You can see this function in action the way the employee works as a team, the way they communicate openly, and the way the job is designed by managers. The third and final theory is the contingency approach, in this approach it is the results of the system approach, but in this theory it puts emphasis on different variables and then it finds a solution to each key variable. As a supervisor I’m always asking myself what is the right thing to do? There’s no best way to manage this theory, but to be effective the leading, planning, and controlling must be address to a particular circumstance
Consumer Demand Analysis and Estimation Applied Problems BUS640: Managerial Economics Instructor August 19, 2013 The responsibility of finding a new administration assistant for the company is going to be a job that focuses on what exactly the company is seeking who’s the right person for the job. I will determine who’s right for the company. As a recruiter, I will place a job advertisement with specific requirements that entails to the description of the job titles. The process of advertising a job has to be express in good taste, without the ways of not, directly or indirectly discriminating against a protected class of people. The areas that I would place the ads will be in a manner that doesn’t encourage discrimination.
| Operate office machines | Employees, human resources staff | Copiers and scanners, fax machine, voice mail systems, and personal computers. Microsoft word, Excel, and power point. | To complete every day operations in order and keep department organized | Maintain and update filing, mailing, and PC systems, | Employee, human resources staff | Both manually or using a computer, adding, subtracting, filing | To ensure mail and packages are sent in a timely manner | Review files, records, and other documents to obtain pertinent information requested | Human resources
The main reason for the appointment is that departmental productivity (outputs) has not been meeting the organization's expectations and with this, different problems in team were identified. Therefore, I have the opportunity to suggest strategies or the steps that may help in developing a competent team. Every workplace setting expects the quality performance coming from the contributions of the individuals. However, the idea of teamwork as an excellent way in increasing the performance became one of the trends or strategies to maximize the capability of the organization. It is also part of the strategic and scientific approach of the organizations that can be traced back from the traditional type of organizations up until the present or modern-type of organization.
Change in the organization is a complex matter to deal with due to inner resistance joined with improbability on the part of the organization (Paton & McCalman, 2008). There are different change management models that can be made the most of by the organization while implementing new behaviors and technology. Organizational Management Organizational management is the process of preparation, sorting out—organizing, leading and managing the labors and efforts of organization members and resources to attain stated organizational goals (Durand, 2006). Large and small, decisions are required to be made each day, and for an organization to be prosperous, its managers should be able to continually solve problems and make decisions that
It is essential to inform people of changes and why these changes are happening as when you are aware of why something is being altered you are much more likely to accept it. * Conflicting Roles; at times we may have to do tasks that are not normally in our job descriptions and this can often be seen as ‘treading on someone’s toes’ causing conflict and power struggles. To prevent this sort of conflict it needs to be explained to each individual why tasks have been given to other people to complete. Doing this
Leadership is about coping with change; therefore, it is essential to get people to believe the message (p.90). Managers organize while leaders motivate and inspire others. More and more, major changes are necessary to survive and compete in today’s society. With that said, the real challenge is to combine strong leadership and strong management and use each to balance the other (p. 86). References Kotter, John P. (2001, December).
The Force Field Analysis Model classifies and analyses factors in order to display all forces reacting to the desired change and to enable the ability to make decisions that will make change acceptable and effective. For change to occur within the organisation, the driving force must exceed the restraining force. Three stages to the model: Unfreezing- explaining to employees the need for change and giving motive for changing the attitudes, values, behaviours, systems and structures they are accustomed to. Unfreezing may be perceived as unimportant if it is not based on the survival of the company. Changing- involves identifying and implementing the change in the organisation encouraging and motivating employees to adapt to the new structure and culture.
Human Resources have many functions. They need to be able to deal with rapid and constant changes as technology is always growing and changing. Human Resources needs to have excellent communication skills to deal with both internal, external, diversity, cultural, and worldwide firms and recruits. Human Resources also needs to be aware of the compensation and wage rates so that they can compete with other firms and keep the best recruits. Human Resources needs to know how to motivate and retain employees.
Therefore, any organization should be taken care if hiring the consultants. Introducing the Balanced Scorecard for compensation only. Obviously, linking strategy to compensation is a powerful lever to gain the attention and commitment of individuals to strategy. Some companies, however, forget that they must translate the strategy into terms each of their employees can understand and use in their everyday activities a key component of implementation