Organization Workplace Problems - Assignment Example

WОRKING WIТН ОТНЕRS АND РRОBLЕМ SОLVING - 2 Name Course Instructor’s name Institution Date TASK 1 A team is essential in solving problems at it helps in brainstorming and sharing of ideas for the achievement of a common goal. A team in this case can have individuals with different capabilities and talents. According to Tuckman’s theory the creation of a team involves the following stages; Forming, Storming, Norming, and Performing; however all these stages revolve around employees and their different roles (Curseu 2015, p.21). Therefore, this is why each team member has to play a particular role that his/her talent and capabilities favors. Team roles in this case are in two distinct types the formal roles are the external defined positions that the team members take up which relate to allocated responsibilities. This particular type of role is allocated to a team member depending on their abilities and position. The other type of team role is the informal roles however; the allocation of this type of team roles is dependent on an individual character. One of the roles that people play in a team according the researcher R. Meredith Belbin is the shaper role which is a role that is suited for individual who relish challenges and also who are dynamic. He argues that these individuals are not quitters when faced with challenges they are keen on maintaining positive mental attitude and focus on finding the best way to overcome these challenges (Stewart and Powell 2009,p36). In the group work for this role we chose the most confident individual among us who would be in a better situation to work under a great amount of challenges. The implementer role as stated in Belbin theory was taken up by me as I guided all group through the implementation phase of the group assignment by providing major ideas with little inp. ts from them. This particular role it is suited for the people who actually get things done, who are well-organized, practice and efficient (Rickards 2010, p.327).With the group leadership position, the other group members believed I was better placed to turn the team thoughts and ideas into actual plans. On the contrary the finisher roler as stated in Belbin theory was suited for one of my group members who had a high attention for details and thus he helped up identify and cover all the problems in the case. He was a perfectionist and we tasked him with looking out for errors and omissions in the assignment and ensuring that the group adheres to the deadline. The other role that people play in teams according to Belbin theory is the coordinator role. This particular role is suited for individuals who are confident and mature. In this case, we chose one of the group members who appeared to everyone in the group as mature and one who possessed good listening skills, for this particular role (Curseu 2015, p.21). Further, people play the worker role in any group. This particular role is suited for individuals that are likely to put the teams’ interest before them. For this particular role in the group work was allocated me as the group leader but every other member was required to participate. This helped bring about value and team cohesion. One of the alternative ways to complete a task and achieve team goals is through creation of shared goals which can only be met through collaboration. This entails setting of team goals which ensure that these teams compete against each other (Rickards 2010, p.327). Therefore, through the fun and work intensity involved in this strategy these groups eventually work closely together in completing their allocated task and achieving their shared goals. Thus, the task was worked on by every group member through brainstorming and a will to achieve a common goal. TASK 2 Problem identification Organization workplace problems are common since the workplace environment has a number of people who are working towards one goal through different ways. Therefore, problems are bound to crop up due to the sensitivity of this environment and the many required variables to be implemented to ensure effective coordination and satisfaction among the organization employees (Ahrens 2006, p.12). In this case, workplace problems that might crop up are caused by the organization employees themselves or the organization management. However, in order for the organization to ensure that it remains in the path towards success it should intervene as soon as possible and try to find the source of this problem and solve it before it escalates to worse. This paper therefore aims to develop a solution to the work based problems reviewed in the case study. As evident in the case study there is a problem in CSC Engineering Ltd this is backed up by the sudden rate in which the organization is losing its employees to competitor. Evidently, this problem is not limited to the organization single departments rather it is affecting the entire organization workforce (Radermacher 2015, p.40-57). Further, the resignations in CSC Engineering Ltd are evident throughout the company’s workforce. Moreover, the resigning employees prefer the attractive remuneration packages offered by the organization’s competitor. Thus its evident that the organization’s workforce are not satisfied with the current remuneration packages offered by CSC Engineering Ltd an issue which has resulted to high turnover rates. The magnitude of this problem is evident by the rather high turnover in the company which is estimated to be up by 33% in a span of one year which is rather short for such a high rate. This particular problem has acted as a contributor to other problems being witnessed in the company such as the rather high decline of the customer satisfaction rate in the company which is claimed to be down by 32% in a rather short span of one year. The company’s low income level rate of 15% which is below the company’s target is as a result of the aforementioned problem. Solution for work base problems One of the suggested solutions to the problem reviewed in the case study is for CSC Engineering Ltd to offer better rumination packages. This particular solution was evident when one member referenced Maslow’s level of pyramid to be associated with the problem evident in the case study. In