Global Business Relationships.

Year 7 Decision

This year’s decision will major in utilizing the employee reward strategy in an effort of achieving the maximum competition status. With the realization that the global market is growing stiff with competition, the decision was arrived at after a long review and evaluation of team opinions and views on the next decision to be made (Ekins, 2011). This decision will not only make it possible for the company to hit roof top success but also grow employees who are willing and engaged in their work as far as the company’s success is concerned.

With reference to year 6 decision and its outcome as per the reports about its performance, it was quite a success. The year 6 decision was to create a company’s brand that will enable the company to get access to a wide range of professional staff. With the need to venture into new products and management skills, the company decided to brand itself in an effort to recruit qualified staff that will enable it achieve better management and drive innovations within the company (Veltman, 2009).

With reference to the success achieved in the year 6 decision, I can confidently say that this year’s decision will also go far in success than year six did. This is because it relies on year six decision and its future has been elevated and propelled to some extend by year six decision and its accomplishment. The future of year seven decision seems valid and achievable with less effort employment (Chandler, 2013). Its success is mainly due to the fact that the employees and administrators who entered the company as per the year six decision are the formulators of the year seven decision and it is based on their anticipations and what they think will be needed for them to take the company where it belongs in the global market and locally.

Year 7 Decision and Analysis

The strategy that I will be implementing this year is how to maximize employee productivity by motivating them through a well laid down rewarding system. This is after analyzing previous, current and the anticipated results. A quick flashback shows that there has not been an employee based decision on how to motivate and improve their productivity and make them feel appreciated and valued as part of the company’s shareholders. This is a clear show that the employment of the employee reward decision will work great magic in making employees exhaust their skills in ensuring that the company gets to the top in the market success. The current decisions under way are encouraging ones as the employees are sure to see their value and feel that they have shares in the company and therefore their productivity will be a reciprocation of what the company has laid down in their support. Therefore the likely outcome of this year’s decision is an anticipated success as the decision is sure to impress and satisfy (Armstrong, 2012).

With focus on the impact of the decision, it is set to make employees feel appreciated and motivated to work harder, introduce innovations and formulates strategies that will make the company dominate the market. In addition to this, it is meant to reduce the costs of the employees in some expenses such as healthcare expenses, education as well as recreation and transport. A backward glance shows that the employees have been their own providers for their expenses (Ekins, 2011). Similarly a forward anticipation is that the company is assured of keeping the strategy alive as the company’s operations will be on the right path with maximum production and profits.

With reference to the strategy that I will be implementing in ensuring that the company covers some of the employee’s expenses in fields such as education, healthcare and insurances, recreation and transport, the most recent decision are that it will begin with immediacy and for all the employees without consideration of the position they hold in the company. This is because considering only top employees will demotivate the low level employees and therefore reduce their productivity. Therefore the strategy is meant to be a uniform distribution and dissemination of the company resources to all the employees without considering some more superior than others. With that considered, my current view of the results is a mere and assured success. This is considering the efforts the employees will put in making sure that they take the company to the highest level of success as a reciprocation to the strategy put in place as a way of enabling them work extra hard and maximize their production (Veltman, 2009).

References

Veltman, K. H. (2009). Understanding new media: Augmented knowledge & culture. Calgary: University of Calgary Press.

Ekins, S. (2011). Computer applications in pharmaceutical research and development. Hoboken, N.J: Wiley-Interscience.

Armstrong, M. (2012). Employee reward. London: Chartered Inst. of Personnel and Development.

Chandler, D. B., & Werther, W. B. J. (2013). Strategic Corporate Social Responsibility: Stakeholders, Globalization, and Sustainable Value Creation.