Personal Experience of an Employee Usage - Assignment Example

Business Strategy Contents “Fix them or Fire Them” 3 Personal SWOT and Goal Exercise 7 Work Cited 12 of the of the Course No. Date Business Strategy “Fix them or Fire Them” 1) Does the author think it is better to "fix" an employee or "fire" them and why? Trading competency of an organization substantially depends on efficiency of its business resources. Employees form the human capital of a company and are responsible for conducting activities by mobilizing the existing tangible and intangible business resources. Author, Steven J. Shaer, explains in his book, “Fix then or Fire them”, the justification of fixing or firing a worker within an organization (Shaer 12).The author claims that making decisions regarding employees promotion, hiring or termination are the biggest challenges for contemporary business managers. The book states that managers should fire employees when they find them to be unproductive at workplace. Moreover, if any worker does not abide by the organizational ethical and moral norms or behave badly with co-workers, then managers can make plans to terminate them. On the other hand, officials should always retain efficient, knowledgeable and productive workers at workplace. If some workers are found to be less dynamic, then adequate training and knowledge building sessions can help to enhance their professional productivity (Shaer 34). 2) What are some of the key things that a performance plan needs to have to be effective? Explain.  The corporate affairs are highly complex in the current dynamic business world. At this juncture, without the essence of an appropriate performance management system an organization cannot function effectively. The basic aspects that must be included in a performance plan are: Engaging commitment of individuals who will be affected by the plan All the employees and officials (responsible for enhancing performance of employees) should commit to strictly follow the activities recommended in the performance plan. Inclusion of long run strategic objectives that are targeted to be achieved after completion of the plan (Shaer 45). The performance enhancement plan should clearly state the objectives for which the plan is introduced. The strategic options and performance enhancement means will be formulated according to established objectives. Generating strategic options of the plan The officials of the company would experience several strategic issues and challenges while executing the performance enhancement plan. The plan should include possible alternative approaches that can be adapted in order to overcome upcoming issues. Evaluating and establishing the most appropriate strategies. Performance of the workers within an organization can be improved by implementing numerous strategies. For instance, motivation enhancement and rewarding system are types of strategies that help to enhance the working of employees within an organization. Thus, performance plan should clearly include the possible strategies that can be adopted. Monitoring the strategy execution process that is to be formulated based on long-term objectives of the plan The officials and consultants of an organization must monitor execution process of the performance enhancement plan. Success of the plan cannot be critically analyzed without plan review and monitoring. 3) What are 3 ways underperforming employees rationalize their performance? Explain. Author, Steven Shaer, claimed that underperforming employees in an organization rarely believe that their performance is poor. They possess less knowledge about underlying issues, which make their activities at the workplace inefficient. Hence, Steven Shaer states that underperforming employees always tries to rationalize their working productivity and proficiency. The three ways through which these employees rationalize their performance are: Outright Denial According to this manner, the underperforming employee claims that his activities are not inefficient as well as assumes that firm’s working assessment process is inaccurate. Acceptance Under this process, the employee accepts that his performance is poor and accordingly ensures to redeem his faults. The worker rationalizes performance through word-of-mouth promotional process (Shaer 76). Denial through norm changing process Through this process of rationalization, the underperforming employee provides a new method of work assessment process and justifies his working proficiency in similar manner. He indirectly proves that assessment criterion of the organization is faulty. 4) How can you apply the lessons from this book to your own performance as an employee? What lessons can you take from this book that will help you perform at your job so that you do not need to be "Fixed" nor "Fired"? After reading the book, I feel there are 20 ways whereby I will be able to improve my performance at workplace as an employee. These are: I should clearly realize my professional working goals and my employers’ expectations. I should openly communicate about my professional opportunities or challenges with senior co-workers and managers. I should try to promote the ethics, values, reputation and effectiveness of my organization. I should positively accept existing work culture of the organization. I should constantly try to be more innovative and creative at my work. I should support other employees in their work and collectively resolve upcoming problems at workplace. I should try to achieve appreciation and incentives from my professional seniors. I should avoid the possibility of being fixed or fired from my organization. From the book, “Fix them or Fire them”, written by Steven Shaer, I have learned essential lessons, which will help me to sustain in my workplace productively in the future (Shaer 65). These ways are: I should always adopt positive working attitude, as this will help me to lower the threats of being fired. I should become more creative and innovative. Ethics and moral aspects of workplace should be strictly followed. I should try to improve my knowledge base and skill set. I should try to rationalize by performance to my