This would mean employees would not have titles and instead of reporting to a boss, they would report to each other by means of open communication regarding the commitments that each of them makes regarding their work. The position of Vice President and Manager would be eliminated. Instead of being accountable to and reporting to just one boss, all employees would be accountable to each other. Every employee will write a personal mission statement that outlines how they will contribute to BladeTech’s goal of providing valuable tech services to customers. It is this mission statement that becomes that becomes the boss and drives them to fulfill their mission.
Goal setting is a key mechanism for increasing job satisfaction and performance because it permits employees to be self-motivated. There are five requirements that must be in place for goal setting to have positive benefits for the employee and organization: the employee’s knowledge and ability, the employee’s commitment to a goal, feedback on the task, establishment of sub goals on complex tasks, and a leader who removes obstacles that prevent employees from reaching their goals (Hellriege & Slocum, Jr., 2011). Discuss the competitive advantage Allstate has from the development of the Diversity Index. The competitive advantage Allstate has from the development of the Diversity Index is providing a survey and feedback process called the Quarterly Leadership Measurement System. This process asks questions that require feedback from the employees.
Some individuals believe that the consensual relationship agreement should be signed by every employee and would be effective for the organizational and employees’ performance, while on the other hand some are under the impression that the relationship of employees are their personal matter and should not be addressed in the workplace. This case study has focused over numerous bullets including but not limited to the use of consensual relationship agreement, creating a counter argument against the use of CRAs in an existing organization, discussing the ethical principles involved in Consensual Relationship Agreements in the United States, and other options that would address the workplace romance. Consensual Relationship Agreement – Arguments: In my current organization, there is no use of Consensual Relationship Agreements. The organization hires spouses, but not in the same department. When a couple is married or in a relationship, the organization will give them the option of going to a different department.
When the employees understand how the complete organization operates and relies on each and every department, they will be more willing to communicate and help other departments. One of the main fundamentals of The Great Game of Business is to create a team. Games should be played that build teams. That being said, the games played that create a winner and a loser should be avoided. Also, it does not matter how big or small the win is.
A NEW MANDATE FOR HUMAN RESOURCES Human Resource is proving to be a vital part in any of today’s organizational structure. It is believed to be putting essential impact on companies that work with Human Resource. The department itself consists of professionals and expert analyzers who help the company achieve higher success and also are able to keep a hand in the growth. To say it simply, the human resource or the Human Resource management works as a hub of the organization serving as an association among all others concerned. The case ‘A New Mandate for Human Resources’ by Dave Ulrich has so much potential information that explains how the Human Resource were used to be managed earlier, how it is accepted now and in what ways it can be put into fine use to the growth of the company in all departments.
Determining which type of culture to work in will help tremendously when trying to find an ideal business to work for. People react and respond to certain behaviors and actions differently. There is no one right or wrong answer in which type of culture will work best for an organization it truly depends on the individual who has to work within the business. A person who wants executives to control every function of how a business operates would not be well suited in an organization that strives more on the relationship culture within the organization. Working in an organization
For an assortment of employees to function effectively as an organization, human resource professionals need to effectively deal with issues such as communication, adaptability and change. This paper will discuss the benefits of providing a diversified workforce, compared to maintaining a workforce that only thinks one dimensional. In addition to discussing the benefits of a diversified work place this paper will also discuss some of the drawback that may arise within the scope of diversity in the workplace. Diversity in the Workplace Government Enforcement An organizations total success is built around the operation of its employees. The employees are key to providing excellent ideas that allows the company to grow and prosper in ways that may be unimaginable to those who refuse to allow thinking outside the box.
Diversity is a key part to growing a strong and successful workforce. To say the least, a diverse workforce that is successful ultimately helps the company. On the other hand, a huge problem that has arisen in the workplace is diversity that needs intervention. Things like this cause problems that delay the company’s profits. Ethnicity or Cultural diversity is something I think there is a need for intervention.
In the absence of stated reasons for using BSC, the employees will perceive it as a tool used by boss to generate terminations. BSC is a tool that was designed to executing your strategy, not drafting a new one. The inherent assumption is that your organization possesses a strategy, and requires a tool to bring it to life on a day to day basis. Cascading the scorecard provides an opportunity for each and every employee to declare how his/her actions are leading to organisations success. A guiding rationale for BSC can
Organizational Psychology; Recruitment and Socialization Robin Snyder PSYCH/570 September 2, 2013 Dr. D’Marie Hanson Organizational Psychology; Recruitment and Socialization Employers must recruit people to have employees; however, applicants also recruit employers. Employers also look at a person’s ability to socialize when recruiting. This paper will discuss the recruitment processes of the employer and applicant along with the principles that organizational psychology uses in recruitment, the defining of organizational socialization, and the principles organizational psychology applies to organizational socialization. Organizational psychology has many roles; recruiting and socialization are two vital roles every employer and applicant should know. Regardless what type of organization a business is; recruiting and socialization of applicants is not considered an option.