The problems regarding lack of leadership skills and inadequate job designning for the new employees - Essay Example

? Assignment Question In this assessment, the problems regarding lack of leadership skills and inadequate job designning for the new employees have been analysed in the work scenario of ‘Lentil as Anything’. Moreover, it also compares and contrasts the need for involvement of Human Resource (HR) in the shape of job design as well as the requirement of Human Resource Management (HRM) due to the requirement of offering various induction trainning programs to the new migrated employees. According to Pruijt (1997), job design is refered to as the contents of the job. It facilitates to analyse the various duties and tasks of the job and the methods required to perform the job in an efficient and effective way from the perspective of human process intervention as well as from the HRM intervention. Thus, job design includes the descriptions and the provision of the job which helps in evaluation of the performance as well as enhancement of profitability of the firm. Similarly, in case of ‘Lentil as Anything’, after recruiting the new migrated employees, Shanaka Fernando, the owner of ‘Lentil as Anything’ should offer them specific job related trainings in order to describe the various specifications, rules, responsibilities and requirements. This would assist in enhancing the motivation as well as the eficiency of the employees. Senior & Flemming (2009), stated that it is through job design that the roles and responsibilities are clearly described according to the past skills and knowledge of the employees. Moreover, it can be identified that the induction training programs are utilized to present the actual procedure of the particular jobs so as to acquire competency and accuracy in the performance (Senior & Flemming, 2009; Pruijt, 1997). Parker & Wall (1998) highlighted that the job design intervention is essential to assess the specific skills and knowledge of the new entrants and helps to evaluate the proficiency level and the expertise gaps as well. Therefore, in order to reduce the skill gaps, various induction tranning programs are offered to the employees to increase their aptitudes and capabilities. Thus, it is essential for ‘Lentil as Anything’ to motivate the employees towards the job by communicating an appropriate design of the jobs. Proper job design helps to accomplish the task responsibilities in a specific time frame and in an skilled manner which ultimately proves beneficial for the employee as well as for the company. Hence, it is obligatory to develop a particular job design statement for ‘Lentil as Anything’ which might be beneficial for the new employees and the restaurant as well (Accel-Team, 2011; Parker & Wall, 1998). The paragraph mainly highlights the facts about the techno-structural intervention required for the restructuring of the organization. While taking decisions for ‘Lentil as Anything’, Mr. Shanaka Fernando should involve all the employees so as to evaluate the varied viewpoints regarding a particular decision. It also offers proper contribution of the employees regarding a specific circumstance which is clearly observed in the documentary of ‘Lentil as Anything’. In order to sustain in the crisis situation, Mr. Shanaka Fernando decided to expand Lentil in Sydney in order to serve high quality of foods and services to the customers which can enhance the cash inflow and thus, assist in lessening the burden of heavy debt. Notably, this is a strategic decision on his part but without the involvement of the other employees (Cummings & Worley, 2008). Moreover, it can be determined that the involvement of all the employees in the decisison making process leads to increase in the confidence level and the morale of the employees which in turn enhances the employee performance and productivity of the organization. It can be depicted in terms of four elements such as power, skill, information, knowledge and rewards. Power helps to offer enough ability to make job related decisions where timely access to any pertinent information is essential to make any effective decision. It is worth mentioning in this context that employee involvement can be effective only if an employee includes the requisite skill and knowledge required for decision making and it can be made influencial only with the involvement of rewards systems in the organizations (Balogun, 2001). Hence, it can be stated that, ‘Lentil as Anything’ should also provide varied opportunities to its diverse workforces so as to bequeath various views and information regarding the particular decision that may be beneficial for the organization and its employees. As both the interventions of human resource management and the techno-structural are essential for improvement of employee performance as well as organizational enhancement, it should also be employed in ‘Lentil as Anything’ which might facilitate in long-term sustainibility as well as profitability of the organization. Question 2 In this assessment, the two problems which are mainly observed in ‘Lentil as Anything’ are described in a brief manner. The first and the foremost problem which is recognized is the lack of job design for the newly recruited migrated employees in ‘Lentil as Anything’. The newly recruited employees of ‘Lentil as Anything’should be provided with induction programs including on job tranning based on the existing skills, knowledges and the job specifications in order to enhance the abilities and proficiencies. This would be beneficial for the organization as well as the employees. According to the documentary of ‘Lentil as Anything’, the owner Mr Shanaka Fernando has not shaped any job description and job specification for the newly recruited employees. This would create a dilemma as, the employees would not be able to understand the skills required to accomplish the specific tasks or the underlying gaps which are needed to be fulfilled. This would hamper the performance of the organization and the employee as well (Sonnentag, 2002; Iigen & Hollenbeck, n.d.). However, in order to solve this issue, it is essential to prepare a job description and job specification statement for the employees of ‘Lentil as Anything’ to enhance its position and quality of services. Therefore, a