Employees First Customer Second Book Analysis

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

with their return on investment, employees are paid and treated fairly, and customers are satisfied with the

Due to the greater encouragement, it reduces employee turnover and increases efficiency. This causes the company to be able to fulfill their goals and objectives that have been both created and managed through the strategic management process.

Provide three (3) examples of his leadership actions and behavior, assessing the pros and cons in each example you describe to support the response.

Provide three (3) examples of his leadership actions and behavior, assessing the pros and cons in each example you describe to support the response.

Morale: With employees, more engaged in their work and more pleased with the corporate culture, their morale will naturally be higher. This leads to less time and productivity lost to illness, tardiness, or extended breaks and lunches.

Give employees the level of energy, commitment, and creativity that they can add to jobs.

High productivity: In the workplace there are numerous people belonging to different caste, culture ,sex ,class etc. and each individual has the capacity to offer different views and ideas to a particular problem or challenge. Thus it increases employee morale and

* What organizational structure, management processes, and philosophy will foster superior performance from the company’s business units?

M2: Analyse the advantages and disadvantages of the interrelationships between organizational functions and its impact that can have upon organizational structure.

Q.1: How did the information systems and the organization design changes implemented by knudstorp align with the changes in business strategy?

1. What was the organization design that was in place at McKinsey and what did they want to change? Did the change in design complement their strategy? What were the key barriers to implementing change?

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.