I may not be responding exactly as you intended the question to be responded to, but felt that applying the course to my current organization was the best way to demonstrate my understanding of the course materials. In my opinion, Unit 4 and the discussion of growth strategy was the most critical to the success of my organization. At the corporate level, there are three strategic alternatives that may be employed: growth, stability, and retrenchment (Parnell, 2014). My division had to endure retrenchment a couple of years ago. This strategy did not directly affect my region; however, the long-term effects have manifested a sense of fear for the whole organization. In our industry, we are dependent on having members to take care in order to …show more content…
I am not going to say that the retrenchment strategy was implemented incorrectly because I did not have any part in implementing it. However, the region has suffered immensely since the retrenchment occurred. The management of a region has a huge role in retrenchment decisions. Managers need to be aware that the way the retrenched employee is an essential part of the retrenchment plan. To ensure that all employees are treated fairly and the retrenchment is carried out in an ethical manner; management must be open, honest, and transparent about the process; as well as be cognoscente of how they treat those who will be affected (Morris, 2012). Since I cannot say for certain that the retrenchment was or was not performed in the correct manner, I can only assume based on the end result, reactions of the remaining employees, and statements from those who lost their job, that some of the important processes may have been missed or not considered when the retrenchment was in process. The long term detrimental effect of retrenchment doesn’t simply go away with the terminated employee; it remains in the people who are left to carry on after the retrenchment is finalized. In my division, the employees who remained, have experienced morale problems, communication barriers, and some productivity issues. According to Morris (2012), this can threaten the businesses performance over the long-term. The company has experienced
I’m convinced that much learning has occurred in this course, both on your part and on mine. So I’m most interested in your telling me what you have learned, rather than asking questions on this exam that require you to demonstrate your learning. So, look back over the course and compose a page each on what you have learned about each of these course objectives.
I found this case study particularly interesting; in retrospect this class would have been extremely helpful prior to starting my husband’s business. I now see the importance of having a clear financial plan and projection, along with a strong command of your market share. My husband and I have been able to muddle through the areas were did not know or understand in running a business, but prior knowledge would have been a valuable
· Rule #3 Learn in Many Ways at Once. Firms can learn through four methods: vicarious,
I will explain why the lack of a 4th ABCT vision is the critical leadership problem the organization faced, which led to a series problems with the organizations culture and climate as a result. It is my firm belief that by implementing the Kotter Change Model to provide a clear and concise
I will use what I have learned from this book in the future by creating more urgency in myself when I know that something needs to be changed. Also, if I ever find myself in a position of leadership, I will be sure that every employee working for me understands why we need the change, supports it, and has a sense of urgency to get it done. Next, it will help me be more careful about my communication, and making sure that everything I do, verbally and nonverbally, should be showing that I am incredibly dedicated to the change that I am trying to introduce. Also, there was a time where we very briefly talked about the importance of change in a business; this book would help in those times wherein changing something proves to be difficult. If you make it appear to yourself and your employees that the change is absolutely needed, then they will all work to accomplish the
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
...ally principled core. Through exacting application of the three trainings, corporate managers will recognize and understand undesirable mental states that produce suffering for their customers, employees and shareholders.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Voluntary and involuntary turnover have an effect on organizations. Rapid changes in job descriptions, organizational structures, and inter-organizational competitiveness increase the importance of studying turnover and its relationship with organizational change. According to Leana and Van Buren (1999), "the loss of key network members can severely damage an organization 's social fabric and perhaps eradicate its social capital altogether." When businesses lose a high number of employees, problems can occur, costing the company time and money. Some of the costs incurred are associated with training, drug testing, physicals, and orientations to hire replacements that may take several months to learn the job and to achieve competency. There is a saying, “Good help is hard to find---and harder to keep”. This saying refers to good organizations trying to reduce turnover when the competition for retaining good employees is intense.
The retrenchement was a measure to reduce cost due to crippling fuel prices and lower load factors. The carrier was also battling a cash shortage, overstaffing and an
Winfield, P. Bishop, R. Porter, P. (2013). Core management for HR students and practitioners. Oxford: Elsevier.
After the self-assessments from the book, now I know what kind of leader I can be, what are the weakness I need to work on and how I can influence my team and the people outside my work environment. This course has taught me many different type of leadership style and one cannot be an effective leader but just following one specific style. To be an effective leader you need to assess the situation and act according to the situations.
Overall what I learned in this class will help me in my career as a leader and will eventually help further my career. I learn that a leader is one who has a direct relationship with the people they are leading. The leader is one who also gives direction to the staff. They must have motivational and technological skills which is also a good trait to have. Transformational leadership style is the leadership style base on the quiz. I also learned there are a few things that I have to work on to better my leadership styles. With the information given in the book and what I learned in class will help me in the future.
The sense-making approach of unfreezing, changing and freezing (Palmer, Dunford & Akin, 2009) was inappropriate in this scenario. Management has made a decision to reduce their workforce continuously; however, the change does not end with the layoffs, rather, it is a continuous change as they continue to reduce employees and focus on the existing employees’ morale. Middle management predominantly executes sense-making approach by as aligning the company objectives with their employees (Banker, 2012). The sense-making approach may have been the culprit of the communication breakdown between employees and British Airways CEO regarding absenteeism. The processual approach was much more fitting with continuous layoff that will allow them to pursue their next implementation. Processual approach is on-going and focused on long-term results while sense-making approach is a prescriptive change. The sense-making approach might have worked if processual approach was established first during the reduction in force, prior to introducing the swipe card implementation. Preferably, British Airways should have engaged in change management approach first to address the system change in a large scale. Organizational development approach would have assessed the entire organization and discovered that the low morale may
What do you expect to learn from this course that will help you develop in the areas you’ve identified?