particular job design statement would provide the employees with high level of prudence, diverse tasks, intense participation and motivation ensuing to a meaningful response. Moreover, it persuades the employees to participate in the day-to-day operations and discussions which augments the level of job satisaction and the performances as well. Apart from this, various job rotation and cross-cultural trainning programs, should be organized in order to offer the probability to learn new aspects and to enhance the existing skills and knowledge of the employees for the improvement of the organizational arrangement (Dubrin, 2008; Conti & Warner 2001). In addition, Saffer (2009) focused on the aspect that while recruiting new employees in the any organization, it is necessary to create a job description statement as it revels the requisite skills, the prime functions and the suitable ways to execute the tasks in appropriate ways. The same tactic should also be applicable in case of ‘Lentil as Anything’ for necessary improvement of the restaurent (Saffer, 2009). Hence, it can be concluded that it is essential to provide an appropriate job description statement to the newly recruited employees in order to execute the tasks in a perfect manner. The second problem of ‘Lentil as Anything’ which is discussed above is the lack of employee contribution in the decision making process of the organization. From the documentary of ‘Lentil as Anything’, it is evident that certain on-the-job tranning programs should be provided to enhance the skills of the employees in order to improve the future prospects of the organization. Along with this, employees’ involvement intervention is also crucial to enhance the efficiency of the employee and the organization. This can be depicted with the help of four elements such as power, information, knowledge and reward systems among the employees in the hierarchy (Saffer, 2009). The same problem is viewed in ‘Lentil as Anything’, i.e. it does not include the employees in its decision making process. Moreover, the documentary portrays that each and every decision is executed on the instruction of the owner rather than others. As a result, many serious consequences are underestimated by Mr. Shanaka Fernando which may be decisive for the future prospect of the business. Thus, this issue may be resolved only with the help of employee involvement in the decision making process which would increase the loyalty, retention of the workers as well as a pleasant work environment situation (Saffer, 2009 ; Campion & Thayer, 2001). Bloom & Campell (2002) highlighted the fact that the hierarchy involvement in the decision making process improves the quality of the decisions by integrating employees’ morals, ideas, information and options into the decision. This helps in better implemetation of the decisions as it is supported by each and every individual of the organization. Along with this, the other vital benefit of employee involvement process which can be highlighted is that it augments the challenges of the job, responsibilities and authorities thereby motivating the employees to provide high dedication and commitment towards the assigned task. This would improve the employee well being and the organizational position in the market (Bloom & Campell, 2002; Potter, 2011). Campion, Mumford , Morgeson, & Nahrgang (2005) observed that employee particicpation is very essential for improving the organizational standard. It is the process where the employees’ are involved in the decisison making procedure rather than obeying the orders of the initiator. The advantage of employee participation is also a part of the practice of empowerment as viewed in ‘Lentil as Anything’. Empowerment is the process of escalating the ability of individuals or groups to formulate options and to convert these alternatives into desired performances and outcomes. It involves decentralizing the power of decision making within the organizational hierarchy. It improves the efficiency and performance of the organization. One of the vital aspects of empowerment process is team work. Through team work the various responsibilities can be assigned to the varied team members which results in successful completion of the alloted task as well as inclusion of diverse ideas and thoughts (Campion, Mumford, Morgeson, & Nahrgang , 2005). Hence, it can be concluded that in order to improve the position and the productivity, ‘Lentil as Anything’ should involve employees in the decisison making process. Question 3 This assessment considers the resistance experienced from the members of the organization towards a particular change. Along with this, the various startegies that can be taken to overcome the resistance to the change is also discussed. Change management is an organized approach dealing with changes, both from the perception of a business and an individual. A change can cause deep conflicts in between the people and the organization, thereby making it difficult to implement organizational improvements. At the individual level, a change can arouse substantial anxiety about letting go of the known and moving to an uncertain future. Similarly, a change can cause serious consequences affecting the performance and profitability of the organization. However, a change in the organization may lead to organizational development (OD), if it is implemented along with every employee’s approval and involvement. By this approach, the change can be easily accepted by every employee in the organizational hierarchy. The change process often experiences resistance from the employees’ as a consequence of either the workforce being not properly informed or being not involved in the decision making process of the organization. Thus, the implemented change may create an issue as it may be against the values, ideas or morals of an individual which might generate a barrier in the path of the change (Oxford University Press, 2011). According to Cummings & Worley (2008), resistance towards a particular change is a most apparent nature of the individuals. People acquire a feeling of insecurity within themselves regarding whether the existing skills and contributions would be appreciated in the future or not. Therefore, the individuals always try to resist the implementation of any change in the