Internal factors in an organization include strength and weaknesses. The strength of employees is also a vital internal business factor. Internal factors can determine how the organization can meet its objectives. To assess the company’s internal environment with respect to employee’s goals, a survey was carried to determine the culture, attitudes, willingness to change and competencies of employee’s goals. Engaged employees who are motivated, talented and hard-working performances are what managers expect from employees.
The Path-Goal Theory The Path-Goal theory is based on leader 's specific style, which best fits the employee and work environment in order to achieve goals set by the company. The idea is to increase motivation from the staff, provide empowerment and increase staff satisfaction. This will develop productive employee, which are vested in the greater good of the company. The Path-Goal leadership is based on four strategies the leader should set fourth: define the goal, explain the direction of the goal, remove obstacles so the goal can be achieved and provide support to the employee. The Path Goal Theory is forming a connection between the followers goals, and the goals of the organization.
The leadership of Tesco motivates employees because of which the organisation consistently provides effective services to consumers. It is noted that the management of the organisation emphasises on the significance of the appointing roles of leadership to people within the organisation in such a way that they are aware of their responsibilities to implement the strategic decisions through the effective communication in the form of meetings and follow up on employees for ensuring that they are not drifting away from the providence of quality services and efficient company operations (Data monitor, 2010; Pergamon Flexible Learning, 2005). The leadership style is being implemented by the management and it is imitated by the leaders of team within each department. However, every leader of department is appointed by management and it has changed the organisational structure of Tesco. For instance, the duty managers in every store lead employees in decision making process on daily basis that supports the operations of store.
A Human Resources strategy links the company’s business strategy and goals with the functions of Human Resources. Chern’s Human Resources strategy fits the following description: Human Resources desires to strategically incorporate Chern’s business strategy by having employees reach goals by offering bonuses and through additional training. These features reinforce the overall business strategy of growth by highlighting quality and customer service. Lastly, a specific staffing strategy needs to be developed. A staffing strategy is the method by which a company acquires, retains, and separates employees.
Kanter 's theory suggests that the way an organization functions is a significant component in how employees arise their attitudes and behaviours. The Moss Kanter theory suggests that employees display different behaviours based upon whether certain structural supports were in place (Flinsch-Rodriguez, 2017). Following are Kanter’s principles of her management theory: o Power is derived from formal and informal sources. o Staff requires access to resources to meet organizational goals according to Rosabeth Kanter. o Increase staff knowledge and skills and Rosabeth Moss Kanter believes they will be more productive.
Background Organizational culture is described by Robbins & Coulter  as the shared values, beliefs, or perceptions held by employees within an organization or organizational unit. Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff . Understanding the organization’s core values can prevent possible internal conflict . In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance .The pervasiveness of
The goals set was specific and straight forward and would go a long way in helping to restructure the organization. The principles of job enrichment involve empowering workers by challenging them and assigning more tasks that will improve their efficiency and also allows them to take control of their duties. HIS department applies the job employment principles to solve some of the existing problems in the organization. These problems and their proposed solutions include; etiquette issues such as truancy at work, low level of courtesy, lack of concentration and boredom would be solved through introduction of different tasks and decreased repetition of duties; allowing workers to
The strategic role of training influences the type of training and how the training is organized in the company. A number of studies have found that support of peers and managers is critical in motivating employees to attend training. Success of training depends on positive attitude of the employees about participating in the training activities (Noe & Colquitt, 2002). It is vital to examine the availability of training resources, company may decide to purchase a training program from a consultant or vendor. Some organizations build the training program in-house and the time taken to develop a training program depends.
Research has discovered that leadership has solid furthermore, positive impact on job satisfaction. Leadership and job satisfaction are interrelated but can vary from individual to individual, style of leadership and measurement of job satisfaction. An expanded part of leadership is that it empowers subordinates to be viable and increment their satisfaction towards job. With this individuals are ready to perform better and can contribute in the performance and quality of the organisation. (Amin 2013).
As a manager for you to be successful and be influential to the organization and the people that reports to you, you need to develop operational strategy. This strategy will help you to aligns your vision with the goals, mission, values and vision of the organization. Operational management strategy of the organization includes: • Vision- Refers to how the organization wants to see itself in future. • Mission- Refers to the purpose of the organization, the existence of the organization. This give organization direction to which customers the organization needs to attract.