Management can establish standards for behavior sets the expectations for employees to follow. When someone ignores the standards, a following strict discipline procedure helps to correct the situation. Management can create a code of conduct. Code of conduct is a written code that provides employees and managers with an overview of the type of conduct and behaviors that the company expects. In outline what behaviors are unexceptable and what measurres are taken as employee violates the code of conduct.
organization. • Such persons must commit to the welfare of the company emotionally. • The team that is chosen or made to carry out the changes under a capable leadership must also be effective. • The areas inside the team that are flawed must be identified and corrected. • The team must be an integration of effective people from different departments.
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
In terms of process improvement initiative, assessment of organizational readiness to possible changes remains to be crucial in order to achieve success in a particular project. Actually, the outcomes of the assessment define the actions that are needed to take in personnel training, modifications in business processes, alterations in related activities as well as changes in beliefs and behavior. The solution that the business analyst applies should guarantee that it satisfies the agreements between the stakeholders, improves the core values of the business and does not oppose the structures of the organization. It is vital for the business analyst to explain the details of the most suitable solution to all stakeholders. In order to facilitate
In this step, the managers and the employees have to identify the ineffective programs by comparing the performance of the pre-established goals. They have to also prepare long and short term plans so that the plans are well arranged and easier to achieve. They also need to design an integrity organisational structure with clear responsibilities and decision-making authority. Next, performance evaluation have to be perform after the programs or the plans are done. The managers who are participated in that programs need to give review in this step.
Appraiser discomfort is the first problem. This system cuts down the managers’ time to do their job. And if the employees do not perform well and then receive a bad grade in appraisal system, they will have an unpleasant experience. For example, sometimes, in the rating scale method, there are difficult to measure factors like attitude, loyalty and personality. And these factors have little related only with the job performance.
It is observed that when if the expected resistance to change is properly planned by the organizations will allow the companies’ management to manage various objections effectively. Reasons for Resistance to change management The understanding of most common reason of employees how object to change implementation in companies is very important is order to deal and tackle with the resistance to changes. Moreover, it also gives an opportunity to the companies’ management to plan change strategy in an effective and efficient ways. Misunderstanding about the need of change The first reason that plays its role in resisting change implementation is that in most cases, the employees of the organizations do not understand the reasons for implementation of change. They need to know why the change management is being implemented or why the management of companies needs to implement changes.
1.0 INTRODUCTION Business successes are always directly connected and rely on the performance of those who work for that business. Underachievement can be a result of workplace failures, it is because hiring the wrong people or failing to anticipate fluctuations in hiring needs will be effect the work performance and it can be costly. Therefore it is important to put an effort into human resource planning in order to ensure the organisation perform well and success in achieving their goals. One of the most importance factors affecting planning involves the goals in the organisation. The planning of human resource must effectively align with the organizational goals.
Under proper condition they learn to accept and seek responsibility. They have imagination, ingenuity and creativity that can be applied to work. With these assumptions the managerial role is to develop the potential in employees and help them release that potential toward common objectives. 2. Theory A for Optimizing Human Productivity : According to Theory A or Theory of Accountability, a proper strategy should be planned in the organization depending on its objectives and set target.
This give organization direction to which customers the organization needs to attract. • Value- These are the principles that the organization carries, this include decision making and code of ethics. As manager, you must be able to handle conflicts within the employees and be a able to come up with a resolution that favours both parties, make good decision for the benefit of the organization. Below are some of the operational management skills that an engineering manager should possess: • Negotiation • can handle conflict • Understand standards, code of ethics and