Managing People and Organisation - Jones Lang Lasalle - Case Study Example

JONES LANG LASALLE First Last Name Name of University Date Word count 2916 Table of Contents INTRODUCTION 3 BODY 3 Team work 4 Enhance Performance Management Processes 4 Strategic Analysis of Performance 5 Put in Place Improvement Initiatives 5 Top to Bottom Goal Alignment 6 Installing a New Labor Model 6 Energy Management 7 Tactical Resource Planning 8 CONCLUSION 8 References 10 INTRODUCTION JLL is a global real estate group that has managed to be one of the leading real Estate companies that has ever existed. JLL has an elaborate organizational structure that has continued to work over the years. Gauging from their current success the company has had very good and workable management plans. A company is only as good as its managerial policies (Jim, 1999, p. 89). For this reason it would be safe to say that JLL has shown to have had very effective policies over the years. The main area of concern in the depiction of these policies that will lead to success is the organization design of the leaders. Most companies have a specific organizational design that works for them. However, in this discussion I will find the organization design points and policies that are most likely to result in good performance in the institution. These points will vary from the internal relations among the employees to the technological management policies in the company (Taylor, 2003, p.890). All these will be analyzed in critical detail in the discussion below in order to come up with the best solution for all of them. As we shall see most of the causes of poor performance in the companies will come from within the organizations: Mainly a result of human resource management. Both the external and internal conditions shall be analyzed. BODY From the very beginning we see that JLL is involved in various activities as a real estate company. We see that the company has very many functions it aims to achieve in order to reach its maximum performance level (Taylor, 2003, p.768). As a real estate organization we see that JLL is involved in Hotels & Hospitality, Investor Services and Corporate solutions. The managers of JLL should ensure that the three branches of JLL functionality are completely and certainly taken care of. As seen, JLL has elaborate leadership human resource in each of the branches that have been mentioned above. More elaborately, JLL has the Hotels and Hospitality group in Australia, The Investor services in Australia and the corporate solutions Asian Pacific. Team work Leaders who are appointed should ensure they work as a team. Team work is the key to success in most organizations. Pooling ideas helps much in the development of new strategies and implementation of ideas. In JLL leaders should work together to ensure maximum performance of the company. For this to happen, jobs and responsibilities should be clearly outlined to each leader. This works to ensure that care is put into accomplishing various tasks since they are divided and shared as opposed to being imposed on one person. Division of labor among leaders works to create great team spirit and more productivity. Enhance Performance Management Processes The performance management process for the company should also be elaborate. This is such that clear plan for a way to achieve desired results is made (Ciampa, 2006, p.590). There are clear elaborate ways to ensure that the performance management process is effective and workable in the company. JLL should ensure that there is technology enabled performance monitoring. This is the easiest way to ensure that the concerned individuals are able to keep up with the current strengths and weaknesses in the company. Technology enabled performance monitoring can be in form of graphs (Ciampa, 1992, p.568). This can be read and analyzed at meetings that are held to specifically ensure that the performance of a certain plan is still on its feet. Performance monitoring that is technology enabled and be in form of business news that concern the JLL organization. A forum that updates the individuals concerned should be enabled. Strategic Analysis of Performance Strategic analysis of performance should be done by staff that is responsible to determine performance measure (Ciampa, 2006, p.567). This is one of the most important activities when it comes to gauging the point at which the company has managed to achieve its objectives. As we have seen, failure of strategic analysis of performance measure may lead to the company being blind. It would be difficult to know the extent at which competition has managed to outweigh the current position of the company. It is also difficult to know exactly what the market requires since trends keep on changing with time. A company needs to analyze its environment in relation to its performance critically to gain the areas it should improve on and to learn how to counter its competition (Edgar, 2004, p.98). This will create a wider room for improvement and ultimate better productivity. JLL managers should ensure that performance measure management is a crucial point of interest in the organizational design of the organization. Put in Place Improvement Initiatives In JLL leaders should have improvement initiatives. As a result of the performance measure, improvement is important (Bailyn, 2001, p.65). Leaders should formulate improvement strategies that can be applied in the organization to result in ultimate better productivity of the company. Leaders are they who are depended upon for such ideas and initiatives (Edgar, 2004, p.90). In the event that leaders do not step up and come up with these strategies, the company or organization may be sucked in by competition and changing market desires. For this reason managers should ensure that, as leaders, they drive the initiatives for improvement into place. This way the performance of JLL will go up steadily. Top to Bottom Goal Alignment One of the ways to motivate the workers is top to bottom goal alignment. This way we see that workers are able to see the exact process they need to go through in order to reach the ultimate goal (Kidd, 1994, p.890). Workers need to feel that they are slowly arriving at the goal they intend to reach. Top to bottom goal alignment is not only for the workers but for the whole company at large. It arranges the goals in ascending order from the easiest to the top most. With the successful acquiring of the lower targets a feeling of success is created among individuals. This makes them even more determined to attain the nest target. This alignment is also important since it breaks