Question:
Imagine that you are a consultant who has been called into assist by providing evidence-based solutions to help resolve the issues and help to increase productivity.
The Allan Enterprise operates as marketing and sales firm that works with one main and two supporting branches in other locations. The firm comprises of various departments within the organization which compensates the individual employee as per their designated role within the workplace. The company is facing problems regarding the compensation and productivity as they provide salary in accordance to the productivity of various departments (Schunk et al. 2012). The Sales team is compensated through salary and common pay structure while graphic and website design is paid by salary and IT department is paid hourly. Thus, it creates a problem for the management towards effective production as well. The Allan Enterprise thus implements effective strategies towards motivating more employees towards the organization and helps further in improving the economic growth of the business as a whole. The various challenges faced by the departments further led the business to affect the productivity and thus making alert towards the business regarding the challenges towards the organizational success in the market (O’Neil and Drillings 2012).
The sales manager as well face challenges in managing the sales team due to lack of time to assist the team of 18 sales representatives as well. The Graphic designer also faces problems regarding the poor quality of work which need to be reworked as thus affects the efficiency of the employees as well (Petri and Govern 2012). The Web design is also facing the challenge regarding the meeting of a weekly target which further delays the launching of the website. Moreover, the web designer also faces and added challenge regarding a meeting of currently frustrated clients. They also need to face risk regarding the abandonment of current campaign as well. However, the IT department as well faces problems regarding the slow internet connection due to lack of information by the sales team or poor website formation. This further adds challenge for the employees to work overtime which affects the profitability of the business as a whole.
The company is facing problems in various sectors of the workplace which further lead to affects the profitability of the company as a whole. The sales team did not meet the target due to technical issues and thus also led the manager to face the challenge in handling the sales team in the market as well. The graphic design also faces challenges regarding the rework of the poor quality of the design which further affects the potentiality of the employee as well (O’Neil and Drillings 2012). The web designer is facing challenges in the launching of the website due to failure in meeting the daily and weekly targets. The IT department as well faces the challenge regarding poor website formation and overtime which further affects the profitability of the business as a whole. The symptoms regarding the problem thus help in providing the awareness towards the business which further helps in motivating more employees towards the organization. The problems of the business also affect the efficiency of the employee which further affects the productivity of the business as a whole in the market.
The sales team faces the challenge regarding the customer complaint due to the technical issue which adds to the challenge of slow down on ad-design. It further adds to lacks of motivation towards the sales manager and affects the sales team as a whole. The graphic designer is a salaried employee and thus, the working hours is between 8-5p.m. The designer face challenges due to rework of poor quality of work which further affects the productivity and efficiency of the employee as well. The website designer has also salaried employee but due to lack of target meet the launching of the website gets delayed as well. The IT department also faces challenge and difficulties regarding the overtime issue (Bratton and Gold 2012). The IT cannot meet the target due to poor website formation and lack of knowledge by the sales team. The overtimes further affects the Allan Enterprise to cut the cost effectiveness of the profit margin of the company as a whole.
The business needs to implement effective strategies that help the various departments to overcome the challenges and led the business towards the development as well. The various effective theories might include:
Performance Appraisal Strategy – The performance appraisal strategy might help the various departments to get more motivated towards the organization which further helps in increasing the productivity of the employee within the workplace (Majchrzak and Markus 2012). This further helps in developing the profitability of the organization as a whole. The performance appraisal helps in motivating the employee and also rewarding the productivity of the employee. This helps the business to improve the productivity and further led towards sustainability in the market as a whole.
Motivation Strategy – The motivation strategy further helps in motivating more employees towards the company (Armstrong and Taylor 2014). This further helps in completing the assigned task within a stipulated period and helps in increasing the productivity and profitability of the company as a whole. The motivation strategy helps in improving the organizational structure and also helps in increasing the growth rate of the business as a whole. The employee also increases the potential and efficiency through various effective motivational theories that further led the organization towards the development.
Reward Strategy – The reward strategy within the organization also helps to motivate more employees towards the workplace (Majchrzak and Markus 2012). This also helps in improving the potentiality of the employees and helps in increasing the productivity of the organization as a whole. This further helps in overcoming the challenges faced by the business and helps in gaining competitive advantage as well.
As it is evident that Allan Enterprise is highly focused on the motivation in order to operate the operational practice within the three branches in a smooth fashion, the company cannot take drastic action. Drastic action might have the possibility of hindering the smooth cooperation of three facilities of Allan Enterprise. On the other hand, the organization needs a motivational direction which will guide the employees to get the most necessary success for the organization (Schunk and Zimmerman 2012). The organization may enhance the productivity of the organization by encouraging the overtime hours. The overtime hours will eventually enhance the productivity without developing any kind of problematic approach.
The overtime hours will be highly capable of reducing the stress and pressure from the employees. The employees will be able to therefore produce qualitative work and increase the productivity. However, the organization needs to organize an evaluative framework, which will focus on the quality of the job. The assessment will be effective for identifying the true potential of the employees by the performance appraisal system. The organization will thus able to properly reward the employees with a greater efficiency. The reward system for the qualitative work will further progress the quality of the production (Delgado and Dickerson 2012). The employees will be encouraged to provide a greater level of qualitative as well as productive output from their working hours. This way the employees will not be put down by extreme level of stress along with work load. In this context the reward system will effectively increase the inclination towards the quality work amongst the employees of Allan Enterprise.
