It was expected that in the beginning new employees will adapt to the working environment performance of the department will go down. But time was passing and the performance didn’t seem to get better. Senior managers started to get worry about the issue. If performance of the department would not increase the company can face real big problems with the project and loose a lot of profit I as a Human Resources manager decide to examine the problem in the details. I spoke with the managers of the department.
& Kathawala, Y. (2000), The effects of global outsourcing strategies on participants‟ attitudes and organizational effectiveness, International journal of manpower, Vol. 21, No. 2, p. 112-128. Yang, D-H., Kim, S., Nam, C., Min Y-W. (2007), Developing a decision model for business process outsourcing, Computers & Operations Research, Issue 34, p. 3769- 3778.
The company brought in new executives to try and come up with a plan to save the company from its decline. The senior leadership team came up with a strategic plan to compete with the telephone and cable companies. They obtained approval to implement the plan, but not without problems. The senior leadership team did not consult or divulge any of their plans to the union representative or the employees prior to their approval. Their plan included outsourcing some of the work overseas which would reduce cost but also cut jobs within the company.
The greatest opportunity for improvements is changes in the human resources department. Recently there was a shake-up in management at our company, and the head of human resources left the company “to pursue personal interests”. Hopefully some improvements will be made with a new leader. References Glassdoor Inc., (2011), Glassdoor.com an inside look at jobs and companies, interviews. Retrireved from http://www.glassdoor.com/Interview/index.htm Hynes, G.E.
They realized that making the person who has been with the company the longest into the manager did not make them a leader. At my company we struggle with leaders versus managers daily. Many managers started with the company right out of high school and have worked their way up because of their knowledge
Consequently, Field International is going through communications problem that could damage the growth of his company. First, Mr. Field tried to impose a radical change on the operation of the business without notifying to the vice presidents of each division. During long time, the production vice president and the music vice president have worked in an independent basis and during this time they get used to it. So, when they get Mr. Durkey’s memo they probably thought that now the authority that they used to have was been restricted without any reason. Also, they could feel offended by the sudden show of distrust of Mr. Field.
The company seemed to be getting out of hand and he said it was because he had never run a company that big before. It became apparent that it was time to bring in some help. He and Musk talked about the idea of bringing in a new CEO to run the logistics while he worked on
There used to be an understanding between employers and employees that they had job security, but the 21st century has brought layoffs and better job opportunities. Employers might say that their employees are important but they still act like each one can be thrown away. In the 21st century, they are going to have to motivate employees to allow their needs to be met. By doing this they can keep employees and be lucrative (Longnecker, 2010). In the business setting of today, employees look to their leader for the motivation to do their best.
Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line. The problem with many companies today is the inability to recognize that job satisfaction is directly related to their bottom-line and therefore, do not place job satisfaction as one of its urgent administrative priority. This issue is based on organizational failure to recognize the substantial advantages an organization could realize by making an effort to influencing employees’ outlook. When an organization has content employees, they are more inclined to be productive and committed to work and their employers. It is imperative that organizations establish a work environment that entice, inspire and retain the best people which in turn will be beneficial for organization.