However, this may not make them meet the needs of the customers.
If there is an inconsistency between the objectives and real situation, there will a need for action. Reliable information is very crucial in this step whereas wrong information will lead to unnecessary decisions in an organization as stated by Griffin and Moorhead (2010). For an example, the organization members should consider doing a need analysis to identify the difference between desired and actual achievements according to their current situation. When a manager diagnose and analyze the problems carefully, a problem can be identified obviously. When individual or the organization make a decision, there is important to take note more irretrievable the solution once appliance; they more concern about the real decision.
So for this conflict to be avoided they would have to look carefully and have to assess the recruiting and selection programme more thoroughly and the same would have to be done with training and developing. If this is done they should be able to communicate with each other and recruit the most suitable people. This conflict would generate two major problems which were time consuming and costly. Another conflict may be between performance management and training and developing. This is because the employees are getting trained but they may not be using this training to benefit their performance, so the performance management team may feel that the employee has not been trained in those specific areas when he/she has.
There are people who should make some serious decisions and rule our world and, at the same time, there are also people who accept these decisions, hoping that they will result in some benefits for them. It should be said that not always leaders, who are responsible for some important decisions, are respected by the rest of population. That is why, even right and needed solutions cannot be accepted because of the lack of trust which these persons have. In coherent society this problem is usually connected with the leadership qualities which a person possesses. Under these conditions, the question of leadership and the image of a leader obtains a great importance.
Even though followers or subordinates must be treated fairly no two people are alike, thus, it is important that a leader be equipped with the ability to deal not only with the group dynamic, but with individual personalities. Different people have a different hierarchy of needs and, therefore, need to be managed diffidently, if they are to reach their potential. For example, persons in high “nAch” may require more frequent performance feedback (Gibson, Ivancevich, Donnelly & Konopaske, 2009). Therefore, in order for any leader to be successful it is necessary that he understand the different theories. This will allow the leader to apply the appropriate leadership style depending on the situation, the people, and the internal and external forces that the leader and the organization may be facing.
Top management seems to be aware of this point, but they are not communicating the rationale and need for a mechanistic structure to the rest of the organization. Littleton¡¯s two units (fabrication and components) serve different domains and therefore ¡°have different performance and accountability needs¡±. Although these two units obviously require different structures, they are viewed and treated as one by management and employees, which causes communication barriers through inconsistencies in management style and rule implementation. All three symptoms of structural deficiency are present at Littleton. There is delay and lack of quality in decision making.
However, for the team to be fully effective it will be important for the team to be granted decision-making authority. This will prevent the team from forming easily acceptable and non-controversial solutions to the problem. Once the team is functioning properly any ideas on how save the company must be accepted. It is also important for the team to be aware that they are anchored in organizational realities that are outside of their control and affect the success of their efforts.
Why is this happening? There are numerous factors, but partly because of poor management decisions and their treatment of employees. This is not across the entire organization; we do have some really strong leaders that care in some areas. Why is it allowed? The political climate is not being managed and the poor managers are not held accountable.
Human Resources (HR) colleagues and operational managers then help to put these ambitions into practice, a process that can be greatly assisted by a coherent HR strategy. HR functions can help in a range of ways but especially in terms of helping to resolve problems and... ... middle of paper ... ...r the adoption of HPW. The function’s pragmatic approach to creating helpful policy and practice can assist organizations cope with the nuts and bolts of implementation. A number of distinct shifts in beliefs and theories, each of which has potentially deepened the complexity of HPW adoption for organizations. The shift in emphasis from individual practices to systems has been noted as potentially one of the reasons for relatively low adoption (Guest and King, 2004).
Self-awareness is the process by which the leaders learn in what conditions they are good at managing and which things they have to still learn. It is always better for the future leaders and managers to go through certain self-assessment programs because if they don’t, the other people in the workplace will surely be able to see those weaknesses. There are some interpersonal activities that the future leaders must undertake to improve their activities. If the leaders do not indulge in such matters, their leadership skills may degrade and it might lead the organization to an utter failure (Ebrahimi Mehrabani & Azmi Mohamad, 2015). On the contrary, if the organizational leaders undertake the responsibilities to identify their faults and strengthen them, the result will automatically be on the positive side.