Improving Employee Morale in Philips Company - Case Study Example

Case Study Name: Institute: Case Study Introduction When Manila’s high-tech manufacturing plant decides to revolutionize its working setting, the workers have to be completely engaged so as to avert poor productivity as seen in Phillips. What’s more, workers that are ill at ease will take more time to become accustomed to the new-fangled setting and this might have an unfavorable outcome on the organization if HRM department fail to manage it appropriately (Tariq & Khan, 2011). Akin to workers at every level, supervisors have to bear in mind quality, and according to Tariq and Khan (2011), they should care for the reason that poor quality restricts the company’s access to wherewithal and increases the operation cost. When organization’s services or goods quality is poor, the entire company suffers, and while word spreads regarding setbacks with the artifact, clients end up looking for substitutes (Dowling, Corney, & Hoiles, 2009). In this regard, using the theory of the human resource management, the study seeks to use knowledge acquired in the Philips case that might help ensure my factory workers are optimally productive. Motivating Workers I believe workers motivation needs creativity as well as a comprehension of the departments where worker performance surpasses the expectations of the company. Motivation according to Huang (2011) can as well derive from handling areas that require enhancement before they turn out to be key setbacks. Arguably, both strategies put across the message that the company’s human resources is priceless plus that the business is indisputably concerned in assisting workers attain excellence. Muo (2013) posits that this can be accomplished by observing worker performance all through an assessment phase, so as HRM director I will not hang around until performance evaluation period to assess how workers carry out their tasks. In this regard, I will always compare job descriptions of the workers to the responsibilities they truly carry out. In scores of cases such as in Philips Company, workers carried out tasks and duties that did not contemplate on their recognized job descriptions. I understand that employees can be motivated when offered with regular feedback. Furthermore, workers can be motivated by using affirmative strokes to laud them for performing their tasks soundly as well as offer honest, positive response for issues based on performance. Handling performance concerns earlier instead of afterwards can bring about instantaneous improvement, rather than allowing paucities develop to the level that they need punitive action (Huang, 2011). In addition, I will for all time support workers whose performance records constantly surpass the expectations of the company. Once more, I believe that non-monetary worker acknowledgment is a valuable motivation technique. Muo (2013) affirms that motivating workers as well can enhance retention of a worker, which decreases the company’s outlay to substitute employees because of turnover. Improving Employee Morale Fundamentally, when workers suffer from deprived self-esteem or morale, their performance in workplace starts experiencing trouble. For this reason, it is worth noting that worker morale is valuable since it acts as the worker’s force, dedication as well as motivation to carry out their tasks resourcefully and efficiently. In contrast, low morale can lead to an increase in revenue, s poor productivity, as well as absenteeism, which according to Kirschbaum (2006) are barriers to most companies’ bottom line. In this regard, ensuring workers morale is far above the ground I think is an undertaking that must be taken sincerely by HRM managers. Baptiste (2008) asserts that scores of workers misplace their morale since they are discontented with conditions at their workplace. Presently, works are challenging, plus nearly all adults working full-time use more of their time at the workplace than their homes, and according to Baptiste (2008), this can take an disturbing toll on workers as well influences their mind-set toward their job. For this reason, I believe it is imperative for HRM department to evaluate conditions for working plus edge through to assist workers feel more contented concerning the their jobs nature. A number of strategies to reflect on consist of assigning two days per month whereby workers can bring their children to workplace or offering workers the chance to have supple work agendas (Kirschbaum, 2006). Undoubtedly, improved communication is the fundamental to any triumphant correlation, and so if poor morale is turning out to be a setback in my workplace, it is likely that there can be a communication breakdown at someplace. In the world of business, the Society for Human Resource Management (SHRM) claims that transparency in workplace is excellent since it makes workers feel comfortable, particularly when they are experiencing tough economic times (Baptiste, 2008). To maintain valuable communication in the Manila Plant I will regularly meet with my HRM department, heartening employees to inquire, being accessible to deal with workers concerns, ensuring workers are up to date with regards to any organizational restructuring or changes, and drawing out workers’ feedback. Improving Productivity and Quality I believe that improving productivity and quality in the Manila’s Plant will on average bring about improved worker as well as customer satisfaction. Furthermore, making use of quality management system methods like cost-benefit analysis, benchmarking, as well as process mapping, can enable our company achieve standard improvement in every work-flow process (Hsu & Spohrer, 2009). Besides that, enhanced productivity brings about fewer flaws, less holdups in addition to abridged overheads. To improve productivity and quality in the Manila Plant, I will first examine the company’s