Essays on Organizational Communication Term Paper

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Organizational Change and/or TransformationIntroductionThe existence and effectiveness of HRM programs correlates with better operational metrics. In some cases, however, it appears that many companies were overtly optimistic regarding the effectiveness of their own HR programs. They were relatively new, and while perceived as highly effective, they did not fully impact operational and financial measures. Globalization has brought about revolutionary changes in company operatives to sustain their presence and dominance in not just the domestic market, but at an international level as well. In order to do this, effective HRM programs had to be put in place.

HR programs must be employee-specific at the same time be goal oriented. If employees are kept happy, production increases and profits grow. Many companies have not given their employees their dues and in the bargain perished from the competitive market. 2.0Executive SummaryOf late, benchmarking has become an approach to optimize production processes by comparing certain aspects of a company with its competitors. However, one of the biggest challenges is not just gathering or statistically evaluating these data, but to derive a concrete measure to interpret the results (Denkena, B; Apitz, R; Liedtke, C, 2006) Studies have reflected the importance of employee participation programs and group based pay incentives.

These measures have met with success, and so too have profit and gain sharing programs. ‘High-performance’ and ‘High-involvement’ are two business terms related to employees and production. In order to accentuate production through employee performance, exceptional influence and changes must be brought about to achieve the organizational goal. Management must consider the criticality of a visible and active role to integrate policies of diversity and inclusion into every aspect of an organization’s operation and culture. Culture affects every employee of the organization, whether it is a man or woman.

A healthy work environment goes a long way in instigating quality work. At the workplace, it is imperative for the management to introduce an increased and effective mode of cooperation between the men and women workers. One way of looking at it is by creating a better awareness of gender differences, building different leadership styles and flexible work/career patterns. Both men and women can use a variety of flexible work options to support family and personal needs, allowing them to achieve the goal of work/life balance, contributing to greater productivity. There are many number of business tactics, that can be employed to bring about operational changes to manage talent most effectively.

Some tactics, most noticeable among them are: Identifying role models and establishing mentoring programsEliminating all bias-based company policies and proceduresProviding equal opportunities, training and development for allConducting workshops for employees to impress upon them the importance of diversity and inclusiveness to increase performance and production Though the above initiatives may sound simple, there is more to it, than meets the eye.

The exercise needs the wholehearted support and sustained effort by all employees to make it a success (David Pappie, p.103, 2006). Performance is the cornerstone to success and productivity. Performance comes about through the wholehearted and sincere effort of employees of an organization. This is possible only if the employees are kept happy and cared for. Strategies that favor employee retention, elicit competitive bonus schemes, and creates healthy work environment are pre-requisites for employee performance, culminating in higher production.

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