employers. Personal SWOT and Goal Exercise 1) Personal SWOT Analysis Sarah Bajaber is my name and I am from Riyadh, which is known as the capital city of Saudi Arabia. I am a specialized student of International Business at the Lynn University and my primary subject of study is Business Administration. Strength I possess excellent skills of communication, both non-verbal and verbal. I am good at multi-tasking and can efficiently manage multiple assignments and projects simultaneously (Jackson, Joshi and Erhardt 801-830). I have strong and proficient interpersonal skills. I also possess efficient analytical skills. I can solve problems in critical situations and provide multiple solutions. Weakness I find myself to be slightly shy while giving a speech in front of a big crowd. I often turn to overanalyze certain problems, which adds to the time I take to resolve a problem. My technical skills, as that of working with Excel and PowerPoint, are not adequately sound. Opportunities In the contemporary era, demand for professionals who have academic skills pertaining to international business and business administration have substantially improved. By attending several corporate seminars and meetings, I can enhance my practical knowledge about corporate working. I should attend networking events conducted by the local governments and schools. Threats The current job market has become highly volatile and competitive in nature and consequently, my probability of being fixed or fired at workplace has greatly heightened. An external market recession can force my employers to terminate a majority of underperforming workers within the organization and I can be one of them. New co-workers with a better skill sets and knowledge base can threaten my probability of being promoted within the organization (Jackson, Joshi and Erhardt 801-830) 2) One major career goal for 12-24 months after graduation During May 2014, I had worked as an intern in Brazelia Med Spa in Boca Raton. I primarily worked in the insurance and financial department. I used to tackle matters relating to public relations and minor administration within the workplace. Working as a business administrator in the Spa Company was a great experience for me. My future career objective can be elaborated on the basis of SMART objectives. Specific: I want to become a permanent business administrator of a popular multinational organization. Measurable: I desire to earn approximately 1,480 U.S. dollars per month as a business administrator. Achievable: My goal is achievable because modern corporate organizations require business administrators for facilitating smooth functioning (Jackson, Joshi and Erhardt 801-830) Realistic: It is a realistic goal because I have majored in Business Administration and specialized in International Business in graduation. Time Bound: I desire to achieve this goal within a period of 12 to 24 months. 3) Rational of the Goal From by graduation classes, I have learnt to strategically analyze external business market structures, working of companies in the competitive markets, industry structure formation, firm’s capabilities and competitive business scope and dynamics. Hence, after becoming a business administrator of a prominent corporate organization, I would help my company formulate new strategies through which they can enhance their brand value in the market and acquire more productive resources within workplace. With my knowledge, I would rightly guide the organization progress through improved business strategy organization (Jackson, Joshi and Erhardt 801-830) . 4) Knowledge about goal achievement While working in the desired organization, I must try to build a well-coordinated team within my workplace. All these professionals should be able to appropriately manage upcoming challenges and opportunities in the firm (Jackson, Joshi and Erhardt 801-830). In addition, I should be able to provide lucrative, feasible solutions in critical situations. I must be adequately capable of convincing my company’s stakeholders and ensure that they agree with all new business strategies adopted. If I can achieve the above basic tasks, then I will surely be able to achieve my goal in future. Even so, I must constantly enhance my knowledge base as well as frame ways through which I will be able to upgrade my communication skills organization (Jackson, Joshi and Erhardt 801-830) . 5) Alternative Strategies There are few other strategies that I must consider for achieving my desired business goal. These are: I can opt for masters at the FIU, George Washington, American Catholic or Pace University. I can study public relations in my masters and pursue a profession accordingly. Public relations officials experience high employability in markets and this can be a good alternative career opportunity for me (Jackson, Joshi and Erhardt 801-830). I can apply for a position of a business consultant, thereby providing new marketing mix strategies to my employer in future. I can also become an entrepreneur and start up by own business. I will then desirably utilize my international business and business strategy knowledge in order to formulate corporate policies (Jackson, Joshi and Erhardt 801-830). 6) Steps required for becoming an entrepreneur If I desire to become an entrepreneur and start up my new business, then I will opt for the following steps. Product or service decision -I must decide upon the product or service on which my business would be based. I should establish the objectives of my own business, which can be the SMART objectives. I must recruit required and appropriate workforce. I should plan productive product, price, place and promotional strategies. I must initiate strategy implement process. I must annually review the performance of my organization (Jackson, Joshi and Erhardt 801-830). Work Cited Jackson, Susan E., Aparna Joshi and Niclas L. Erhardt. Recent research on team and organizational diversity: SWOT analysis and implications. Journal of management, 29.6 (2003): 801-830. Print. Shaer, Steven J. Fix Them Or Fire Them: Managing, Evaluating and Terminating Underperforming Employees. New York City: Challenger Books, 2010 Print. Read More