discussing this particular issue the group agreed that the purpose of better remuneration packages will help to motivate the employees, through fulfilling their needs (Ondeck 2009, pp.391-392.). Therefore, the group drew a point that the employee’s needs were not being fulfilled; therefore, these led them to seek employment elsewhere where their needs were fulfilled. Consequently, the group also came to a realization that in Maslow’s Hierarchy of needs theory the low level employees strive to achieve their low level needs (Hitz and Werner, n.d. pp.24-27). In line with this, the group agreed that since this low level needs means the employees physical needs the remuneration packages in this case are these needs. Therefore, CSC Engineering Ltd was not motivating its employees enough per their needs. In this case, the group also agreed that this organization management did not know the exact needs of the employees hence explaining the rather high resignation and staff turnover rate in the company (Bloom 2015, pp.224-231). The group also agreed that at the lower organization stage money tends to be the sole motivator which ultimately fulfills the employees demand as its evident in this case. Another proposed solution to the identified problem is the provision of motivational factors as stipulated in Herzberg two –factor –theories. The attainment of this particular solution in the group involved individuals mentioning their proposed solutions and providing backup as to why they are the most viable solution (Rowe and Liu n.d. ,p.117). In this case, the solution on provision of motivation factors in CSC Engineering Ltd was agreed upon my majority of the group members to be quite viable. We argued that motivation factors yield to positive satisfaction in the organization something that evidently lacked in CSC Engineering Ltd. In support of this solution one of the members pointed out that since the workers worked in the same department in the organization and they were all in the same rank in the organization there was need for them to be intrinsically rewarded (Bernsten et al. 2010, pp.1-9).. Therefore, the group members agreed that the organization should recognize these employees for their efforts through pay rise or work promotion opportunities (Ahrens 2006, p.12). According to the group, this would give the organization employees a sense of achievement, growth and appreciation in their job than previously when they were all put on the same level and in the same department an issue which made them feel like they were stagnating with no opportunity for growth. Evaluation of methods for developing solution to problems One of the methods for the development of the solution agreed by the group is adopting the McGregor X and Y theory in the organization. In this case, the group members agreed through discussion of the best outcome regarding the adoption of this theory that a blend of the authoritarian and participative managerial style would be best suited for the adoption of the proposed solution (Testa 2002). In this case, the group agreed that some aspect of the authoritarian management would be ideal to the implementation of the proposed solution since the motivation levels of the organization employees differ. One of the group members backed up this claim by stating that some of these employees will require to be pushed by the organization management for them to take up their responsibilities. The group members unanimously agreed that this was indeed an authoritarian type of management as stipulated in Macgregor’s X and Y theory was an ideal method for the implementation of better remuneration in the company. Further, the group member also claimed that the authoritative management aspect would be ideal in setting the goals for the organization employees to meet and sticking by them (Yuliarini 2016, p.4). Participative managerial style is needed for the implementation of better remuneration packages in the organization. One of the group members emphasized on the importance of participatory managerial style in the organization in regards to implementation of better remuneration packages for the organization employee (Waimer 2008 pp.455-455). He claimed that the organization will need to coordinate with the employees in setting this remuneration since they have to be set on the employees need basis. Thus, the group unanimously agreed that indeed CSC Engineering Ltd will have to adopt the participative management system in order to come up with a remuneration package that fits the needs of it is employees. The other method for the development of the solution agreed upon by the group is application of Maslow’s levels pyramid by organization Human Resource in selection of a better remuneration package for the organization employees (Shan and Walter 2016, p.671). One of the group members suggested that the preferred solutions for a better remuneration package should be inclusive of a wide range of needs; from the physical needs, safety needs, social needs, self-esteem and self-actualization which are a reflection of the Maslow’s levels pyramid (Yuliarini 2016, p.4). After discussion on this proposed issue by one of the group member the rest of the members agreed that indeed Maslow’s levels pyramid should be relied upon to lead a method that should be incorporated in the solution of the problem identified in the case study. In this case, the group members agreed that the needs basis will be on remuneration and compensation. For this particular issue one of the group members emphasized that in the lowest level of Maslow’s level pyramid where needs have not been met the employees will make their decision based on stability, safety and compensation concerns (Shan and Walter 2016, p.664). Consequently, the other group members agreed with this claim since it was a reflection of the problem scenario in the reviewed case study. The group members in unison agreed that Maslow’s Hierarchy of Needs is indeed an essential method that could be considered in implementation of a solution to the evident problem in the organization. In particular the group members agreed that this particular method would be essential in helping the organization’s Human Resource guarantee staff retention and employee engagement since the employee’s needs