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... being laid off as result. Thus, managers need know how to keep the balance between imposing professional discipline upon employees and providing them with the possibility of self-realization. This, of course, is easier said then done, but it is the only proper way to address the issue of organizational behavior. At the same time, it would be wrong for managers to resort to repressive methods alone, as the mean of strengthening discipline within a collective. The fear of administrative punishment can never force employees to perform with utmost effectiveness.
Instead, managers need to make workers to accept organizations corporate culture as the integral part of their worldview. For example, when person becomes hired by company in Japan, he is expected to remain loyal to this company, until the end of his life. In return, he receives the variety of material and promotional benefits, which makes it impossible for such employee to even consider switching his job. The notion of corporate culture is being promoted by more and more companies in America; however, workers loyalty is being rather gained with the mean of psychological manipulation, when it is only the matter of time, before such loyalty disappears into thin air. The ideal state of affairs is when employees do their best because they enjoy doing it and because they simply cannot view themselves outside of their professional settings. The realities of modern working environments require employees to continually improve their educational adequateness.
As we have mentioned earlier, it is practically impossible to expect college graduate to become a valuable employee, right after he is hired. It is a commonly accepted fact that educational standards in U. S. have dropped in recent years, after the concept of multiculturalism began to define social policies in this country.
Therefore, many employers now pay great attention to whether potential candidate for the job has transferable skills and to whether he is capable of learning. Nowadays, the possession of proper diploma, on the part of applicant for the job, cannot guarantee that he will be preferred over others, during the process of hiring. Thus, managers need to create educational prospects at workplace, without diverting employees from carrying out their primary functions. Finally, managers need to make sure that employees physical needs are being fully satisfied.
Every professional workplace must be equipped with washroom, smoking room, microwave oven and coffee maker. Employees must be able to stretch their legs, every once in a while, and to breath some fresh air. This especially applies to people who work in offices. As practice shows, intellectual activity is actually even more exhausting then the physical one, therefore, office workers need to be allowed to have at least one coffee break in 2 - 3 hours.
It is absolutely intolerable when managers try to increase companys commercial output with the mean of depriving workers of their chances to relax, during work hours. Such practice might appear as being effective at the beginning, but it will never be able to benefit organization in the long run. In her article Take a Soothing Coffee Break, Angelina Pyrkins suggests that the importance of allowing employees to have coffee breaks cannot be underestimated: Coffee breaks are sometimes considered as vital parts of employment. Having something to look forward to after a few hours of work makes the job seem, for a short while, easier (Pyrkins). In order to make workers to perform with utmost effectiveness, managers need to assure them that they are not being viewed as simply moneymaking robots, but human beings. This is an essential part of increasing employees sense of self-respect. (2) In order to understand why the quality of financial institutions performance has dropped drastically, after appointment of Peter Jones as branch manager, we would have to look at the situation from the perspective of distant observer, because it will add to the objectivity of the analysis.
Every problem contains clues to how it can be solved, therefore coming up with SWOT analysis of this situation, can be thought of as the only proper way to address the issue. Strengths Even though Peter Jones has initially adopted a wrong approach as to how to deal with the current problems, experienced by the branch, we can still refer to him as individual who is capable of deciding in favor of drastic measures, when it comes to addressing these problems. This can be definitely referred to in terms of strength. It appears that, even though branch's employees did not like Peters initiative, they nevertheless realize that they cannot openly disobey his orders, because it would consequently lead to them losing their job. Thus, we can say that Jones still possesses enough authority to change things for better, if he only finds the proper incentive to motivate his subordinates to execute their duties with more dedication. I would recommend Peter to increase workers salary, as the first step that would help him to gain back their respect.
The negative effect of this measure on branch's overall financial situation is going to be neglect ible, while it would significantly increase the motivational factor. The half hour morning break will have to be reinstated; however, Peter could ask employees to stay at work for half an hour longer, in order to improve branch's financial standing. Peter will have to explain to the employees that they are in the same boat with him and that if branch goes out of business, it would automatically cause them to lose their jobs. In addition, Peter will need to examine the external factors that might have caused the decline in branch's performance, before he was appointed. There can be no doubt that the opening of competitors businesses in the same area negatively affected the commercial effectiveness of Peters branch. At the same time, the fact that the number of apartment buildings have also been built in the area, provides Peter with the chance to improve branch's financial performance, for as long as he manages to convince people, who are going to live in these buildings, to choose in favor of opening up an account in our bank.
