Essays on Improving Employee Morale in Philips Company Case Study

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The paper "Improving Employee Morale in Philips Company" is a perfect example of a management case study.   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 fails 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 artefact, clients end up looking for substitutes (Dowling, Corney, & Hoiles, 2009). In this regard, using the theory of human resource management, the study seeks to use the 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 are priceless plus that the business is indisputably concerned in assisting workers to 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 to 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 acknowledgement 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 the 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 a disturbing toll on workers as well influences their mind-set toward their job. For this reason, I believe it is imperative for the HRM department to evaluate conditions for working plus edge through to assist workers to feel more contented concerning their jobs nature.

A number of strategies to reflect on consist of assigning two days per month whereby workers can bring their children to the workplace or offering workers the chance to have supple work agendas (Kirschbaum, 2006). Undoubtedly, improved communication is 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 the 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.

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