are likely to be met. Strategy for resolving the problem Definition of strategy Strategy is vital as it helps bring about a desired future by providing solutions to problems to help achieve set goals. The strategy to solve the identified problem in the case study would be related to provision of better remuneration package through collaborative and competitive strategies to avoid high turnovers. Strategy implementation Step One This would entail informing the organization employees of the remuneration, in this case, the group agreed on first inform the organization employees of the objective of the new remuneration plan as well as inform them on the pay scales, its reward program, the benefits program and the company perks (Roberts and Bailey, 2016, pp.7-18). For this particular step the group agreed that it should take 3 months to implement since there was nothing much in it and the organization workforce was not too big. This particular step was agreed upon to revolve around improving the evident problem of the organization seemingly appearing not to care about its employee’s interest and the lack of collaboration between the top management and junior employees at the organization. Step two This particular step the group decided that it would involve job grading in line with the identified competing strategy to ward off competitors poaching employees of CSC engineering. In this case, the group also agreed that the job grading activity would comply with the engineering industry job grades requirements since it is the industry which the company falls into. In this implementation step, salary and remuneration compensation benchmarking will be the key factor based on the created job grading activity (Rowe and Liu n.d. pp.117-118). In this case, the group agreed that different and improved salaries and remuneration compensation scales would be allocated to the created job grades. This particular step was agreed upon to revolve around recognition of the employee’s efforts and achievement, a notable problem that led to employing leaving the organization for their competitors. The implementation of this will take 6 months at most. Step three For this particular step the group agreed that it would involve making the created salary scale which is based on the created job grades compatible with the employees work performance and merits. In this step the group also agreed that the company’s Human Resource would come up with policies that are strategic on the compliance of these created job grades, the salaries scales allocated to them and the compensation package of each of them (Shan and Walter 2016 p.627). The group agreed that this was the key step in the implementation of this strategy therefore it would take roughly more time. This particular problem would focus on collaborating strategies to help employees participate and come up with an amicable solution geared towards solving the problem of them not being compensated for their achievement and outstanding performance in the company (Testa 2002, pp.260-268). The implementation timeframe needed for this will be, one and half year. Step four Finally, to make these suggestions competitive it will entail evaluation of the newly created remuneration package and other intrinsic factors. We agreed that this step would also entail informing the organization workforce on the completion of the newly formulated remuneration package and taking them through it (Waimer 2008 pp.455-455). Time for implementation will be over a period of 2 years divided quarterly. If this particular strategy receives a green light it would improve the employees remuneration hence employees needs will be met and the organization will remain competitive, in line with the competing strategy. This would impact on the organization’s ability to retain employees since they will not seek for jobs with better compensation and consequently help it retain its top talent. Potential impact on the business of implementing the strategy The group decided that the first impact analysis that will be conducted will be based on the viable solution that has been suggested to the organization. In this case the improvement of the company remuneration was perceived by the group to increase the satisfaction of the employees in their current job position and prevent turnovers. This improvement by the organization was also perceived by the group to lead to the company employees feeling appreciated in their current job position through better compensation packages (Yuliarini 2016, p.4). The group also carried another impact analysis where they agreed that it would be based on the other recommended solution on provision of motivation factors to the organization employees. For this case, the group agreed that it would impact the organization employees satisfaction however, they pointed out that this would take roughly a shorter period of time compared to the other reviewed solutions. Conclusion It is evident that there was indeed a problem in the organization. In line with this, the organization employees appear not to be satisfied with the current remuneration packages that they were being offered therefore, forcing them to leaving and this acted as a trigger for a myriad of problems ranging from dissatisfaction of customers to low revenues. However, with this proposed solution the company will be able to attract a wide range of potential employees and it will also be able to retain them in the wrong run. References Ahrens, T. (2006). Problems Evident in Workplace. Nursing Management (Springhouse), 18(8), p.12. Bernsten, C., Andersson, K., Gariepy, Y. and Simoens, S. (2010). A comparative analysis of remuneration models for pharmaceutical professional services. Health Policy, 95(1), pp.1-9. Bloom, R. (2015). The Global Reporting Initiative on Remuneration. Compensation & Benefits Review, 47(5-6), pp.224-231. Hitz, J. and Werner, J. (n.d.). Why do Firms Resist Individualized Disclosure of Management Remuneration?. SSRN Electronic Journal. Pp.24-27. Ondeck, D. (2009). Intergenerational Issues in the Workplace. Home Health Care Management & Practice, 14(5), pp.391-392. RADERMACHER, A. (2015). Remuneration models. International Journal of Business and Management, III(3), pp.40-57. Ritter, B. (2015). Experiential Exercises on Goal