The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58). After showing the team where they are the next step would be to show them where they can go if they make the necessary changes. During the future state presentation, an outline of how business would increase and improve statistically. Companies often require visual and the future state presentation would provide several visual chart reports showing the company how they will improve their marketability by implementing project management functionality. The increase to employee morale and production would be the closer to this presentation.
Week 1 Case Assignment-Tanglewood Stores Tanglewood sees their employees as assets to the company’s financial success. They believe that a good core workforce is essential so they do not want cheap labor, high turnover, or temporary workers. In this day and age, this type of philosophy is key in a company’s growth and success. As Tanglewood is in the process of aggressively expanding from its 243 stores, staffing issues will require a lot of fore thought before deciding on the most effective way to proceed. First step of recommendations to properly start staffing for the expansion is: Staffing Levels Acquire or Develop Talent.
The role of human resources has historically been confined to mundane administrative tasks related to payroll and benefits administration. However, modern science, psychology and technology reveal the importance of recruiting the right person for a specific position. One can person can topple a company, or bring it to new heights of glory. Right-Fit theory provides that a job candidate’s fit has less to do with their professional and/or educational experiences, and more to do with the sum of their parts. Meaning that, it is vital that recruiters and human resources look beyond a resume or job networking site profile and more so at the person’s life experience, attitude, culture, and background.
Direct competition following the westward expansion of companies like Kohl’s and Target presents a need for a workforce of committed, qualified individuals who will help carry the Tanglewood philosophy into the future C. Lack of centralized HR practices between regional managers which are counter to the Tanglewood philosophy D. Lack of strength in the corporate staffing function has led to the need for a central planning body in staffing as well as local leadership inefficiencies Tanglewood has accomplished goals by adhering to their core values. The companies mission statement: Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. We will accomplish this goal by adhering to the core values of responsible management, clear and honest communication, and always keeping performance and customer service in the forefront. Strength lies in the strong employee participation and dedication, which is critical to an organizations function and retention of their workforce.
Question 3 Leadership style can have a huge effect on companies. Today’s increased pace will challenge Budman and Green to motivate, shape and transform its work practices to keep pace with the constantly changing environment. Budman and Green have the ability to lead Roots Canada well into the future as they grasp participative leadership but a continued focus on building relationships with employees, listening to consumers, and their commitment to social change will be a great benefit to the company. Question 4 In times of
Running head: Technology Implementation 1 Technology Implementation MonaLisa Void TEC 401 February 5, 2012 Doug Brtek Running head: Technology Implementation 2 At some point change is inevitable in today’s organizations. In order to survive and stay competitive with the competing organizations, it is imperative to stay abreast of any new technology available. As a manager, it is imperative to follow the necessary steps when implementing new technology into an organization. It
Leadership in Business Bert Lawson MGT/521 Management 1/20/2014 Les Colegrove Leadership in Business Leadership in business is a must for a business to flourish in today’s economy. Companies need to keep up with the changing times to keep their product marketable, to do this leadership has to find new ways and find ways to keep their ear to the ground to ensure their product is meeting consumer needs. This paper will discuss the role of managers in a leadership role. When you think of a manager most would think of someone who is keeping the day to day operations moving and that is true but a manager is so much more. When you break down what a manager means to a business.
With job advancement, employees will have a goal to work towards knowing they can move up within the organization. With Tanglewood’s culture is best to develop talent rather than acquire new talent to fill the leadership roles. In order to stay consistent and get the best results, this new process should become Tanglewood’s Lead System to use now and in the future. In order to make sure the new HR strategy will work, only core employees will be recruited from a national organization. By using a national organization they can try to seek out candidates that fit Tanglewood’s organization and be able to ask probing questions to see if the candidate will be a good fit, because this is what sets you apart from your competitors.
With this happening, D.D. Williamson decided to search for additional process changes. The company decided to simplify the criteria ratings by rating projects at the level of the corporate goals, the nature of the team, and the perceived possibilities that the projects would encounter difficulties that would require senior level management support to prevail over. In result, the aim and implementation of new plans for D. D. Williamson seems to be a better success rate for their larger projects. For future reference, D. D. Williamson has now industrialized opportunities for project managers to take on a VIP.
Case Study Are communities of practice, which tend to be technology-based, likely to bridge the generation gap and allow knowledge sharing between the generations of employees at Xerox (Colquitt, J. A., Lepine, J. A., & Wesson, M. J., pg.283)? Bridging the generation gap in business seems to be a difficult task. For a company to remain competitive and be successful, it must learn how to close the communication gap between generations.