Core Issue Baria Planning Solutions, Inc. core issue is their missed forecast sales productivity target and the drop in renewal rates. They had several opportunities to meet sales target; however, salespeople struggle to provide proposals on time because the sales support team fail to develop high quality proposal on time. Resulting in some complains from customers and prospects about delayed proposals. Problems are coming from the organizational structure, thus, affecting sales productivity and sales targets. The North American Sales is not completely goal oriented, leaving high pressure to salespeople to meet their sales target.
This firm’s significant earnings growth came to an end in the late 80’s when employee complaints, union allegations, law suits and regulatory orders began to arise. In the summer of 1989, a discontent minority of employees from Washington voiced their complaints with the help of the UFCW Local 1001. These complaints resulted in a public campaign challenging the legality of the company’s labor practices. There were allegations that the company forced its staff to work off the clock without remuneration. A few months later, a formal complaint was placed.
It is obvious why it is conceivable that women gained nothing from their wartime experiences as the “agreements with employers and trade unions” as seen in Source U showed that men were to be reinstated into their previous jobs once the war was over. Due to this, over 600,000 women lost their jobs within five months of the war ending. Trade Unions were the blight of women working as overall they didn’t like women and saw them as a threat to the livelihoods of their male workers. In order for them to allow women to work, women had to compromise to ‘dilution’, which saw tasks that could be completed by one man being undertaken by two women. Furthermore, because women only did part of a skilled job, they were paid much less than their male counterparts.
There also is a 78% abandonment of transactions due to bad customer service. (http://blogs.salesforce.com/company/2013/07/bad-customer-service.html) She also needs to look into the fact that most people talk about the bad customer service than the good. It has a major impact on a company when customers are not treated with the respect that they deserve. Reminding employees that if, it was not for customers they would not have jobs and in order to keep them they need to treat them with respect and if they cannot handle a call send it to someone else before it gets out of hand. Sarah being a customer service manger holds the responsibility of making sure her employees know what they are doing.
The information from these three sources provide information on why workers at Acme Support Services department morale has been getting lower and lower. The main topic of discussion is the disconnect between management and workers. The workplace document illustrates this disconnect very well. The interview with Mike Walton relays this point when he speaks of the frustration of management not practicing they would ask of there workers. The copy of the memo concerning management’s desire to have workers take more calls per hour, with a take more calls or else tone in the memo.
This results in achievement of individual objectives and contributes to organisational goals. Economic: In recent years, recession and restriction in economic growth has affected job creation and employees have been made redundant because employers can no longer afford to retain them. The shrinking economy has tipped bargaining power in favour of the employer because demand for labour has decreased. Technology: Technological advancement has created new jobs, made different working arrangements possible such as work off-site and has allowed some industries to become more capital intensive. | 220.127.116.11.11.1 | In employment law, the employment status
(Covert, 2013) There are all kinds of discrimination at the workplace for women. Women are still being paid lower salaries for performing the same jobs as men. Women are also being judged by different standards and not being considered for certain positions and promotions based on their gender. It is shocking that women are still being paid a lower salary then their male co-workers. According to Isaacs, for many years the difference between men and women's pay rates is growing rapidly.
Additionally the investors were not exactly sold on the ideas either. They were judging past performance and were not completely convinced that the plan would work. The ramifications of that mistake were that since they did not conquer step one very well, all of the other steps seemed to suffer too. Everyone involved felt some sort of uncertainty and did not have a clear direction; which would be step three. “If you can sell your employees on the company's future and the importance of their role in it there are numerous advantages people are more likely to generate their own ideas, to contribute with enthusiasm, to keep slogging when it becomes unpleasant, and also to experience a sense of camaraderie and togetherness” (Spiro 2010) Another significant error that was made was in the HP story in which the vision was never communicated, step four.
In the article the top 3 salesmen of the month each are shown their own individual profiles, while the other employees are simply grouped together into one generic heading titled “The rest of sales staff”. This could make the other employees feel as if they are not valued members of the team unless they are in the top three salesmen, which could result in poor performance and a feeling of helplessness as if they are trapped in the bottom of the company. Also, another reason why Deming would not approve of this “salesmen of the month” tactics would be that it opposes another of his principles which states that exhortations should be eliminated from the workplace. These postings of the top 3 salesmen are means of showing what people can accomplish if they were to try
As employers want the workers to work efectively for the company they have to turn up for their work, but if they are ill or don’t turn up the company still have to pay them their loan (even though some employers think this is not fair). The caste study rate of absenteeism in 2005 was 2% and in 2007 it was 3.1% this shows us that people are more often ill this might be due to not enough leisure time as a lot of companies want to keep their workers busy and not to have more workers than they actually need or the workers are just lazy and don’t want to turn up for work. Health and safety absenteeism there