Setting, Leadership/Followership, and Workplace Readiness. Organization Management Journal, 12(1), pp.13-13. Roberts, D. and Bailey, K. (2016). Setting the Stage: The Intersection of Leadership and Assessment. New Directions for Student Leadership, 2016(151), pp.7-18. Rowe, A. and Liu, L. (n.d.). Exploring the Remuneration ‘Black Box’: Establishing An Organizational Learning Insight into Changing Remuneration Committee ‘Social Worlds’. SSRN Electronic Journal. pp.117-118. Shan, Y. and Walter, T. (2016). Towards a Set of Design Principles for Executive Compensation Contracts. Abacus, 52(4), pp.619-684. Testa, M. (2002). A model for organization‐based 360 degree leadership assessment. Leadership & Organization Development Journal, 23(5), pp.260-268. Waimer, M. (2008). Dispensing remuneration. BMJ, 2(6187), pp.455-455. Yuliarini, S. (2016). Remuneration and Management Behavior Evaluation: A Critical Review. Archives of Business Research, pp4(6) CONTRIBUTION STATEMENT Group member 1 (Group Leader, YOU) Being the group leader I led most of the discussions concerning the report. In line with this I came up with the case study’s problem identification. In this case, I provided backup for the identified problem which eventually was enough to convince the other group members to go with that identified problem. Since I was the one who recommended we go with the identified problem I also significantly contributed to coming up with the solution to the workplace problem. Group member 2 A number of group member suggested various methods to developing solution to problems however the group member decided to go with the method proposed by group member 2. This group member therefore contributed on how this method would be carried out and what it would entail. Group member 3 A number of strategies for resolving problems were proposed by different group members before it settled for the proposition for group member 3. This member contributed in stipulating the steps within this strategy and how they would be implemented. Group member 4 Group member 4 also contributed in the steps development for the selected strategy for resolving problems. This group member also contributed in choosing the potential impact of the implemented strategy to the business. SUMMARY AND DISCUSSION SUMMARY Task One Task one was a reflection of the roles played by the group members. I was able to note that a team is essential in solving problems at it helps in brainstorming and sharing of ideas for the achievement of a common goal. A team in this case can have individuals with different capabilities and talents To expound on team work, I noted the roles played by my fellow group members in accomplishing chapter 2. On the other hand, task one also links the roles of these group members in the group work to the theological principles and concepts. Team roles in this case are in two distinct types the formal roles are the external defined positions that the team members take up which relate to allocated responsibilities. The task also focused on team roles as argued out by Belbin, right from the shaper role, implementer role and the finisher role In this case, the part tries to like their roles to these theories and concept that relate to organization leadership and group formation within organization. Task one also covers the alternative methods that the group works could embrace in order to guarantee effective leadership. One of the alternative ways to complete a task and achieve team goals is through creation of shared goals which can only be met through collaboration. This entails setting of team goals which ensure that these teams compete against each other Task 2 Task two covers the group works report in this case its highlights on problem identification. Organization workplace problems are common since the workplace environment has a number of people who are working towards one goal through different ways. One identified problem was that CSC Engineering Ltd was losing its employees to competitor. There is also a high resignation late at CSC engineering as well as the company’s low income level rates of 15% which is below the company’s estimates. It also highlight on finding solution to the work base problem By offering better minimum wages Motivating employees to stay This task also covers the methods for developing solution to the problem Through authoritarian and participative managerial style would be best suited for the adoption of the proposed solution Task two also reflects on the strategy for resolving the problem Increasing employee salaries through collaborative and competitive strategies to avoid high turnovers in the organization Finally this task covers the potential impact of these strategy to the business DISCUSSION This paper is a blend of different issues in this case it showcases some aspect or organization team work and leadership and how the two could be effectively developed. On the other ha d the paper also reflects on the case study and points out the issues present in it. Additionally, this paper revolves around the team work whose contributions are showcases in the development of the paper. In line with this the team read through the case study and everyone pointed out the problem they all discussed these problems and finally settled that csc engineering should offer better minimum wages and motivate its employees to stay. After this the discussed the presented problem covering it major impact to the problem and the settled on participative managerial style which would be best suited for the adoption of the proposed solution on solving it. In line with this, the team members also discussed about the presented solution and came up with the best viable method in which the solution could be developed and those strategies were collaborative and competitive strategies to help prevent further organizational problems. The group members then discussed on the strategy for resolving the problem and the settled on the 2 strategies strategy proposed by a group member. For these particular strategies they developed steps on how it would be developed and implemented. Finally the group discussed on the potential impact on the business for the development of these strategies and settled for a few potential impacts which were viable. Read More