However, the implementation of GGOL faces huge resistance. Individual Sources: Firstly, there is fear of the unknown among the employees and the top managers. The outcomes of GGOL are uncertain, employees feel like their safety and job securities are threatened, especially resignation of plant managers has already happened. Secondly, individuals have habits. They prefer to work in their accustomed ways.
This can lead to misunderstandings and a decrease in productivity. Even if a manager gives instructions about completing a certain task to an employee who fails to fully comprehend the instructions, the employee may make mistakes if he tries to complete the task without receiving clarity. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale, therefore, sometimes it helps for companies to hire bilingual employees who can mediate and reduce language and communication barriers. Tension may develop among people from different cultural or ethnic backgrounds because of very different views concerning lifestyle, religion and politics, when these concepts are introduced into a work environment. Because of the different views,
Without transparency Zwahlen cannot confirm the working conditions of the employees of his dealers and manufactures. And the lack of cooperation from the suppliers eliminates the ability for transparency. If Zwahlen waited to terminate relations with the existing suppliers the outcome could be detrimental to the company. Veillon would be viewed negatively by the public, nongovernmental organizations and his employees. Customers may decide to boycott Veillon for their involvement with forced child labor, which can bring more harm to the company.
This seldom happens as there is a perception that by helping John, he may be next in line for an executive promotion. As for the procurement function, the project manager is forced into assuming the responsibility and spends a significant amount of time in tracking down raw materials. The site superintendents believe that they should function as true project managers; are very unhappy for not being involved in the procurement function and hence are not supportive of the project managers. From the above, it is quite clear that roles and responsibilities across the organization are not clearly defined. There is no structure in the organizations’ chain of command.
The company was unable to maintain and manage the bonus incentive plan that they had in place before the crisis. The employees started to complain about the company’s policies and its situation also by underperforming, which in turn leads to low productivity. The manager Ron Bent had to figure out a way to address these problems, and come up with solutions so that the company can continue operating and supplying its clients. PROBLEM IDENTIFICATION Engstrom Auto Mirror Plant was facing the problem of not being able to keep their employees motivated in both good and bad times. The bonuses were perceived as being part of their regular paycheck, not rewards for high performance, which in long-term lead to de-motivation.
In situations such as these, large groups of migrating workers can be very harmful, and more often to not managers are to blame. Not because they are doing a bad job. No, it is because they failed to foresee this issue. As a manager, it is important that you conduct "audits" to make sure that your employees are happy. This is known as a "culture audit."
May be he retain the customer to increase the volume of the sale but in the same time he breach the procedures and the policies of his HRM organization, as in every organization there must be procedures and process in recruitment, and some conditions should be available in applicants to be recruited like qualification and experiences, but this was not the case while he recruited Amber, and there will be adverse impact when nepotism used in any organization, as it will destroy the employees morale, and for sure this will be having negative impact on the efficiency and productivity of the others employees as they will feel that KPI will not work honestly as the close relationship with president will be more effective. 2. Does Amber have any ethical responsibility in this case? Yes in this case she has ethical responsibility as even she used her father relationship with
‘People skills aren’t important, are they?’ There are many 'people skill' issues facing organisations. We need to identify the core problems facing teams to establish an appropriate plan of action and remedy. Problems affecting the performance of teams: • Promotion to a position which was not compatible with existing skills and attributes • Lacking managerial directive to educate and train employees in various work areas, such as client and team contact • Performance standards were not established for client contact • The system of performance feedback and appraisals was not operating in a fair, equal and consistent manner. • Morale within the team is beginning to diminish and conflict between team members is imminent • Management lacks the presence of formal performance standards for employees. The longer term impact of these core problems may have a detrimental effect on the performance of employees, thus resulting in reduced productivity and efficiency of the team.
* Each department’s lack of productivity would affect another department’s progress too. CROSS-FUNCTIONAL * Business process crosses in between various departments within the same company. * BPM authority is shared between various departments. Problems are solved according to policies and through an existing
Change management was not factored in with workers complaining of radical shake – up in the hours worked, without extra pay for disturbance. However the management sought to make some changes but this was after the strike. They felt the change dehumanizing and insensitive considering the poor relationship with the management. On the other hand, the Company didn’t have a contingency plan making them spend a lot of time and resources in restoring the image after the strike. If they had one, they could have taken les time and resources in the prevention of the strike.