Leadership plays an important role in managing the organizational culture. Changing an organizational culture involves strategic planning with long term vision (Kreitner, 2013, p.73). I would recommend Johnson to improve the organizational culture at J.C. Penney, provide artifacts of the company’s goals and culture. Artifacts can be easily observed, changed, and distributed. Communication and collaboration of employees is also very important.
Mark and Gary’s focus organization, so that they are well-rounded on making sure that the organization is achieving their goals. They show this in the way of promoting a positive relationship between trust and their organization. They allow their team, and they work together to make sure that they are in control. They illustrate that they are not only there to serve their clients but their employees to have strong internal perspective. They take the time to help to create their values and culture providing strong work ethics.
By planning forward HR insures that managers have the right amount of people they need, with the right skills and competencies to perform the job timely to achieve organization’s goals. Workforce planning at Asda is important for the company growth and the need to staff more professionally, closing the gap caused by colleague turnover. Workforce planning is essentially about determining the demand and supply of an organisation in reaching its goals and objectives and formulating a strategy to close the gap. This strategy will provide Asda the ability to exploit new markets earlier and respond better to recession as opposed to being on panic mode should a crisis or a new opportunity arise. (https://www.ukessays.com/essays/management/the-human-resource-planning) The main reasons for strategic HR planning are: • Manpower: Enough human resource must be available to carry out present and future organizational activities.
3. A clear plan, one that is both strategic as well as operational. This will allow for the achievement of goals and deadlines to be met. Ensuring that employees are aware of these deadlines allows productivity to be a main focal point to ensure that those organisational goals are in the process of being achieved. 4.
So there is need to catch the flexible changes in the market to meet the customers’ expectations which is essential in drafting organizational strategy. First process of team based organization is to form strategic objectives. Goal and objectives: The goals and objectives are can be given shape from strategic vision. The long term planning like five year or year ten product and profits plans, communicates strategic objectives to the organizational community. These plans are useful in day to day decision
To Kotter the purpose of leadership is to propel an organization into the future by finding opportunities and successfully exploiting them. Effective leading is having a vision and being able to get buy in from people and by empowering them, one can create substantial change (CITE KOTTER HBR 2). It is also important to note that Kotter describes leaderships as strategic procedures that makes an organization adaptable to substantial change (CITE). With this purpose and definition in mind, one can hypothesize that to successfully lead during change a leader needs to; have a future expressed by a vision, align employees to the vision and empower them to overcome problems related to the transition in implementing change.
The stronger the organizational culture, the more likely it would be for employees to be motivated to perform well on their jobs. The Organizational Culture Assessment Instrument (OCAI) is a valid instrument in assessing an organization’s culture. The model was developed from the competing values framework. There are four types of cultures under the OCAI model. They are the clan, adhocracy, market and hierarchy cultures.
EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Praise and recognition are essential to an outstanding workplace.
Adequate motivation keeps employees cheerful, productive, and loyal. The design of this workshop targets busy managers and assists them in nurturing their human capital with common motivational theories. Constantly innovating your services and approaches, and tuning them to the market fluctuations can set your business apart and ahead of your competition. This course will equip you with the necessary knowledge and skills to create breakthroughs using service innovation. A reliable manager must possess leadership skills in addition to managerial skills.
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Employee engagement is based on trust, integrity, two way commitment and communication between an organisation and its members. It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity and well-being. It can be measured. It varies from poor to great.