organization. Moreover, according to the discussions in question 2, individuals mainly resist changes due to improper communication and lack of participation and involvement process. Improper Communication Frese & Fay (2001) stated that people resist changes generally due to lack of communication and information regarding the change. Inadequate information leads to rumors and leads to anxiety and hence changes are often opposed by the employees of the organizations. Moreover, as the individuals are often uncertain about the consequences of the changes, so it is often resisted which is clearly observed in case of ‘Lentil as Anything’. Lack of Participation and Involvement Cummings & Worley (2008) highlighted that due to improper participation and involvement process, the changes are quite often resisted by the emeployees of the organizations. As the lower level employees are only responsible for executing the changes on the basis of the orders of the initiator rather than participation, so the level of uncertainty raises to the utmost extent resulting in opposition to the change. It is also viewed in the documentary of ‘Lentil as Anything’(Cummings & Worley 2008). Hence, it can be concluded that improper involvement in the decision making process and inadequate communication lead to resistance towards any change. Overcoming Resistance to Change It is very essential to overcome the resistance towards any change in th eorganization. Otherwise, it may lead to discrepancies within the employees of the organizational hierarchy. The ways by which the resistance towards a change can be overcomed are stated as below: Communication Rasmus (2010) highlighted that inadequate communication results in rumors and anxieties. Therefore, only by effective communication process, the exact information can be transffered eradicating the fear of uncertainty. This can help in proper acceptation of the change in an organization, which is lacking in the documentary of ‘Lentil as Anything’ (Rasmus, 2010). Participation and Involvement Participation and involvement are the most imperative strategies of overcoming resistance in an organization. Therefore, proper involvement of the members in the decision making process can provide varied ideas, information and knowledge regarding any change which is highly beneficial for both the organization and the employees. This feature is essetial to be incorporated in ‘Lentil as Anything’ (Cummings & Worley 2008). Empathy and Support The other important step to overcome the resistance towards change is through the empathy and support of the employees which can be possible only in case of proper involvement and participation. It includes the process of acquiring the information regarding the various experiences of the individuals about a particular change (Rasmus, 2010). Commitment Frese & Fay (2001) reveled that commitment is the other important factor responsible for proper implementation of a change in the organization. Moreover, commitment can only be possible if the information relating to the changes are properly communicated to the employees of the organization by the middle level managers (Ugboro, 2006). Along with this, the support of every individual is also necessary for successful adoption of a change. Otherwise, the change may not be successful. In the documentary of ‘Lentil as Anything’ when the middle managers (Grace and Ramesh) already provided a negative responce towards the decisions of the management, then that decision would never become fruitful. Only with the involvement of the entire team, Mr Shanaka Fernando can be successful in business operations (Ugboro, 2006; Frese & Fay, 2001). Preference Preference refers to the degree to which the change is accepted by the organizational members. This helps to judge the intentions of the various employees towards the change (The McGraw-Hill Companies, 2012). Considering this factor into account, if the documentary of ‘Lentil as Anything’ is measured then it can be observed that Mr Shanaka Fernando took many decisions or changes but positive response were not be reveled from the side of the employees. Therefore, many employees left ‘Lentil as Anything’. Hence, employee contribution and involvement is necessary for implementation of changes. References Accel-Team. (2011). The job design process. Retrieved from http://www.accel-team.com/work_design/wd_05.html Balogun, J. (2001). Strategic change. Retrieved from http://www.tomorrowsleaders.com/A5569D/icaew/content.nsf/DocumentLookup/ICAEWSTR0109/$file/MQ10+Strategy.pdf. Bloom, M., & Campbell, A. (2002). Success by design what works in workforce development. Retrieved from http://www.workplacebasicskills.com/frame/pdfs/success_by_design.pdf Cummings, G. T., & Worley, G. C. (2008). Organizational development and change. United States: Cengage Learning. Campion, M. A., & Thayer, P. W. (2001). Job Design: approaches, outcomes, and trade-offs. Retrieved from http://carmine.se.edu/cvonbergen/Job%20Design_Approaches,%20Outcomes,%20and%20Trade-offs.pdf Campion, M. A., Mumford, T. V., Morgeson, F. P., & Nahrgang, J. D. (2005). Work redesign: Eight obstacles and opportunities. Retrieved from http://www.shrm.org/Education/hreducation/Documents/44-4%20Campion%20et%20al.pdf Conti, R. F., & Warner, M. (2001). A customer-driven model of job design: towards a general theory. Retrieved from http://www.jbs.cam.ac.uk/research/working_papers/2001/wp0102.pdf Dubrin, J. A. (2008). Essentials of management. United States: Cengage Learning. Frese, M. & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st century. 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United States: Pearson Education. Sonnentag, S. (2002). Psychological management of individual performance. United States: John Wiley & Sons. Saffer, D. (2009). Designing for interaction: creating innovative applications and devices. United Kingdom : New Riders. The McGraw-Hill Companies. (2012). Technical note four: Job design and work measurement. Retrieved from http://www.ateneonline.it/chase2e/studenti/tn/6184-7_tn04.pdf Ugboro, O. I. (2006). Organizational commitment, job redesign, employee empowerment and intent to quit among survivors of restructuring and downsizing. Retrieved from http://www.ibam.com/pubs/jbam/articles/vol7/no3/jbam_7_3_1_organizational_commitment.pdf Read More