Organizational Experiential Exercises - Essay Example

Apart from training, I would recommend that employees are given more freedom to air their views in terms of working conditions and service delivery to clients. Motivation is a very important factor and therefore would recommend that management reviews compensation rates against industry averages as well as the cost of living so that our employees do not start looking elsewhere.

My preferred intervention option to the situation at Argosy is to critically look at motivation. This is because motivated employees are very willing to work, would commit their time as well as energy towards the attainment of organizational goals. This translates into exemplary service which in turn makes customers happy and portrays the organization’s public image in a positive light. To achieve this I would recommend that employees are allowed the freedom to express their personal views without any fear of victimization and their views be taken with seriousness. This can be implemented immediately and should really change attitudes among employees as they will feel appreciated as part and parcel of the organization. Secondly is through good compensation and on this I think prorating compensation rates against industry averages and cost of living is very important. A task force should be formed to carry out a study on this within a month and come up with the best possible rates.

Case 2
In an interview with the Head of the Training Department at a local hospital on their training programs and tracking of the same learned that training is very important of any organization. Equally important is the choice of whether to decentralize or centralize train and how to track the same as tracking helps in identifying gaps and necessary interventions. For this reason, the hospital has chosen the centralized option for its HR training function because it is easier to track, obtain feedback on improvements directly from the employees. They, therefore, have a training center and calendar of courses offered throughout the year as well as the target employees for each particular course. Line managers are responsible for determining the training needs for every employee and communicating to the Training Department.

In the short term, in response to the CEO’s request, there is no doubt training managers from the various departments have to work together with the HR training function in order to give a good report. All managers, therefore, have to collate their reports in terms of numbers of training, employees who undertook them, why the courses were chosen, how they relate to organizational goals, and the kind of feedback provided by trainees. The HR training function would then collate a summary report and recommendations from the various departments and give to the CEO for presentation to the board.

In the long-term, my plan and recommendation for addressing the problem is for the hospital to opt-out decentralised option and go for centralised model of training its employees. The organisation should if possible establish an independent training centre under the HR training department with a course calendar for all the courses being offered year-round. There should be a single system for recording training offered, attendees, timings and their relevance to organisational goals as well as feedback from trainees. This will be a valuable development as it will be very easy to obtain any information required and manage the trainings offered as well as review and improve where necessary. Read More