Recommendation Grading Schema (NA) Essay Example | Topics and Well Written Essays - 750 words

Recommendation Grading Schema (NA) - Essay Example The Johnson Law Group is undergoing growth and expansion in its size and diversification of areas of business coverage, which has introduced some confusion and disorientation of both the employees and the management, due to the sudden introduction of many changes that are not easily adaptable. This has threatened the performance of the law firm, while also creating discontent among its employees. This calls for immediate strategies that can be applied to address the situation. Therefore, this discussion seeks to recommend several strategies that can be applied to help The Johnson Law Group in its growth and change management. Communication This is a very vital strategy that should be applied by The Johnson Law Group, to address the issue of inter-departmental conflicts. Communication is fundamental for any business seeking to succeed, since it enhances the smoothness of all operations (Dervitsiotis, 109). Considering that there is a looming conflict between different departments of t he Johnson Law Group, effective communication can help to address this issue, through enabling the departments to streamline the flow of information, and thus ensure that there are no blame games between different departments. ... This serves to increase the discontent, disorientation and confusion amongst the other stakeholders, prompting them to resist the change. Creating and reinforcing the sense of ownership and responsibility The Johnson Law Group which was initially a small firm operating under family dynamics, is now transforming into a corporate entity, with the diversification of its areas of business and the expansion of the firm in terms of the number of employees. This change is certainly bound to create some problems, since accommodating the new approach to the running and management of the firm is not easy for the previous employees. This necessitates the introduction of a sense of ownership and responsibility, where the employees and the whole management team is made to uphold the introduction of change as a necessity for the well being of the organization and its overall stakeholders (Dervitsiotis, 122). This entails making the management and the employees ready to take responsibility for the introduction, management and execution of change, through placing them in charge of the whole process. Whenever the different stakeholders within an organization are involved directly in the change introduction and management process, as opposed to being required to implement the change, the stakeholders are motivated to feel as part of the change, and are committed to see it happen, since they are well integrated and informed on the benefits of the change (Parsons and Adelina, 233). Thus, incorporating all the major stakeholders in the change introduction and management will assist The Johnson Law Group to successfully implement the change. Align

Organizational development Assignment Example | Topics and Well Written Essays - 2750 words

Organizational development - Assignment Example The firm that is analyzed in the paper is XYZ Company that deals with textile design. It has 2,000 employees. The company designs and makes clothes for various customers in Europe, Asia and North America. The company supply its products to different countries specifically designed according to preferences and demand of the market. Last year, XYZ ventured into African market with various customers demanding various designs that fits African cultures. In light with this, the company saw the need for the establishment of new outlets in three African countries which have an interest in using XYZ products. The human resource department resolved that the company has to transfer some employees from the U.S offices to the newly established offices in Africa. However, the move to diversify market to the African market was as a result of the downward trend in sales from the already existing markets. When employees were notified about the intentions to be transferred to the new market, over 100 employees resigned their positions as employees of EYZ Company. However, the situation deteriorated with more resignation letters flowing into the human resource office daily. At first, the human resource manager thought that the employees were afraid of being transferred to work in the new market. As some investigations were conducted, it was noticed that the employees left the company because of bad working conditions. Amazingly, those that had left were hired by XYZ’s main competitor whose working conditions were more enticing than those of XYZ. Intentions to open new offices in the new market were temporarily suspended until some organizational development was realized in the existing market. Statement of the problem Since its establishment in 2000, XYZ has been leading in textile design. At first, XYZ operated in the U.S market only. Its marketing strategies and employee relations were perfect, something that led to the establishment of new outlets in the European marke t. However, since the retirement of its human resource manager in 2008, the company performance has been deteriorating year after year. It has been argued that employee wellness and reward system has been ignored by the new management since 2008. Employees have not been proactive as there before, thus poor performance of the company. It is argued that employees are one of the best capitals an organization can ever have (Jex 245). Therefore, their wellness is vital as it help retain and motivate them. Once employees are motivated, they tend to perform their duties effectively. Due to this fact, XYZ’s profit margins have gone down to the extent of failing to take care of its liabilities including payment of its employees. This is what prompted the management to think of opening up new markets in the African market. The presumption was that there was a decrease in demand and stiff competition of their products in the existing markets. However, it is believed that a company is ab le to have a competitive advantage in markets with stiff competition only after employing all necessary measures including employee wellness. It is apparent that if XYZ fails to intervene on the matter, it is highly unlikely to remain in the market. In the short term intervention, it would be essential for XYZ to find ways of retaining the current employees by addressing their grievances at hand. This way, it is highly likely that the company will be able to uphold its present performance without going on a downward trend. Nevertheless, it is equally important to employ long-term measures, which would enable the company improve and survive the highly completive market. Objectives of intervention The main objective of this intervention is to use a reward systems intervention to help XYZ improve its performance Specific objectives To propose appropriate re-structuring of the XYZ organization To propose reward systems to XYZ that would help retain and motivate its employees Scope of in tervention Since XYZ company