MANAGEMENT BEHAVIORPLEASE REWORD THIS DOCUMENT ATTACHED ORIGINAL WORK PLEASE

Chapter 1: Be the Manager (page 30)

Overview:

In this scenario, I have just been tasked to help managers at a company called Achieva. There have been several issues identified at the fast-growing software company Achieva. Achieva has experienced rapid growth due to customer demand for their business-to-business (B2B) network software product and services. The company experienced the expansion of 50 new software programmers in a two year period. With Achieva’s rapid growth came some issues within its organizational structure and some management problems that need addressed.

Question One: What kinds of organizing and controlling problems is Achieva suffering from?

Achieva is suffering from organizing and controlling issues within itself. These issues are due to rapid expansion with customer demand of its product. Achieva’s current structure allows it to operate informally as programmers have traditionally been allowed flexibility within their job tasks. With its growth in manning, this creates problems with its organizational structure. The companies controlling issues are that there hasn’t been a true measurement of employee performance (and how it relates to meeting company goals) since employees don’t feel appreciated for exceptional performance within the company.

Question Two: What kinds of management changes need to be made to solve them?

Of the four managerial tasks (planning, organizing, leading, and controlling), organizing and controlling are pivotal pieces to a manager’s work.

The lack of effective management at Achieva has led to several talented employees leaving the company to work elsewhere. Also, a lack of organizational structure has led to employees not having a clear path as to what their job entails. Some employees may be doing more than others and not being recognized for their achievements. Other employees complain that their ideas are not being acted upon by managers or taken seriously.

There are some changes that managers can do to solve these issues. The company needs to organize its people into different divisions or departments with a specific chain of command or managers. These departments should have clear specific job tasks and goals. Managers need to step up and lead the employees under their supervision by listening to the ideas and taking them more seriously. The manager should also provide a timely feedback on the ideas presented. Also, managers should take an active role in assessing personal performance and rewarding those who perform exceptionally to help achieve the goals of the organization. Rewarding exceptional performance will promote a competitive environment that is more effective and efficient and will also give employees more incentive to come up with better ideas. If the goals of the organization are not being met due to poor employee performance, this needs to be evaluated too to improve performance. This manager’s job should be to constantly evaluate how well that employee is helping Achieva obtain its goals, how well the employee is performing and how the company can promote professional and individual growth within the employee.

The company being better organized and structured into departments with specific tasks and the attentiveness of the managers to the people within those departments will help retain employees well into the future.

Application:

How do the chapter’s topics and lesson objectives apply to your personal and professional lives? Provide examples in your own life to which you can relate these managerial concepts.

Like Achieva, my current/past workplace has experienced issues with essential management tasks such as organizing and controlling. Within the active duty air force, I remember our organization experiencing retention issues with airman due to poor management. Once those managers were replaced, our organization experienced better employee performance due to higher morale.

While working in the private sector, I noticed when the company I worked for performed better when organized into more structured departments. I once worked in a calibration lab that had employees who were able to perform in the electronic and mechanical areas. Allowing employees the flexibility to migrate from department to department created an environment with no real structure. The lab performed better and was more efficient when employees were tasked and assigned to more specific product lines with precise weekly performance goals. This allowed our electrical department managers and mechanical department managers to better assess employee performance and assess how the company’s goals were being met.

References:

Jones, I. & George, J. (2015).

Chapter 2: Be the Manager (page 69)

Overview:

In this scenario, I have just been hired as the vice president of human resources for an advertising agency. Within the creative department, there has been a problem with “difunctionally high levels of conflict”. A few members of the department have been creating most of the problems. These individuals have helped foster an environment where negative moods and emotions are much more pronounced than positivity.

Question One: What are you going to do to retain valued employees and alleviate the excessive conflict and negative feelings in these departments?

The kinds of…

Conclusions & Recommendations

What are your thoughts on the assignment situation?

I believe this situation is very relevant to my work situation…

What would you recommend to resolve the issues in the assignment?

Within my organization, I would recommend that the issue be resolved by…

How would you go about making the changes to resolve the issues in the assignment?

Application:

How do the chapter’s topics and lesson objectives apply to your personal and professional lives? Provide examples in your own life to which you can relate these managerial concepts.

References

Jones, I. & George, J. (2015). Blah blah blah

2. What kinds of management changes need to be made to solve them?

The managers should sit through a manager training course and get more organized. If the managers can control their employees and train them how things should be done, and everyone is on the same page, Achieva will not encounter these same problems. The managers should help make the employees feel comfortable with their jobs and take any suggestion into consideration. 

Be the Manger p.75

1. What are you going to do to retain valued employees?

To retain the valued employees I would encourage them to stick it out until the problem is solved to see what the company can do to find the root of all the problems and get the conflict settled once and for all. If they are valued employees that deserve it, I would offer them some incentives to continue maintaining their jobs to the highest of their ability while the case is under investigation. 

2. How will you alleviate the excessive conflict and negative feelings in these departments?

I would speak with the select few individuals of the departments that are causing the conflicts. Although they may be valued employees if the  conflict does not settle down after the first time speaking with them and  letting them know that the conflict must stop, I would terminate their  employment for making it a hostile work environment after speaking with  them and no solution occurring. 

.1 What are you going to do to retain valued employees?

The valued employees are creating problem that suggests that there is some kind of conflict of interests between them. It may be that their efforts are not being recognized or they feel that they are not sufficiently compensated for their efforts. Regardless of the reason, as the vice president of the human resources department, I must confront them and ask what the underlying issues are. I would conduct one-on-one interviews with the employees in order to reveal the real issues. And once the problems are clear, the solutions can be found.

2. How will you alleviate the excessive conflict and negative feelings in these departments?

As the vice president of human resources, I will work to promote synergy by taking the following steps: - Recognizing the achievements of the employees, both individually and as a whole team. - Publically reward hard work and the completion business milestones. - Empower my employees by setting them up for success. - Communicate with the employees. - Keep them interested through challenges and rewards. - Be honest with the employees (both positive and negative). - Recognized the career goals of the employees and help them achieve success.