The previous intervention has the most important potentiality to achieve the desired success for Allan Enterprise. The motivational encouragement has been proved to be the most crucial factor of success for any kind of organization as well as team (Latham 2012). In this context the motivational factors will be able to drive the quality as well as figure of productivity in a successful fashion. John the graphic designer of Allan Enterprise will be able to reduce the workload by working overtime hours. This way he can produce 10 ad designs of great quality in a single day for Allan Enterprise. This will highly increase the productivity of the organization as it will therefore reduce the number of reworks. It will eventually reduce the work load of John in a significant manner.
The quality assessment framework will effectively force him to produce the qualitative work (Chen et al. 2012). However, the reward system for qualitative work will be able to raise his motivation as well. Similarly, Lorayne the web designer of Allan Enterprise will be able to take benefit to overcome the tremendous workload due to the extra work hour. At the same time, the reward system will drive her to produce level one websites. In a similar fashion Jeya will be able to uplift the motivation of the sales team with this effective motivational as well as reward system. This way the sales team will be inclined to acquire potential client for the company.
First of all in the group level interventions the sales team will be operated with a tremendous extra work hour motto. The sales team will be remunerated for the extra working hours so that they can provide extra effort for selling the websites. The qualitative assessment framework will determine the potentiality as well as associated profit scope from the client. On the basis of these factors the sales personnel will be rewarded (Perogamvros and Schwartz 2012). Secondly, John the graphic designer will be allowed to work extra hour in order to reduce his workload. In addition to that the qualitative assessment will be able to ensure the working quality of the graphics. At the same time, Lorayne will have enough time to meet her allotted target with the benefit of overtime hours. The qualitative assessment framework will check for the level of quality for the website design. Lorayne will be able to get the benefit of the rewarding system with an enhanced website design. In addition to that, the performance appraisal will be proved to be highly effective for reducing the rework so that the organization can turn the entire time towards the fresh production.
In order to achieve instant result from the intervention the organization would have to keep in mind that the any drastic measures will hinder the motivation of the employees (Landy and Becker 2012). In turns it would eventually affect the operations between three departments. At the same time, the organization also perceived that the motivation can be key factor for attaining the solution of the organizational issues. In order to encourage the motivation along with enhancing the production and quality, the reward system and reduced work load will be the most important factor. In the context of sales group the organization would be focused on allowing them extra working hours in order to enhance their productivity.
Extra working hours will eventually encourage them to put extra effort to acquire most impressive sales figure for the organization. In addition, the potentiality of client will ensure the reward on the basis of guideline of qualitative assessment framework. However, the organization must focus on the factor that the employees does not exploit the extra hours by working slowly so that they can acquire extra hours. The hourly assessment system will serve the purpose to indulge on the monitoring of working speed of the employees. Similarly, the graphic designer will be able to get the benefit of reduced workload and produce qualitative work. The qualitative work will enable John to get reward as well. In similar fashion, Lorayne will be able to produce quality website designs and gain the reward for her enhanced work. This framework will therefore enhance the productive along with quality without hindering the motivation amongst the employees.
The Allan Enterprise operates efficiently in the market. However, it faces certain challenges in motivating employees more towards the business. This also led the various departments to face challenges in handling the sales team, graphic designing team, IT department as well as regarding the launching of the website as a whole. This further led the business towards facing challenges regarding the website formation as well as technical difficulties within the workplace which affects the efficiency of the employee as well.
Reference List:
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers, 12(1), pp. 66-72.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan, 43(2), pp. 56-62.
Chen, C.X., Williamson, M.G. and Zhou, F.H., 2012. Reward system design and group creativity: An experimental investigation. The Accounting Review,87(6), pp.1885-1911.
Delgado, M.R. and Dickerson, K.C., 2012. Reward-related learning systems. Biological psychiatry, 72(2), pp.134-141.
Landy, F.J. and Becker, W.S., 2012. Motivation theory reconsidered.Research in organizational behavior, 12(1), pp. 28-32.
Latham, G.P., 2012. Work motivation: History, theory, research, and practice. Sage, 32(2), pp. 55-59.
Majchrzak, A. and Markus, M.L., 2012. Technology affordances and constraints in management information systems (MIS). Encyclopedia of Management Theory,(Ed: E. Kessler), Sage Publications, Forthcoming, 55(1), pp. 32-45.
O’Neil, H.F. and Drillings, M. eds., 2012. Motivation: Theory and research. Routledge, 32(1), pp. 66-72.
Perogamvros, L. and Schwartz, S., 2012. The roles of the reward system in organization. Biobehavioral Reviews, 36(8), pp.1934-1951.
Petri, H. and Govern, J., 2012. Motivation: Theory, research, and application. Cengage Learning, 12(1), pp. 44-56.
Schunk, D.H. and Zimmerman, B.J. eds., 2012. Motivation and self-regulated learning: Theory, research, and applications. Routledge, 22(1), pp. 43-48.
Schunk, D.H., Meece, J.R. and Pintrich, P.R., 2012. Motivation in education: Theory, research, and applications. Pearson Higher Ed, 22(1). pp.32-45.
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