down the greater target and creates a strategic way in which to arrive to it (Teri, 2000, p.59). Aiming at a certain large target would be more difficult as compared to a target that has been broken down. For all these reasons we see that top to bottom goal alignment may eventually lead to greater performance f JLL as a company. Installing a New Labor Model Another way in which the managers at JLL may improve the performance measure is by installing a new labor model (Teri, 2000, p.56). With time we see that the present labor models may not achieve the required targets, the only way that a different result can be achieved is if the labor model is changed and replaced with a new functional model (Teri, 2000, p.56). An example of this may be by collapsing the management and implementation layers. This is the model in which there is a group of individuals who are at the managerial positions while there are those whose main task is to implement the ideas that have been created by the management layer. This would appear to result in very low performance results. The format can also be changed. Right-size staffing model may be implemented and result in better performance. In addition to this, workflow management would be a good way to ensure that productivity is increased. Workflow in a company is very crucial to productivity. The speed and efficiency of workflow is what dictates the rate of productivity of a company (Piore et al, 2002, p.67). Managers should ensure that work flow is properly managed by overseeing workers activities and also looking into the rights of workers. This way we see that productivity is increased. Labor should also be used efficiently. Managers should ensure that the entire work force that is properly utilized to perform all the required tasks in the organization (Womack, 1990, p.567). By complete utilization of the task force and proper allocation of tasks, productivity is significantly increased. Another way to manage work flow is by centralizing common functions. We see that companies such as JLL have very many areas of interest. As seen at the beginning of the discussion, JLL has three major branches of functionality (Fox et al, 2006, p.470). To ensure maximum production managers should ensure that they are able to centralize the main functions and activities of the company. They should be located at an area that is easy to manage and look over. Energy Management Managers should also ensure that energy management is paramount in an organization. As we see, lots of funds are usually put into ensuring that energy is supplied to organization. Without proper management of energy there would be a severe misuse of funds (Hirschhorn, 2005, p.98). This is such that, too much energy would be used that would result in hiked bills and probably even debt. This would be a roadblock to generation of income as the company does on a daily basis. Energy management is therefore a critical aspect of organizational design in a company like JLL. Moreover, there should be energy conservation methods that have been put in place. A constant supply of energy should also be available to ensure that in no instance are daily activities curtailed. A way in which energy can be managed in JLL is in reducing the carbon footprint. In addition to this, a demand for reduction programs may also be put in place. Tactical Resource Planning Tactical resource planning should be carried put in JLL .This will ensure that there is ultimate utilization of the resources that are at hand on the company. It is definite that the resources determine the production of a company (Borcheding et al, 2000, p. 173). For this reason resource planning is a key factor to consider if a company aims at increased productivity. Tactical resource planning can be led by business and facilitated by Human Resource (Denison, 2001, p.67). The business can dictate what is really required and the human resource can ensure that resources are allocated at every avenue of need in sustainable measure. Resource allocation should be done with a lot of precision since resource management can be termed the “backbone” of success of any institution. Resource can occur in various forms. It can be monetary or even human resource. Human resource needs to be allocated to areas in accuracy for required results (Hirschhorn, 1988, p.89). Monetary resource, being the most delicate form of resources in an organization should also be handled with care. In the event of financial resources, tactical management should be in form of using less to do more and thus resulting in more profits. CONCLUSION As we see in the discussion above there are various ways in which managers of JLL can ensure that the organization design process results into better performance. They need to ensure that all the factors that affect the productivity of the company are looked into meticulously (Kanigel, 1999, p.343). They should ensure that good decisions are made when it comes to implementing these plans in order to ensure that the entire company is kept afloat amid all the competition and external factors that may sway the productivity of a company. From the discussion it is evident that internal factors are also affected by the factors without the company. Therefore, for any of the required objectives to be attained the senior managers need to look the entire environment of the company: whether within or without. It is also evident that the resources of a company are the major backbone of a company (Kanigel, 1999, p.345). All the factors that are involved in resulting to proper functionality and productivity of a company lie around the Human resource. It thus shows that the organization structure in relation to the human resource should be carefully considered if an increase in productivity is targeted (Kanigel, 1999, p.347). All in all, there are very many ways in which the senior managers at JLL can do too ensue that the organization design process has the best vehicle to deliver performance. References Galloway, L (2000) Principles of Operations Management, London: ITP. Hounshell, D (2001) From the American System to Mass Production, 1800-1932, Johns Hopkins: University Press. Kanigel, R. (1999) The One Best Way: Frederick Winslow Taylor and Enigma of Efficiency, New York: Viking. Kidd, P. T. (2003) Agile Manufacturing: Forging New Frontiers, Cambridge: Addison-Wesley. Pine, B. J II and Davis, S (2001) Mass Customization, London: Harvard Business School Press. Piore, M.J and Sabel, C. F (2004) The Second Industrial Divide: Prospects for Prosperity, New York: Basic Books Taylor, F. 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