The owner of Jumbo Hagendoorn has all the right to make a decision. The strategy of the organization is to sell their products at the cheapest price possible and enhance customers’ satisfaction (have a cheap price and satisfy customer). The problem of this organization is that their stock clerks are not motivated to work; the work is being delayed frequently (demotivation results in delays). The purpose of the change is to motivate stock clerks and minimize the labor costs as much as they can.
According to the interview, team-leaders said that the stock clerks are not committed to the business since there is no communication between the owner, head managers and stock clerks (commitment and motivation should improve). Only resources are allocated to stock clerks and they have assigned tasks that should be finished within the allotted time. They said that the change can be made to motivate stock clerks so that they can achieve better (demotivation results in delays). Their organization is a hierarchical style, but the interviewees desire to focus on a participative management. They want to apply the image of management as shaping the organization since they want stock clerks
…show more content…
Purpose: to provide the cheapest product to customers and enhance their satisfaction.
2. Structure: manager meets team-leaders after each paycheck and team-leaders assign tasks to the stock clerks everyday
3. Rewards: None of the tasks have incentives, only the penalty system.
4. Helpful mechanisms: MUP is used for measuring a performance of each employee) and this is done automatically by an excel system.
5. Relationships: employees are controlled by hierarchical system. The relationships between managers and the team-leaders are formal whereas team-leaders and stock clerks are maintaining informal relationships as friends. There is not much conflict between employees in the organization, but if it happens, we discuss the conflicts during the meeting
As part of week 2’s Organizational Diagnosis 1, this assignment will continue by describing and analyzing employee interactions within the Lincoln Financial Corporation’s Customer Service Department. Interpersonal relationships between co-workers play a vital and important role in one’s career and it enables one to further their career aspirations. Also, interpersonal relationships allow for verbal and written communication amongst co-workers. However, there are times when communication, employee relations are taxed and it calls for a company to determine ways to strengthen the work bonds among their employees. This paper will address both the positive and negative aspects of employee relationships and offer an analysis in terms of whether or not they are functional or dysfunctional.
It is a company that deals with the production of all types of tires for all the model of vehicles. The company has employed approximately two hundred employees. These employees deal with running of the machines, packing the finished products and assist in distribution. An internal scan of the business shows that the employees of this company have a relationship that is not close. Everyone has his or her own assigned job and to not get enough time to interact. The management team as well only gives orders and ensures that the organization is successfully running. The relationship of the management team and the stakeholders is better than that of the management team and the employees. The activities in the organization run smoothly though there is a gap between the employees relationship.
This paper will explain a detailed plan for Mr. Ralph Stayer, president of Johnsonville Sausage Company, after accepting the offer from Palmer Sausage. This plan will be following the philosophy of Johnsonville that was implemented by Stayer in the eighties. It will utilize the line workers for the company, having them make decisions while utilizing the manager’s as resources to find solutions for the following issues addressed: the thirty day cancellation clause, Johnsonville’s’ twenty-five percent capital expansion plan, only
JJ has complained on behalf of the performance measurement system because currently his bonus is based off of production cost being less than 43 percent of sales. JJ believes that the production facility is operating as efficiently as, if not better, than it has before the expansion. Due to this performance measurement JJ’s ownership when from 25 percent to 8 percent and he is losing bonuses and annual dividends.
In this case study, a manager named Abdul has to deal with one of his subordinate named Hahn Chen who problem working along with another colleague has named Amie Lee. Chen wishes to be transfer and report directly to Abdul instead of Ms. Lee because Ms. Lee is not a technical supervisor. This is typical problem between employees that happens often in a working environment. A problem like this often helps demonstrate conflict managing and how good a manager is. The problem Abdul face covers many areas of organizational behavior such as conflict and negotiation, organizational change and stress management, communication, personality and values.
When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.
The purpose of this assignment requires consideration of how to develop and maintain trust at work, as well as how teams are built within the workplace and what effects and concerns a manager needs to be aware of.
After working in this position for a while working in groups and introducing new group members is a key ingredient in building teams and relationships. In groups and teams, relationships are the feelings, roles, norms, statuses, and trust that both affect. They reflect the quality of communication between a person and others. The variables that have an important effect on relationships are made with others in small groups. These are the roles a person assumes, the norms or standards, the group develops, the status differences that affect the group's productivity, the power some members have, the trust that improves
Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more
A good relation between coworkers not only make work easier, it also make
An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:
You also have to protect the company’s identity and the self-esteem of its people. Those two goals – making change and safeguarding identity – can easily come into conflict; pursuing them both entails a difficult and sometimes precarious balancing act.” Also, emotional bonds get created throughout the cross functional teams because they are no longer dealing with employees from just their departments. You learn from and about employees from all different levels and statuses.
The important of social ties among talented professionals creates a significant challenges and opportunity to the organization. The company will able to
The same employee may have had close relationships with subordinates before they became supervisor. This example shows how occupation impacts behavior and how a change in position can alter individual behavior.
In today’s world teamwork is being utilized by companies across the globe. Employers are seeing the value of teamwork and what can be accomplished when people put the strengths together. These teams consist of people from different cultures with different personalities. Conflict is inevitable when it comes to group dynamics. Conflict resolution is necessary to keep the group functioning efficiently. This paper will analyze group dynamics and focus on conflict resolution by way of communication.