Essay on The Schermerhorn Control Process

Another issue that left an area for improvement is the managers lack of emotional intelligence. In this scenario the managers need to develop a stronger leadership role and thus better develop their emotional intelligence. In James Bourey and Athena Miller article, “Do You Know What Your Emotional IQ Is?”, they state “...emotionally intelligent leaders and organizations are receptive to new ideas and ways of doing things: resist falling into old, familiar patterns

Besides that, there is a common consent technique for management. Management often changes even to an organization. You have your outstanding, your good, and your thoroughly incompetent who can do a lot of damage. In this biz, like so much, consistency is a good thing. Well-trained managers improve morale and improve morale

Overall Strength: in general, the article provides structure to a concept that is very intangible by: (a) describing the nature and the functions of control; (b) segregating the MCS into categories: core control system, organizational structure, and organizational culture; (c) illustrating how to apply the control model (satisfied my approach) (d) provides a basis for designing and evaluating the system. The manner, in which the model is presented, with its use of figures, further emphasizes the structure of the model. See below on further emphasis on parts (a) -(c).

The first step in the process is to identify and define the problem at hand. During this step, all the information is gathered and looked over. This allows for the problem to be clearly identified and hopefully making the whole process easier. Step two of the process is to begin generating possible solutions. In this step, managers can begin formulating one or several potential solutions (Lombardi, Schermerhorn, & Kramer). Before going onto step three, some additional information may be required, because step three is when a plan of action is chosen. In the fourth step, the chosen plan is implemented. It is the responsibility of the manager to make sure this portion goes smoothly. Everyone on the team should know exactly what they should be doing. The final step in the process is to review the results. In reviewing the outcome of the action plan that has been chosen, you may find things that need to be altered and you may find things that are going perfectly. At this point the appropriate changes should be made.

Next is reassign the poor performer to a position of less responsibility or to one requiring less technical knowledge or interpersonal skills. Lastly release when non of the four approaches are working the employee have to be fired.

There will be corrective action plan made by the Project Manager. The corrective action plan will be meeting with the team members and raise the issues mentioned by stakeholders. Each member’s performance will be evaluated and also include measurements for achieving the intended outcomes and anticipated timeline for

Not think lightly of the possible solutions that has the problem, and to go immediately to the process of implementing decisions without really analyzing your use solution to this dilemma could involve unnecessary use of resources to both working with the real issues the situation. Reacting pulse is not always the best option to present dilemmas. Especially when it involves analyzing where it is failing in the standard procedure should be maintained. To know where you are making the mistakes that are causing this loss and inconvenience should use some tools to analyze due process that are made every day.

The corrective action process categorizes the issues with non-conformance records by identifying different areas of concerns that require immediate action. To help the quality organization within these areas, Company C utilizes many quality tools such as root cause analysis, Define-Measure-Analyze-Improve-Control (DMAIC), process flows as well as process mapping, to help assess the problems. Employing the correct tools helps with making the needed corrections to help prevent the concerns going forward.

Suitable analysis of the non-conformance and the implemented corrective action will be undertaken by site management to determine appropriate measures that could be implemented to prevent a repeat of the non-conformance.

When problems like this arise the only possible solution may be to “make explicit to the employees” that their behavior needs to be corrected and outlining the corrective actions if they fail to do so. Nonetheless, situations that are irresolvable are seldom within the workplace if both managers and employees are able to discover them before they get to this point.

these process followed by employee to eliminate the cause of a potential nonconformity and determine the root cause of an issue to records of results of action taken reviewing the effectiveness of the preventive action taken. these process followed by employee to eliminate the cause of a potential nonconformity and determine the root cause of an issue to records of results of action taken reviewing the effectiveness of the preventive action taken. Preventive Actions can include processes such as performing risk assessments against product, processes we are aiming to prevent a non-conformance from ever occurring by taking preventative

Solutions to these problems, not surprisingly, would involve strengthening company controls, primarily action, personnel, and cultural controls, and alternatives are plenty. Action control alternatives include:

* Clear Channels of Communication, communicate the changes (via the CEO) to all employees, then identify and address the reasons for resistance.

Control and development facilitation. Control in this context is taken to mean the fit between planned output and the actual output. Constant monitoring by the supervisors prevents the employees from deviating from organizational plans and, thus, fosters proper control over employee operations. On the other hand, as the immediate authority figure to the employees, supervisors serve as the link between departmental managers and the staff. Therefore, through daily contact with the employees, the supervisors facilitate development by constantly improving daily work skills and determining employees who can be future supervisors

Another problem is the fact that there is no control or monitoring by a responsible team. As we explained above, managers have the freedom to evaluate performance as they want and sometimes there are some abuses. For this reason there should be someone with aim of supervise the all process or give support to the evaluators. The main cause for this problem is, again, the low importance that Vitality gives to the performance system.