Conestoga-Rovers and Associates - Case Study Example

? Case Analysis: Conestoga-Rovers and Associates Question To achieve high performance in an organization, proper measures to enhance the participation of employees should be in place so that they can have both the capability and the self motivation to work. For that reason, organizations implement strategies that aim at empowering employees to perform their duties with an innate drive and freedom to interact with each other. A company can enhance the productivity of its workers through creating a good environment over which they can interact with their colleagues productively as well as ensure a friendly atmosphere. Conestoga-Rovers and Associates as well as other companies have a purpose in their attempt to facilitate several social events that influence the working environment for their employees. Influencing the working environment has indirect effect on the productivity of an organization as well as a direct one on the morale of employees and therefore, many of them perform with a positivistic attitude. Companies have various reasons why they influence the working environment for employees and that cause them put a lot of investment to achieve it and therefore, improve productivity. Conestoga-Rovers and Associates Company creates a positive working environment so that it can improve the morale of its employees as they deliver their services to the company. The company invests in improving the working environment with the understanding that it is likely to perform well when employees are happy. A moralized employee has high commitment to the activities of the company and takes his or her responsibilities so that he or she can ensure success of the company. In many circumstances, motivated employees are committed to the improvement of the working environments because they develop a sense of ownership to the activities of the company (Nyp, 2007). On the other hand, creating satisfaction mood in employees ensures that all the employees can protect the properties of the company for which they are working and reducing the chances of the company making losses. Creating a positive working environment enhances retention of highly performing employees and builds their loyalty to the management and the administrators of the company. In a company that allows employees freedom, growth and interactive platforms for doing their day to day activities, highly performing workers are likely stay for long. Employees are likely to stay because they feel that the company for which they work values their services by creating an environment for improvement of skills and refreshing their bodies after a period of continuous work. In Conestoga-Rovers and Associates, employees have enough time to spend in social activities on regular bases, which makes employees to break their monotony of regular working (Nyp, 2007). Companies manage its working environment so that it can attract highly qualified employees who are likely to improve its productivity in case of a vacancy. Conestoga-Rovers and Associates Company or any other company improves working environment as way of creating a competitive advantage in the market in the process of acquiring new employees for the company. Employees that work in a company that has a positive working environment act as ambassadors with good information to the labor market for which the company fetches new employees (Nyp, 2007). When there is a vacancy and the company advertises and attracts a large number of candidates, it gives the management an easy time to select the best for a job from a large pool of applicants. Question 2 In order for a company to provide services that are unique from the ones that other companies offer, it has to evaluate the various factors that characterize it workforce. On the other hand, a company may consider its monetary potential to offer motivations to its employee according to their number and the size of the perks they want to provide to them. To achieve the goal of giving perks that its employees value, Conestoga-Rovers and Associates Company analyzes various factors that are the most prevalent among its employees. For this reason, company has various basis of determining the kind of events in which employees can participate at different times in their delivery of services. Conestoga-Rovers Company achieves provision of perks to employees through establishment of an organizational culture that has instituted the events as a part of life of employees in the course of their delivery of services. The organizational culture has created some events that take place at particular times in the year and therefore, employees participate as part of what they should do in the company. On the other hand, the organizational culture determines things, which employees should receive what motivation token and therefore, employees at different times are ready to receive some form of perks as their entitlement as workers of Conestoga-Rovers. In order to achieve provision of perks that its employees value, Conestoga-Rovers Company diversifies the events in which they can participate so that no one of them is left out. The employees of Conestoga-Rovers and Associates can take part in different weekly events that are available to them and therefore, they are able to choose from the ones that favors them in terms of age and other factors. Through diversifying of the activities, employees of Conestoga-Rovers choose a number of activities in which they can participate, either occasionally or interchangeably. On the other hand, the company offers packages for individuals or groups that enhance the participation of all employees that have families without having to pay any cost. The events and perks that Conestoga-Rovers and Associates Company offers to its employees create opportunities for interactive engagement for colleagues by creating a competitive environment for all them(Nyp, 2007). Conestoga-Rovers and Associates Company has a way of enhancing the participation of all its employees through understanding of categories of the people. The company ensures that it has activities that can accommodate people of various ages as well as genders and they can feel free to participate. Additionally, the company utilizes the resources that are available within its environment to reduce the cost of creating its own, that could not be a culture of the people living around the company. The company provides events and perks that its employees value through conforming them to the common culture of the people that are in the environment in which it is located (Nyp, 2007). Question 3 In creation of a positive environment for all the employees, it possible to exceed a level that could reduce productivity and therefore, the company does not perform well in the market. The management therefore, needs to implement some strategies that ensure that the employees do not misuse the positive working environment and do the wrong things during the productive time. Companies that get to such a situation have to have regulations that determine the allocation of time certain events at different times so that the employees fail to do their duties as mandated by the company. Cases of too much fun in the workplace can be defined from various perspectives according to the amount of money a company makes as compared to the cost it incurs in social events. According to this definition, employees could be engaging in too much of fun if the company is not able to sustain the fun within its means because of the high cost of engaging in the activities. According to this definition also, a company could be exposing its employees to too much fun if it has to hire resources to that it uses for participation in social events, which happen on regular bases. The fun in a company can be too much if one considers the fact from the perspective of the time that employees take in it relative to the one they take in doing productive work. Fun should happen as a pastime and therefore, it ought to take a relatively short time, which should enhance the participation of employees in productive activities. If an employee has a lot of time of fun that does not have monetary value to the company, he or she could be said to have too much of it and therefore, inefficient as worker in a company. The number of hours an employee spends in fun should be considerably low relative to the time he or she spends in productive activities that bring income to the employing institution. Ideally, a productive employee ought to have a short time in participating in the fun as compared to the time he or she should work in the company and create resources for the company. The allocation of time also is important in determining whether fun is too much in an institution because some activities are best done at particular times in the day than in others. For example, some productive activities, if undertaken in the morning, are better than when they are done in any other time of the day and therefore, doing fun in such time in place of the activity makes it too much. Fun can be too much in an organization if it takes part at the cost of serving waiting customers in an organization when, if they go, they cannot be gotten again. Fun should be scheduled in times when the number of customers to an organization are not expected or are minimal so that the company can preserve a good image to market as it tries to create a positive environment for employees. Additionally, if participation in fun does not boost the performance of an employee in the productive time or it reduces his or her productivity, it is too much. Reference Nyp, G., (2007). Where Dreams Sometimes Come True. Kitchener-Waterloo Record Read More