processes by concentrating not just on the workers but as well as the tasks they carry out. Afterwards, I will standardize procedures as well as policies to capitalize on efficiency. Importantly, I will train every worker sufficiently so as to produce premium goods and services. I will as well align the company’s organisational processes with other business organizations in the manufacturing industry. Van Reenen (2011) holds the view that benchmarking the company’s present processes, developing performance measurement, recognizing setbacks, forecasting prospect results as well as determines productivity benefits through key performance indicators for manufacturing industry can undoubtedly improve the company’s productivity and quality (Hsu & Spohrer, 2009). For this reason, I will develop quality testing into the company’s, bearing in mind that carrying out testing regularly can solve faulty component setbacks as the company come across them devoid of waiting for the complete testing cycle to finish. Besides that, company’s productivity and quality can be enhanced by using business strategies like Six Sigma, developing projects that delineate a setback, assess the present course of action, collect pertinent information as well as examine the information to authenticate the cause-and-effect relationship (Van Reenen, 2011). Importantly, the HRM department can make use of customer feedback to enhance the present products as well as impact the development of novel ones. Productivity and quality can as well be improved by balancing consumer desires in company’s efforts for process redesign can assist me and HRM department concentrate our endeavors on the most profitable business areas in the manufacturing industry (Hsu & Spohrer, 2009). For instance, carry out focus groups to collect data to determine prevalent issues with the company’s service or product. Improving Employee Relations Basically, every HRM manager must strive to relentlessly improve worker relations and make workers contented so as to increase employees’ morale as well as productivity. Treuren and Frankish (2014) study established that an improved workers relation brings about increased sales. In this regard, to avert the reoccurrence of Philips case in the Manila plant I must at first exhibit interest in the workers. According to Farooq and Nielsen (2014), nearly all workers desire to feel sought after, so understanding a number of things concerning the workers is an enormous bonus. Additionally, scores of employees desire to carry out a big task plus showing that one cares for them makes them to feel comfortable and satisfied. Workers must be treated as human beings, plus most employees want to be appreciated with regards to their diversity; for this reason, as HRM director I must value diversity of opinion with workers. Treuren and Frankish (2014) claim that a number of the unsurpassed proposals to improve an organization always sources from workers and so employers should at all time value employees’ suggestions. Conclusion Conclusively, it has been noted that companies that fail to value their employees develops an off-putting image, which steers away clients as well as customers. As a result, the company loses business in addition to turnovers, and it experiences complexity in drawing in other imperative resources. Furthermore, a company with deprived reputation experience hard time hiring better-quality workers and retaining productive workers. Scores of organizations understand that the future of the business relies heavily on workers satisfaction and productivity, along with the quality of products, do companies must heavily invest in satisfying its human resources so as to succeed in future. From the Philips case study, I have realized that as Human Resources Director to a new high-tech manufacturing plant in Manila, to ensure that issues that arose many years ago at Philips do not occur at this plant I must improve employee relations, productivity and quality, Motive workers, and improve employee morale. References Baptiste, N. R. (2008). Tightening the link between employee wellbeing at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309. Dowling, N. A., Corney, T., & Hoiles, L. (2009). Financial management practices and money attitudes as determinants of financial problems and dissatisfaction in young male Australian workers. Journal of Financial Counseling and Planning, 20(2), 5-13. Farooq, O., & Nielsen, C. (2014). Improving the information environment for analysts: Which intellectual capital disclosures matter the most? Journal of Intellectual Capital, 15(1), 142-156. Hsu, C., & Spohrer, J. C. (2009). Improving service quality and productivity: exploring the digital connections scaling model. International Journal of Services Technology and Management, 11(3), 272-292 . Huang, T.-P. (2011). Comparing motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers, and testing a structural model of the variables' relationships in China and Japan. The International Journal of Human Resource Management, 22(4), 924-944. Kirschbaum, J. (2006). Improving Employees' Self-Esteem. Public Administration and Management, 11(1), 11-14. Muo, I. (2013). Motivating & Managing Knowledge Workers: Evidences from Diverse Industries & Cultures. Journal of Management and Sustainability, 3(2), 119-131. Tariq, M., & Khan, S. U. (2011). Organizational Integration for the Implementation of RFID: A Case Study of Philips Semiconductors. Interdisciplinary Journal of Contemporary Research In Business, 3(5), 883-892. Treuren, G. J., & Frankish, E. (2014). The impact of pay understanding on pay satisfaction and retention: salary sacrifice understanding in the not-for-profit sector. Journal of industrial relations, 56(1), 103-122. Van Reenen, J. (2011). Does competition raise productivity through improving management quality. International Journal of Industrial Organization, 29(3), 306-316. Read More