This will create strong relationship between the company and its employees. Resulting to loyalty and perseverance of each member to exert effort to continue to contribute for the maintenance and success of the business. In the case of PFL, since they invested a lot on treating their people right, it can be hard for some of their employees to just transfer from one company to another. Some of the employees easily got attracted to what KLM offers. They can have high salaries but they can never experience the same treatment as to what PFL gives to
Here in the case Holden Outwear, Mikey LeBlance and his partner Scott Zergebel, hired employees which are better than them and formed a team. Here the Holden Outwear also following hierarchical structure by able assign each members of the team to different roles and responsibility but the purpose of doing this is to make everyone in the team feels equal which helps them to work as a team. In the case study it is mentioned that the Holden Outwear did not want to outsource because they want to do it by their own, but when the organization grows they will not able to do all by themselves, so they need to outsource it. The outsourcing is a big problem to the Holden Outwear, because when they hire new employees they need to share all details, including their designs and strategies. But in my opinion that’s not the real problem they need to face because as their organization grows they need to hire new employees which may not be suit for their team and also team only works when its small, so when they add new employees they need to increase their team which effect their productivity so keep their current team assign new employees in lower position.
It’s important because this industry is very stable so they have to really focus on growing the company, even though it will be a small numbers, that is still better than nothing. The shareholders will not be happy to hear stable in the report, they would be happy to hear growth. Just like what we learned in class, the things to focus on are profitability and growth. Since they are already in the markets, the growth is really have to be deliberate, as mentioned earlier that they have to cut the fat part that hey don’t need and focus more on what will benefit the company the most. Add up to that the company need a strategic plan, this is when all the corporate culture, branding, and customer focus came into the board in an order to help keep the company growing.
The redistribution of power. When companies are self-managed work teams, the main losers are the managers of the lower and middle managers. They find it difficult to adapt to the new situation: they do not want to share their powers are afraid of losing their status or even a job. Some of them are not able to learn new skills they need to survive. Free-rider problem.
Maersk decided that they would recruit from the inside, this does save money and time. When a company recruits internally it benefits both the company and the employee. Promoting from within the company helps builds company loyalty by offering promotions to their employees (Snell, 2015). The employee may decide to stay with the company longer and it may even be a pay raise for that position. This could also be the opposite, as the employer knows what the employee makes and may not offer the same pay or benefits as they would an external recruit.
Providing these facilities, the employees feel himself more secure, satisfied and play his role in contributing to the development of organizational goals and objectives. In every organization there are some good people and some bad people. They have a strong effect on the performance of the employees. The good and hardworking employees should not be threaded at par with those lazy employees. Promotional policy motivate employee to work hard for their organization.
When employees are motivated basically their job performance boldly increases and this will enhance organizational goals to be achieved competently and successfully with in little time period. Therefore organizations have realized this trend in recent times and the procedures and policies more or less focuses now on how to motivate their employees. This has become necessary because well motivated employees are the essential competitive benefit of every organization. Due to performance rewards and appraisal system that most organizations have adopted, this has increased the essential role in job satisfaction and motivation at place of work. But this trend differs from one person to another and one organization to the other.
It has been found that agile organizations tend to empower and encourage their employees more to improve, explore and innovate. In such organizations, the cross-pollination of thinking and people among various disciplines and industries is very common, which ultimately contributes to organizational as well as professional agility. On the other hand, organizations bounded by process and hierarchy often find it difficult to take the full advantage of evolving and emerging market opportunities and situations. Therefore, quite understandably, their market position erodes. Say for example Kodak who was unable to move into the digital space well on the time to retain its market leadership position.
There has to be unity within the team, so choose people who gel well together so there isn’t the clashing of personalities and the butting of heads. This step is tricky because often the best players are busy doing other projects or off on other assignments. Still, ERP is important enough to warrant attention from at least some of the best people, if not all of them. ERP will change the future of the company, so you should not treat it as any lesser. By the time the project goes live, you and the company will realise firsthand the value of ERP.
This also helps management in making more effective decisions and working effectively within the various teams or individuals as the audit will help to greatly address all issues or concerns. Organizational behavior audit also helps employers to care more for their staff. The finest organization in the world recognize that employees or staff make their companies what it is as without them the organizations could not have gotten this far.it is also important to note that organizations that put value on