Taking this into consideration - Tanglewood’s rich history, its competition, current staffing strategy and desire to grow and maintain a strong internal culture - I have detailed my recommendations below. They are sectioned into the thirteen areas of concern highlighted in the report provided me and are closely tied to the company’s mission and values: Acquire or Develop Talent I recommend acquiring
Once Stein and Bodello establish specific roles in the organization, the morale, productivity, and efficiency of the organization will increase. The expected positive result to this solution is employees of Stein and Bodello will have a better understanding of what role they play and how it aligns with the organizations goals. Employees will not feel left out of a decision made by top management when ideas and objectives of the organization are presented. Stein and Bodello should set time with the line managers to explain they are responsible in getting with their staff to communicate and agree on key result areas, define what the role holder needs to know, and be able to do and ensure that there is mutual understanding (Armstrong 2006 p 50). Also, explaining how their roles align with the organization’s objectives and goals.
Memo Date: August 25, 2013 To: Jamie Granger From: Olivia Okuma Subject: Executive Summary of the Article “Teaching Smart People How to Learn” The Learning Dilemma The following paper is an Executive Summary of the article “Teaching Smart People How to Learn”, by Chris Argyris. The article examines how professionals lack the ability to learn. The issue is more prevalent in successful professionals because they do not know how to deal with failure appropriately, due to limited or no coping skills. When placed in difficult situations, professionals become defensive, therefore blocking the process of learning. Professionals can be taught how to learn, but in order for this change to be successful it needs to start with upper management.
The Lafleur Trading Company also strives to maintain great employee relations. They believe the employee is the lifeblood of the company. The company’s focus is not on profit but on the company’s responsibility to the customer, employee and community. The company values employees and customer relations. They strive to keep their employees happy while also meeting the needs of their customers.
Literature Review – Internal and External Recruitment BUSI643-D01-201230 Workforce Planning and Employment Liberty University August 12, 2012 Abstract Internal recruitment is probably viewed as the most favored recruitment process used in human resource management. This type of recruitment improves morale and promotes productivity within the organization. Internal recruitment provides an opportunity for an employee to remain with the company and to take advantage of continued benefits. External recruitment allows an organization to clearly define the role being sought and brings new employees to the company. This recruitment process is labor intensive and costly.
With that being said it becomes important to set values that everyone will work by. This will help when new employees are added to the team and will also help ensure that the behaviors within the organization are acceptable and beneficial to the overall outcome of the business. The culture should be determined right from the start so the right employees are hired. It becomes important to make sure there is a way of identifying the people that truly allow the company to be successful and not just hire the superstar, not everyone will fit in to all of the different type of organizational cultures. Determining which type of culture to work in will help tremendously when trying to find an ideal business to work for.
Dialogue with a family member and a stranger can be informal but communication within the workplace is much more proper. Companies consider project collaboration as good business practice so effective communication is a requirement for success. Having effective communication skills is crucial when working with a team of individuals. Confidence is one example of a good communication skill. By showing self confidence when dealing with different personalities that composed a team, the outcome of the task assigned is much more manageable to predict.
Companies specify which behaviors are acceptable, and which are not, when they first start the hiring process for a new employee. Some even give a summary of what is expected conduct in the job descriptions An employee may have to stand for values that match those of the company. Maintaining one’s self-respect, accepting responsibility for the task, respecting others and respecting the experience that the work offers are ways by which one can be labelled ‘professional’. Some common sense rules of consideration for others, politeness and honesty also enhances the ethical, professional nature of the employee. Simple courtesies like
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
1. Foreman’s course works to improve the attitudes of the employees working for a given company. Studies have shown that worker attitudes are directly related to the success of a company. Thus the program has the potential to improve worker moral and wellbeing which in turn will help to improve the profitability of Albertsons. As said in the textbook job satisfaction has a direct affect on customer satisfaction and the profitability of a company so if Foreman’s course can do what is pledges then it could have a positive effect on Albertsons profitability.