He needs to understand that there are numerous commercial advantages, associated with the branch, which he was appointed to lead: 1) Branch has a stable clientele 2) Branch is located in good area 3) Branch's fifteen-strong staff has a lot of practical experience, in the field of financial operations. Weaknesses The main weakness of Peters situation is that he lacks a practical experience. Therefore, many of his suggestions of how to improve branch's commercial performance are based on assumptions. Peter needs to understand that it is not within a field of his prerogatives to actually supervise the behavior of his subordinates, in order to make sure that they do not slack off. First of all, this is because it deprives them of their self-respect, thus causing employees to engage in the acts of subtle sabotage. As we have mentioned in the Part 1, one of the most important motivations, when it comes to increasing workers efficiency, is entitling them with operational independence.
Second of all, this is because it actually diverts Peter from designing branch's business strategy, which is his foremost duty as manager. Peter has only worked as branch's manager for three moths. In its turn, it prevents him from being able to see hidden business opportunities, which could improve branch's commercial standing. It also causes the situation when he is not fully aware of strengths and weaknesses, associated with every particular employee, which makes it impossible for him to assign duties to the employees, in accordance with their abilities.
This significantly undermines his professional efficiency; however, the situation will improve, as time goes by. In six months from now, Peter should be fully aware of the professional value, associated with each worker. For now, I would recommend Peter not to try affecting the flow of events with little too much enthusiasm, as he was doing before. He will need to familiarize himself with his new professional settings, before he can embark on improving branch's performance. Opportunities: In order for Peter to realize opportunities, which his new appointment entitles him with, he will need to keep broadening his horizons, in professional sense of this word. It appears that the reason for his initial failure was the fact that he simply was not aware that his branch's productive functioning is not something that has a spontaneous nature.
Before asking staff to stop having coffee breaks, Jones should have analyzed the objective factors that might have caused the decline in performance. For example, he could have considered relocating banks branch into another building, or introducing a new system of financial bonuses to the people who decide to open up an account. It goes without saying that, within a matter of next six months, Peter will need to exploit the opportunities, associated with branch's location. His branch's certainly has a competitive advantage, because it has been in operation for a long time. This represents a business opportunity that cannot be overlooked. All Peter needs to do is spend some time observing what might constitute the competitive weaknesses, on the part of his branch's rivals, and then to try exploiting them to his own advantage.
However, the mentioned above opportunities can only be realized, if Peters subordinates professional effectiveness has been fully exploited, which will require him to do an additional research on the subject of what will represent the best incentives that could inspire employees to do their work the best they can. Threats It does not take a genius to understand that, once financial institution began experiencing problems, related to organizational behavior of its employees, it instantly becomes threatened by the prospects of bankruptcy. It is exactly the situation described in case study. If Peters subordinates continue to show up at work late, if they stop paying attention to whether they look presentable of not and if they start ignoring managers orders, this will result in situation when clients will cease to think of our bank as reliable financial institution. Then, it is only going to be the matter of time, before they would decide to choose in favor of dealing with our competitors. Thus, we can conclude that managers failure to understand of what incentives need to be used to guarantee the professional dedication of employees, will not only result in our bank loosing its clients, but it will also benefit our competitors, which is absolutely intolerable.
Peter needs to take control into his hands again, before situation with employee relations is being deteriorated to the point, where it could not be fixed. He will have to conduct an internal research, in order to understand of what needs to be done to get workers loyalty back. As we have mentioned in Part 1, there can a variety of ways for the managers to address the issue of employee relations, within an organization. I would recommend Peter to try exercising less administrative authority, while paying more attention to satisfying his subordinates emotional needs.
Since all of them are much older then Peter, he would have to learn how to treat them with respect. In fact, if he allowed them to have an additional coffee break, besides the one, which they are entitled to have in the morning, the positive effects of it would become instantly apparent. Thus, we can conclude that it is possible to change situation, described in case study, for better. However, in order to be able to do this, Peter would have to begin with establishing a psychological trust with his subordinates. Bibliography: Forsyth, P. 2007. Motivating your staff.
EE Publishers. (Online). Available: web (25 October 2007). Future Trends in Human Resources. 2005. CPS Human Resource Services. (Online).
Available: web (25 October 2007) Goldberg, J. 2 April 2007. Selling Wal-Mart. The New Yorker. (Online). Available: web (25 October 2007) Pyrkins, A. 2007. Take a Soothing Coffee Break. Altrana.
Com. (Online). Available: web (25 October 2007). Improving Workplace Discipline Practices. 2006. AHIs Workplace Compliance Training Center. (Online). Available: web (25 October 2007). Schwartz, A. 2005.
Encouraging Employees Responsibility. Engine Articles. (Online). Available: web (25 October 2007).
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Research essay sample on Choose In Favor Order To Understand
