No one really thinks about an organizations operational structure until something has gone wrong or profits are down. That’s when operational performance comes under scrutiny. Good business leaders take time to analyze the company’s structure in the beginning to make sure all decisions are smart and precise.
First, According to an article written by Lynn McDonald from Smallbusiness.chron.com, a company’s operational structure must be aligned with its mission and vision statements. A mission summarizes why a company does what it does. Its main purpose is to define how an organization conducts its business. It helps key stake holders decide whether they want to do business with you. The vision is an image of the future that a company seeks to create. The strategic objective of an organization must be set to align with the company’s long-term vision. The manager can then set strategic objectives for an operational strategy that can be implemented, monitored and evaluated. A Link In article states that “Employees need clear direction. You must convey your organization’s objective as a whole and communicate how each employee’s job assignment contributes to the business’s aim internally and externally. When employees understand and feel their presence is helpful to your organization and to the world, loyalty and job satisfaction will increase. Establish a public purpose such as serving the homeless or creating a greener world and give your employees the opportunity to volunteer their skills and efforts. Build in trimester employee volunteer days. Integrate 2-3 employees from each department to work together on a volunteer day. Breaking away from the normal routine and colleague group will increase employees ' friendships and rech...
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...ms before they become detrimental to the company.
When employee know and trust their leader, they can be helpful in spotting and reporting inconsistencies early on. Employees will watch leaders in their organization closely. Whatever is important to the leader usually becomes important to them. When employees actually know their leaders on some personal level are more loyal to the company. An article written by Kristen Goodell on Linked In states that “According to a Gallup research poll, only 30% of the U.S. workforce is engaged in its work. The vast majority of U.S. workers (70%) are not reaching their full potential. A study of 64 organizations revealed that highly engaged employees achieve two times the annual income of organizations whose employees are mostly disengaged.” These numbers show that employee engagement is linked to running a successful company.
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