MGT701 Managing Organisations Assignment Sample
Here’s the best sample of MGT701 Managing Organisations Assignment, written by the expert.
Introduction
The main purpose of this study is to provide recommendations to CEO of Sunflower Foods for bringing better improvement in the internal culture of the organization as well as to develop morale and motivation of the staff efficiently. This report will focus on three different key issues that creates impact on the organization such as identify the pros and cons of team as well as key elements that are associated with the driven strategically changes. This report will also discuss different theories that help the company to bring effective strategic changes in the organization. Further, this report will also provide some recommendations that encourage the team engagement and motivation to perform well in an organization in order to attain organizational goals and objectives efficiently.
Case Problem Overview
In every organization, there are different challenges which create a huge impact on the business performance and productivity efficiency to a large extent. In similar manner, Sunflower Food Company is also facing challenge in managing the employee turnover rate and its internal culture. In the firm, there are large numbers of employees are working from which 65 are full employee, 30 casual employees and 8 supervisors. While studying and analyzing the internal environment, it is identified that in organization, there is lack of staff motivation and low morale support which is leading to decrease in productivity and increase in employee turnover rate. Thus, this case clearly states that there is a problem in the business strategy and human resource management system which is affecting the productivity and staff morale efficiently and effectively.
Industry Overview of Bakery Industry in Australia
The bakery industry is one of the leading businesses in worldwide processed food industry efficiently and effectively. Nowadays, more customers are demanding for the baked food products which are healthy and nutrient food. The growth of the bakery industry from last many decades found to be tremendous in both urban and rural areas. In other words, bakery industry in Australia has moved long way and will further continue to move successfully by bringing creativity in the bakery items in the industry (Barsode et al., 2015). At an initial period, bakers used to bake the bread and goods from their kitchen and then started selling out at street which significantly raised trend of baking foods so long. In bakery products, biscuits are mainly demanded products by the customer as they are spending more on healthier food and quality in taste (Ng and Shukor, 2016). The major global players in bakery industry are McKee Foods, Finsbury Food group, Flowers Food and much more. Usually, it is seen that most of Australian people order the cake from the bakery retail stores during any occasion of birthday or anniversary, etc has raised the business of bakers with the increase in demand. Thus, bakery industry is getting maximized with the increasing in creativity of products items as well as with the increase in demand too.
Case Overview
Sunflower Foods is considered as medium sized manufacturing plant which produces a wide range of bakery items that are sold in large supermarket chains worldwide efficiently. In this case, the key areas identified that required attention such as internal culture and low morale & motivation in staff members of the organization.
Need of team structure (Pros & Cons)
There is high need to bring a change in the organization culture and environment in order to improve the drive up efficiency and encourage employee morale and motivation to a large extent. In respect to this, CEO of Sunflower focusing on adopting team based structure which helps in overcoming the problem faced by the company. The change in the working environment is required for the betterment of employee and business too because working culture is not that effective which encourage the employee to perform better and production efficiency get increase (Sageer et al., 2012). In context to this, team based structure will be effective way to encourage and motivate the employee to work together for attaining the common organizational goals efficiently. The manager also focuses on changing the leadership style which is followed by existing leader. The potential strategy recommendation for the company is to adopt democratic leadership style where other members are also to add their point of view.
At the same time, there are various characteristics of team such as positive reinforcement, unity and willing to take risk and so on. All these respective characteristics create a huge impact on the employee performance and organization productivity efficiency. The other benefits that team member enjoys while working in a team is realistic timeframe (Ngambi, 2011). Every member provides their support to other and members in a team will initiate with each other efficiently. On the other side, assigning the roles in the team is very challenging and easy for the manager because member in the team are selected on from different field and areas and also they are assigned with the work they are familiar or deal with.
Pros of team
- Developing a Trust among employees for each other is very challenging but working in a team provides a benefit to develop comfortable zone.
- Working as a team help in developing synergy by working together as this could not be achieved easily by working as a single team member.
- Developing a workplace team, by providing a best quality of services in order to generate more results effectively. Working in a team somewhere creates friendly competitive environment (Latham, 2012).
- Teamwork helps the company to generate a best solution for the problem by making effective decision.
- Improved communication system is very effective advantage for the company to improve the communication process because when staff works in a team then there is no formal communication flow which restricts the participation or involvement of any team member in decision (Argyris, 2017).
Cons of team
- Working in a team develops situation or high chances of conflict among the team members efficiently and effectively. People who work individually may found difficulty in the managing the responsibilities and restrictions and it may also find themselves in conflict when working with their team members because each individual different personality.
- Large bandwidth communication process is also cons for the individual while working in a team (O’Neill et al., 2013).
- Hard to track the team member’s efforts because in team each member works their own work as well as provide their support to other team members on which they are working on.
Approach or theory related to staff motivation and morale
The company should focus on adopting effective approach which motivates the staff to improve and develop their efficiency, performance and morale values respectively. In concern to this, the company identified the reason behind bringing a change in the working environment because of low morale and less role clarity, lack of trust and other problems which affected the performance of employee and organization in competitive environment (Stello, 2011). For this, the organization should adopt two different theory i.e., goal theory and Herzberg theory of motivation.
Goal setting theory
This theory is an effectively helps in setting the goals on subsequent performance. According to Pervin (2015) goals setting theory can be defined as a theory that helps individuals to set specific and difficult goals by performing better than those who actually set easy goals for achievement. The use of this theory will encourage the company to develop a smart group which has best members involved (Locke and Latham, 2013). At the same time, this theory also provide in providing the setting a reward system and effective feedback process which encourage staff to work best.
