Problem Solution: InterClean Inc.
In this paper, we will be talking about Inter Clean Inc. Inter Clean is an $8 billion dollar institutional and industrial cleaning and sanitation industry. Inter Clean clients are more interested in not just products, but solutions that will streamline their cleaning efforts in the wake of more environmental safety requirements. Also we will see how the impact of human resource concepts and practices of Inter Clean motivates, reward, staff employees, and development on organizational effectiveness. We will analyze how organizational behavior concepts influence human capital management practices. Next we will discuss the issues and opportunities identifications of Inter Clean Inc.
In reading the scenario of Inter Clean, the company doesn't have a current staffing strategy in place that will allow them to implement a product and service/ solution focus. David Spencer (CEO), has set a target to be reached within the next 90 to 180 days, Inter Clean will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers organization. Within those 90 to 180 days, marketing blitz announces the launch of Inter Clean's new service focus. Based on the issues of Inter Clean, new employee skill will be needed to meet challenging market needs. This creates an opportunity for employee development and enhancement of the workforce team. Clients are focused on not just the product, but solutions and services that will streamline their cleaning efforts requirements for environmental safety. With this new solution, future profitability hinges on fulfilling the emerging need. Next we will discuss the stakeholder perspectives/ethical dilemmas of the Inter Clean Inc.
The problem definition is to establish accuracy and clarity in the scope of your project. Inter Clean Inc aspire to be a sanitation industry leader, an organization with a solution- based sales department , a premiere employer in the sanitation industry. Inter Clean has a future profitability hinges on fulfilling emerging needs. David Spencer, (CEO) of Inter Clean is driven to make this company a success, he is an ambitious, competitive, and willing to take the risk in order to grow the business and expand into new markets. David Spencer has proposed solutions/ services model, reps will be grouped into multi- functional teams prepared to support Inter Clean's high quality products with high quality service. Next, we will discuss the end-state vision for InterClean Inc.
End State Goals elaborate on the vision and define the ultimate conditions desired.
This case analyzes situation described in the Harvard Business Review article about EnClean located at: http://harvardbusinessonline.hbsp.harvard.edu/b02/en/common/item_detail.jhtml?id=794115
Cleanliness of the workplace in order to prevent the accumulation of waste. This is relevant to our car because
Fact finding is a vital process in the furtherance of any business. The process enables the sales people to gain a wide range of information about prospects. These research also enables the business to be efficient by aligning its functions strategically. It entails proving or disproving our own theories and taking some action and doing something with the information by organizing it in a tangible manner. Fact finding techniques will enable Kahuna Cleaning Supply to determine its weaknesses and take advantage of its strengths. Solutions will be designed based on the outcomes of the reviews of the documents and the general observation of the system. The stakeholders within the organization will also come handy in highlighting their views and experiences with the system through interviews and questionnaires. This will successfully give recommendations on solutions affecting the company.
This article is about Harrah’s Entertainment; one of the largest casino entertainments made a decision to move away from being a product based company to a strategic marketing company geared towards customer satisfaction by implementing a customer focused rewards program. Bill Harrah, the founder of the company established the company’s reputation on the premise of pride of the employees working for “the best in the business” while given more attention to the condition of the properties. However, when Gary Loveman joined the company as the new Chief operating officer, he made a move towards customer service. Gary Loveman hired Marilyn Winn, the head of Human Resources, to change how the company engaged in people development. Winn came up with a strategic plan to develop Harrah’s human capital. As a result, Winn is faced with the difficult task of improving employee motivation and job satisfaction in a rough economy after 9/11, which changed our nation forever. Although, the company gained market share it did not quite meet the company’s projected level.
Even though the costs of their products are not minimal after cutting out middle men, however, the customers are still willing to purchase their pieces by thinking that they are helping to make a difference to the environment and that is what helps the brand to generate profits. Aflalo is savvy in working well with her staff, besides thinking of how to make profits, she also cares about her staff in terms of wages and health. Nowadays, it seems very rare for a business to put efforts on their workers. Personally, this is what a successful business looks like, it is not a business that is selfish, using other people’s strength to make them financially flourishing and the way they care for the environment is
How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:
The premise of the methodology includes the removal of waste; waste is a non-value activity in which the patient will not want to pay for that particular activity (Anderson-Dean, 2012). Eight types of waste found in most organizations include defects, overproduction, transportation, waiting, inventory, motion, over-processing, and human potential (Kimsey, 2010) (see Appendix B for waste examples in healthcare). In order for change to occur, healthcare staff must be trained in addressing and recognizing each of the mentioned wastes (Kimsey,
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
A socially responsible production facility will be operated and maintained in Columbus, Ohio. LIFT Water Inc. will lease factory space until such time as purchase of the facility is deemed fiscally responsible. Employees will be provided with a generous wage and benefits package to include a stock purchase plan as well as profit-sharing incentives designed to promote company loyalty and high employee morale.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
The 5S principles are a tool to create a change in employees’ attitudes and engage improvement throughout the workplace. The methodology of 5S focuses on changing employees’ habits within the entire organization to achieve improvements that lead to waste elimination. Training is one method of engaging employees in the process, encouraging participation and understanding of the value, and holding employees accountable for the fulfillment and accomplishment of the process. Because of turnover and multiple employees having this position, it is also recommended that the job detail sheets be posted in visual areas so employees have a clear visual as well as the written procedure to follow. 5S is a strategy for organizational development to improve efficiency, working conditions, and increase learning and changes for the advancement of the organization (Jaca, Viles, Paipa-Galeano, Santos & Mateo, 2014). Implementation of the 5S principles promotes cooperation throughout the organization, encourages employee autonomy at all levels, and empowers employees, leading to increased trust and company
Veolia is company based in Chicago providing water and wastewater partnership services. However, back in July 2008, only 10% of U.S. municipal water and wastewater operations were run by private providers and rest 90% were ran by the municipalities themselves. The municipalities were facing challenges such as rising demand and recruiting experienced technical professionals. Veolia saw significant growth potential in pursuing the market managed by municipalities by themselves. At the time, senior management knew they had to capture growth opportunities. Senior leadership decided to use more formal strategic planning and management system to grow the company. The Director of Management Systems at Veolia was selected as the Balanced Scorecard Project Champion. During the monthly operations meeting, the project champion presents the Corporate Scorecard and gives the senior management time to discuss performance and initiatives. Veolia is sustaining and managing the balanced scorecard by having quarterly company-wide webinar for employees across the U.S. and Canada. Balance scorecard is a big part of the webinar message and sometimes includes celebration and recognition of a success that was brought to the company as a result of using the specific Balance Scorecard. It has brought a significant improvement in business performance. SMT of the company said it improved operating cash flow,
Since the Industrial Revolution of the late 1700’s and early 1800‘s organizations have become increasingly prosperous. With this rapid growth, however, has come irresponsibility in the management of business resources. This irresponsibility increases the costs to the company and is also taxing on the environment, increasing: ozone depletion, deforestation, and global warming (Shrivastava, 1995, p. 936). Sustainability in the business sector goes beyond environmental initiatives and includes the company’s financial and managerial performance, and employee quality of life. The movement of sustainable human resource management provides a balance between economic development, environmental stewardship, and societal equity—often
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate