The Role of Employees in Organizational Success
Employees are considered as one of the key element of every organization. The success of every organization is mainly dependent on the employees’ performance (Adegbuyi et al. 2015). It is the responsibility of the organizational management to address their every employee individually to communicate with the m about their experience, problem and other issues. In order to achieve the desired target organizational management must maintain a healthy relationship with their employees. It is often evident that many organizations face massive crisis like labor strike, lock out, legal issues due to miscommunication with the employees (Ashkenas et al. 2015).
In the given case study, it can be seen that Sam is programmer in a small security firm who is suffering from health issue. She has faced obstacles into her workplace due to her health issues. The following article has analyzed her case study to identify the loopholes in the system of her workplace and what procedures every organization must implement to maintain a healthy relationship with the employees as employees are an integral part of the development of any organization.
Sam works in a small security organization as a programmer. She often misses her deadline in the workplace due to some health issues. Although, she is hard working and completely dedicated towards her work she faces various challenges every day due to lack of physical fitness. Sam has not faced any verbal of warning from the organization. According to the doctor of Sam, she is suffering from stress. This is the main reason her absent mind. Sam’s manager has decide to terminate her from her post after discussing with the human resource department about the issue of Sam. Sam has filed a lawsuit against her company on unfair dismissal after receiving the termination letter in her persona; mail. Sam has won the case in court as there are many loopholes in the organizational structure of that security firm. Sam has received $5000 for the lost salary and $5,000 for emotional agony.
The organization has lost the case due to inconvenient behavior with Sam. The organizational management must modify their organizational structure for the betterment of the organization. Otherwise, the management may face various challenges in future. The organizational management has failed to implement an appropriate disciplinary procedure in the organization, for which it has lost the case (Chang 2016). The organizational management must incorporate some policies to maintain the transparency level with the employees. Otherwise, the organization can face many crises. The organization has not placed the real prescription of Sam in the court; it has led the organization to face difficulty in court hearing. The organization has not warned Sam before terminating her. The organizational management must follow a formal procedure while terminating their employee. The organizational management has not informed Sam earlier about her termination. Due to this miscommunication and lack of transparency may lead the organizational management to face an awful consequence. There are loopholes in the appraisal system as well. The organization has failed to review the performance of Sam. They do not have any appraisal forms to show the performance graph of Sam. It is the responsibility of the organizational management to address every individual employee and communicate with them about their work experience, challenges they are facing in their workplace and monitor the performance growth of the employee. However, due to the incapability of the organizational management of reviewing the performance of Sam has led the organizational management to face difficulties. Thus, the organization must modify their organizational system to prevent these risks in future (Ellis et al., 2014).
The Case of Sam and the Importance of a Healthy Relationship with Employees
The lack of communication between the employee and employer leads the organization to face many awful consequences. As per the case study of Sam it can be stated that lack of transparency and weak organizational structure is the primary reason behind the miscommunication between the organizational management and employee (Camisón and Villar-López 2014).
The organizational management must include some efficient policies into their rulebook to maintain healthy relation with the employees (Wilden et al. 2013), such as-
Reward policy and performance Appraisal: The organizational management must appreciate its employees for achieving short term goals; it will motivate the employees to give their best performance to achieve the long term goal of the organization. The organizational management must monitor the performance graph of every employee. Organizational management must communicate with their employees to know their work experience, their opinion about organizational structure. It will increase the commitment of the employee towards the organization (Hervas-Oliver, Sempere-Ripoll and Boronat-Moll 2014).
Transparency: The organizational management must include their employees in their decision making process. It will help the employees to accept new changes smoothly. Organization must not hide any policy or strategy from their employees as change management process of any organization will affect the employees of the organization more than anyone.
Warning: It is the responsibility of the employer to motivate its employees and concentrate on the strength of the employees. The organizational management must inform its employees earlier about their flaws before taking any major steps.
Organizational Objectives: The organizational management must communicate about their objectives in an appropriate manner so the employees can prepare them to contribute in achieving the organizational goal (Wei, Samiee and Lee 2014).
The security organization where Sam works must produce the appraisal paper to the court which will show the performance graph of Sam.
The Organizational management must produce evidence that they have communicated with Sam about her performance.
The management must produce a written document of meetings or coaching classes that has been conducted to enhance the performance of Sam.
The organizational management must present evidence that they have warned Sam before sending her a final termination letter.
In performance review process after monitoring the under performer employee an organization must conduct a meeting to discuss over an issue of conducting performance appraisal procedure where they will provide training regarding their work and employees will be able to share their views. The human resource management plays a crucial role in conducting preparing and conducting performance appraisal. The organization must maintain the review form of every employee’s performance to avoid any kind of future risk. During performance appraisal the organizational management must maintain the required document that shows the performance growth of the employee (Omar, Leach and March 2014).
Loopholes in the Organizational Structure
After the arrival of any misconduct the investigation starts on that issue. Employees often take the help of police and other legal actions if the issue is major. Otherwise after the investigation the organization modify the organizational structure and implement the discipline. Human resource department of any organization plays vital role in implementing any new strategy within the organization (Rothaermel 2015).
In the case of Sam the organizational management could help her by communicating with her about her physical problem. They could provide some suggestion for the better performance as well as better health. It was the responsibility of the organizational management to monitor her performance graph and motivate her to give her best performance to the organization.
Conclusion:
As per the previous discussion, it can be concluded that every organization must maintain healthy relation with the employee to avoid any risk in future. They must maintain transparency with the employees. The organizational management must appreciate their employees as well as review their performance to maintain continuous growth in their performance. It will ensure the development of the organization as well as growth in the employee’s performance. In order to earn the reputation in the society, achieve the organizational target and avoid the risks like labor strike, lock out, legal cases, the organization must establish and implement as well-established organizational strategy.
Reference:
Adegbuyi, O.A., Oke, A.O., Worlu, R.E. and Ajagbe, A.M., 2015. Archival Review of the Influence of Organizational Strategy on Organizational Performance.
Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015. The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.
Chang, J.F., 2016. Business process management systems: strategy and implementation. CRC Press.
Ellis, E.L., Rosenblum, B., Stratton, J.M. and Ames-Stratton, K., 2014. Positioning academic libraries for the future: a process and strategy for organizational transformation.
Hervas-Oliver, J.L., Sempere-Ripoll, F. and Boronat-Moll, C., 2014. Process innovation strategy in SMEs, organizational innovation and performance: a misleading debate?. Small Business Economics, 43(4), pp.873-886.
Omar, A.T., Leach, D. and March, J., 2014. Collaboration between nonprofit and business sectors: A framework to guide strategy development for nonprofit organizations. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 25(3), pp.657-678.
Camisón, C. and Villar-López, A., 2014. Organizational innovation as an enabler of technological innovation capabilities and firm performance. Journal of Business Research, 67(1), pp.2891-2902.
Rothaermel, F.T., 2015. Strategic management. New York, NY: McGraw-Hill.
Wei, Y.S., Samiee, S. and Lee, R.P., 2014. The influence of organic organizational cultures, market responsiveness, and product strategy on firm performance in an emerging market. Journal of the Academy of Marketing Science, 42(1), pp.49-70.
Wilden, R., Gudergan, S.P., Nielsen, B.B. and Lings, I., 2013. Dynamic capabilities and performance: strategy, structure and environment. Long Range Planning, 46(1), pp.72-96.
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