Herzberg Theory of motivation
This theory also stated as two-factor theory of influencing a people and related to job satisfaction. This theory helps in better understanding the employee motivation and attitude efficiently. It is very much clear that there is employee needs motivate and morale support for performing well and to engage in assigned work efficiently and effectively (Dartey-Baah and Amoako, 2011). However, there are some factors that create job satisfaction or dissatisfaction in the mind of the customer respectively. The use of this theory will help to develop and improve the employee satisfaction level as employee will get motivate then he/she will ultimately get satisfy from his/her job (Miner, 2015).
Overall, these above stated theory should be adopted for bringing improvement and development in the employee motivation and morale as well as help in managing new team based structure within an organization.
Identify key elements associated with driving effective change
The key elements that are associated with effective driving changes in the organization are employee motivation and morale, teamwork, change in the agent and sustainability and so on. In simple words, there is a high need of change management process which improves the organizational culture and environment in an effective manner. In respect to this, Kurt Lewin’s change model is considered as best way of bring a change in the management practices as this model support in maintaining the status quo & forces which push for bringing a change (Kubiske et al., 2015). In this model, there are three set of stages i.e., unfreezing, change and refreezing.
In this, first stage is related to ready to change in the management practices and culture of an organization respectively. On the other side, change is second stage which is typically related to confusion and transition(Argyris, 2017). The third stage of this model is related to refreezing in which changes are taking a shape with some way of working which organization is ready to accept or refreeze. The unfreezing stage of change model helps in identifying the areas that need to be change like existing reward system. Similarly, in second change stage of change model, new leadership style is adopted in order to encourage the employee to develop their morale (Kaminski, 2011). This refreezing change stage in model creates the influence over the employee and organization such as by bringing a change in the performance standards and alignment of rewards on the basis of employee ability, skill and capability.
At the same time, change agent is related to the one who possess more knowledge and power in order to guide and facilitate the change efficiently. In concern to this, transformation leadership style is engaged which help in developing the vision, communicating and building the commitment to the vision. However, adopting all these stated theories and model will somewhere develop the positive environment and culture within an organization that will ultimately increase the motivation among the employees efficiently.
Recommendations
The first recommendation to the company to develop a team based structure within an organization in order to encourage the employee to participate equally in the work responsibility assigned to them. On the other side the other recommendation is to develop new strategy which brings recommendable potential change in the management practices efficiently. In addition, the recommendation to the company for developing employee morale and motivation is that there should be timely training session organizes for the staff which helps them to learn new things and develop their capability to perform well (Rajhans, 2012). At the same time, the suggestion to the company is that it must focus on motivating the employees by giving them with rewards and recognition in order to increase the motivation and developing positive working environment respectively (Pratheepkanth, 2011). Moreover, company leader must adopt new leadership style which helps him/her to encourage the other staff member to perform well in order to achieve organizational goals and objectives. The other recommendation is that company must review the management practices and strategic changes in order to increase the productivity efficiency.
Conclusion
From the above study, it can be concluded easily that CEO of Sunflower Company is more concern about employee motivation and company growth in today’s competitive environment. This study helped in identifying the importance of employee motivation and encouragement for organization growth and development to a large extent. Thus, overall recommendations will provide huge support to the CEO and manager of Sunflower Food to promote effective internal culture which motivate and develop morale among employees.
References
Argyris, C., 2017. Integrating the Individual and the Organization. UK: Routledge.
Barsode, M.V., Bhokare, A.N., Hire, P.K. and Bairagi, D.V., 2015. Bakery automation system. International Journal of Advance Engineering and Research Development Volume, 2.
Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg’s Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, 3(9), pp.1-8.
Kaminski, J., 2011. Theory applied to informatics-Lewin’s change theory. Canadian Journal of Nursing Informatics, 6(1).
Kubiske, M.E., Foss, A.R., Burton, A.J., Jones, W.S., Lewin, K.F., Nagy, J., Pregitzer, K.S., Zak, D.R. and Karnosky, D.F., 2015. Supporting 13 years of global change research: the history, technology, and methods of the Aspen FACE experiment. Gen. Tech. Rep. NRS-153. Newtown Square, PA: US Department of Agriculture, Forest Service, Northern Research Station. 50 p., 153, pp.1-50.
Latham, G.P., 2012. Work motivation: History, theory, research, and practice. USA: Sage.
Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task performance. UK: Routledge.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. UK: Routledge.
Ng, G.K. and Shukor, S.A., 2016. Sustainability in Food Processing Industry: An Overview. Advanced Science Letters, 22(7), pp.1835-1839.
Ngambi, H.C., 2011. The relationship between leadership and employee morale in higher education. African Journal of Business Management, 5(3), p.762.
O’Neill, T.A., Allen, N.J. and Hastings, S.E., 2013. Examining the “Pros” and “Cons” of Team Con flict: A Team-Level Meta-Analysis of Task, Relationship, and Process Conflict. Human Performance, 26(3), pp.236-260.
Pervin, L.A. ed., 2015. Goal concepts in personality and social psychology. USA: Psychology Press.
Pratheepkanth, P., 2011. Reward system and its impact on employee motivation in commercial bank of sri lanka plc, in jaffna district. Global Journal of Management and Business Research, 11(4).
Rajhans, K., 2012. Effective organizational communication: A key to employee motivation and performance. Interscience Management Review, 2(2), pp.81-85.
Sageer, A., Rafat, S. and Agarwal, P., 2012. Identification of variables affecting employee satisfaction and their impact on the organization. IOSR Journal of business and management, 5(1), pp.32-39.
Stello, C.M., 2011. Herzberg’s two-factor theory of job satisfaction: An integrative literature review. In Unpublished paper presented at The 2011 Student Research Conference: Exploring Opportunities in Research, Policy, and Practice, University of Minnesota Department of Organizational Leadership, Policy and Development, Minneapolis, MN.
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