How the organization is trying to improve its performance
The aim of putting up any business or organization is to make profit. However this may not be achieved in case if underperforming inefficient labor force in the organization. The governing body therefore; needs to employ proper management of the organizations’ workforce and culture. This should go hand in hand with the proper means of evaluating the above and installing proper measures for the improvement of the same.
Henderson Printing, a business recording books printing company in the north of Canada has been operating for the past three years. The management has identified a niche in its operation as far as the performance of the workforce is concerned. To curb this, the organization is practicing the following initiative to improve its performance.
In the organization governing body realization, most companies have a workforce approaching or past retirement age. This clearly indicates that the workforce likely lack the competitive technologically improved workforce. Henderson Printing being a typical organization is a no exception in this, therefore as a means of handling this effectively the company has opted to start a training forum to the old employees in the organization as well as the newly employed workforce (Bolman, & Deal, 2017).
The power of communication in the organization has also been targeted for improvement in the organization. This will enhance the passing of information the organization as well as boosting creativity. Effective by the leading body and the employees is likely to improve the performance through boosting the morale of employees as they are conversant with what is expected of them with well set and clear goals. The passing of information on; what competes the organization out of the industry also make the employees more conscious of expected improvement unlike the situation they will tend to think of being the best all time round (DiPaola, 2016)
The measure for the success of training to the employees is effectively marked against the ability of independent employees to perform to the level best in his duties as well as the knowledge of operation machineries associated to his duty.
Communication effeteness can also be measured by assessing the level of employee’s consciousness of his duties and the activities going on in and around the organization concerning the employees.
Culture refers to the style of operation of business activities. It is the organization culture that determines how employees communicate with one another as well as how the employees deal with the customers. Therefore culture deserves improvement in all possible aspects for the benefit of the organization.
Culture improvement
Henderson Printing is embracing awarding and recognition of employees with the objective of improving the organization culture. Recognition of employees in the organization is crucial as far as the motivation and boosting of the employees morale is concerned. Recognition of employees should be done from all rounds unlike cases where only the top employees. The organization have embraced the most effective way of recognition; peer-to-peer. This mode of recognition reduces the managerial overhead need of confirmation that everyone has been recognized. Peer-to-peer recognition will also organically improve the relationship between the coworkers; this strong relationship consequently brings about an outstanding organization culture (Gloor, Boer, Wagner, Nemoto & Fuehres, 2015).
Of all the things employees hate being micromanaged at their duties in the name of ensuring effective and efficient running of the operations. The employees need to be trusted on the management of their responsibility. Research has shown that independent and free mind is more productive than slavery subjected mind. This autonomy allows the employees at times difficult but incredibly positive outcomes when they are held accountable to their responsibility and embracing their own initiatives.
Henderson printing has deep rooted team culture. The organization has the feeling that employees happiness is all for highest productivity and should therefore be given the first priority. This is achieved by the organization by planning for regular timely outings as well as providing open opportunities for the employees to present their meaningful feedback and accommodating employees family live like offering maternity or family leaves to give the employees autonomy to decide on what right for them. The assumption in this case is that, happy employees make happy customers (Hewison, & Holden, 2016)
This refers to the extent or the level at which the employees of a given organization feel passionate about their jobs as well as how committed they are about their job proven by how they discretionary effort in the performance of their duties. Unarguably, this is a subject for improvement when an increased productivity is aimed at. Imagine of the likely services an employee without the passion for job is likely to give to a client. Definitely the service is expected to be an unwelcoming one and the customer may never turn up again for the same or different services to the organization consequently making losses and creating a bad publicity (Rosenbach, 2018).
Employee engagement can be improved through;
Events, games and activities are just a few examples of how employees get engaged in an organization. It has been come to light that employees’ engagement drives their performance. In this case the employees look at the whole organization and with the understanding of their abilities they select where they fit most. This leads to better decision making that can result to fast outperforming of their competitors.
Employee engagement
The most obvious way of measuring employees’ engagement is by the use of surveys. They are not the only way to go but they form the most basic and effective means. They are either the pulse surveys, a one on one questionnaire or interviews. In this field relevant questions on matter engagement are asked to the employee and the response is recorded and evaluated during the decision making process on whether the employees are or not engaged (Lindsay, 2018).
I recommend that for any organization in demand for meeting the maximum employees performance should ensure that the human resource is conscious of the activities in and around the business by enhancing a well defined flow of information from the managing body to the subordinate workers. This can be easily attained through the employment of the digital means of communication to ensure that the information the message is delivered on time and without alteration (Ma, & Tsui, 2015).
The organization should equip its workforce with the necessary skills through training of the workforce to ensure that employees are conversant with their duties and operations and can pursue them with little or no supervision or assistance. When the employee has the necessary skill at work tend to have confidence in his operations, this may lead to boosted morale and high quality production. I therefore recommend that, every new employee should be given the necessary training before he commences working in any organizations’ department (Maracle, 2018).
Everyone in the organization contributes toward the excellence of that organization. Therefore; each person should be appreciated and awarded accordingly to motivate them for improvement in future. I recommend that each individual to be awarded accordingly. Everyone should have something to take home unlike cases where awarding is only done to the far end or extreme performing individuals. Its worth noting that family is important and work should not separate family members for long duration of time especially when there is an urge to moment. The employees should therefore be given leaves to allow time for reuniting with their families. Commonly individuals reporting from leaves have a boosted morale towards work ( Rivera, 2018).
The organization should set up events and activities that will bring together the employees for the purpose of obtaining different views on a common agenda. This helps in creating a sense of belonging to the organization and hence boosting the morale of the employees to work (Teiwes, 2017).
Conclusion:
This case study is rich of organization structure knowledge as far as workforce is concerned. It has proven that; for increased productivity, you don’t only need to hire more labor force and you can achieve the same objective with proper management of the workforce current in your organization.
Reference:
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
DiPaola, M. F. (2016). Special Section: Multicultural Leadership. The William & Mary Educational Review, 4(2), 5.
Gloor, P., De Boer, P., Lo, W., Wagner, S., Nemoto, K., & Fuehres, H. (2015). Cultural Anthropology Through the Lens of Wikipedia-A Comparison of Historical Leadership Networks in the English, Chinese, Japanese and German Wikipedia. arXiv preprint arXiv:1502.05256.
Hewison, R., & Holden, J. (2016). The cultural leadership handbook: how to run a creative organization. Routledge.
Lindsay, W. G. (2018). Chinese Dragons and Indigenous Tricksters: Lessons for Leadership through an Intersection of People, Culture, Thought, and Practice. Creative Education, 9(06), 919.
Ma, L., & Tsui, A. S. (2015). Traditional Chinese philosophies and contemporary leadership. The Leadership Quarterly, 26(1), 13-24.
Maracle, S. (2018). The eagle has landed: Native women, leadership, and community development. Gender and Women’s Studies: Critical Terrain, 373.
Ng, L. T., & Rivera, J. P. R. (2018). Exploring Transformational Leadership and Fellowship in a Cultural Context: The Case of the Philippines. Asia-Pacific Social Science Review, 17(3), 136-141.
Rosenbach, W. E. (2018). Contemporary issues in leadership. Routledge.
Teiwes, F. C. (2017). Leadership, legitimacy, and conflict in China: From a charismatic Mao to the politics of succession. Routledge.
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