NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote
Throughout the coaching process the coach must maintain an unconditional positive regard for the client, which means that the coach is at all times supportive and non-judgmental of the client, their views, lifestyle and aspirations. Finally, the coach evaluates the outcome of the process, utilizing objective measures wherever possible to ensure the relationship is successful and the client is achieving their personal goals (22). The common thread uniting all types of coaching is that these services offer a vehicle for analysis, reflection and action that ultimately enable the client to achieve success in one or more areas of their life or work. 4. Conclusion To conclude all the above I should say that Safeway has to revise its internal policies and corporate culture towards the creating a friendlier working atmosphere. Their current policy has serious drawbacks. It results in employee dissatisfaction on two levels of management.
We can presume that the lower the level of organizational hierarch the lower is the satisfaction of employees. The second is the high turnover rate. The employee has no satisfaction from his or her job, no chances for promotion (or at least does not believe he / she has, which in our situation is approximately the same), works under pressure from his or her supervisor and never gets positive encouragement even in verbal form. Under such conditions the employee is prone to leave the company soon (in 1 2 years). The opportunity cost of this situation can be high.
Instead of having the satisfied ambitious workers seeking for improvement of their performance and bringing up new ideas and thus developing the whole organization, Safeway has a crowd of dull employees who will leave the firm for another dull crowd. The consequences are low productivity and, possibly, low quality of production and services. Let us take a look on the way to improve the internal atmosphere and improving the productiveness and quality. If we will address one of the quality gurus, Dr Deming, we will notice that some of his famous 14 points are closely related to managing human resources. 1) Create constancy of purpose toward improvement of product and service, with the aim to become competitive and to stay in business, and to provide jobs. 2) Adopt the new philosophy.
We are in a new economic age. Western management must awaken to the challenge, must learn their responsibilities, and take on leadership for change. 3) Cease dependence on inspection to achieve quality. Eliminate the need for inspection on a mass basis by building quality into the product in the first place. 4) End the practice of awarding business on the basis of price tag. Instead, minimise total cost. Move towards a single supplier for any one item, on a long-term relationship of loyalty and trust. 5) Improve constantly and forever the system of production and service, to improve quality and productivity, and thus constantly decrease costs. 6) Institute training on the job. 7) Institute leadership. The aim of supervision should be to help people and machines and gadgets to do a better job.
Supervision of management is in need of an overhaul, as well as supervision of production workers. 8) Drive out fear, so that everyone may work effectively for the company. 9) Break down barriers between departments. People in research, design, sales, and production must work as a team, to foresee problems of production and in use that may be encountered with the product or service. 10) Eliminate slogans, exhortations, and targets for the workforce asking for zero defects and new levels of productivity. Such exhortations only create adversarial relationships, as the bulk of the causes of low quality and low productivity belong to the system and thus lie beyond the power of the work force. 11) a. Eliminate work standards (quotas) on the factory floor. Substitute leadership. b.
Eliminate management by objective. Eliminate management by numbers, numerical goals. Substitute leadership. 12) a. Remove barriers that rob the hourly paid worker of his right to pride in workmanship. The responsibility of supervisors must be changed from sheer numbers to quality.
b. Remove barriers that rob people in management and engineering of their right to pride in workmanship. This means, inter alia, abolishment of the annual or merit rating and management by objective. 13) Institute a vigorous program of education and self-improvement. 14) Put everybody in the company to work to accomplish the transformation. The transformation is everybody's job. (23) As we see 5 of 14 points that can assure companys success are related to human resource management and coaching.
By simple calculation we can count that more than one third of the organizations success lie in successful management of human resources.
Free research essays on topics related to: low quality, 14 points, eliminate, productivity, human resources
Research essay sample on Low Quality Human Resources
