Individual Reflective Report Essay Example | Topics and Well Written Essays - 2000 words

Individual Reflective Report - Essay Example much than half of the workforce employed on temporary basis with limited or no perks and benefits i.e. employee discounts, lunches, T&D allowance etc, offered other than market competitive net profit. Lack of contractual obligations often resulted in unpredicted resignations from junior employees with no notice period. Also, as a result of major policy changes, middle managers in the first place workshop managers were made contractual and course of career progression within ABC was made rest periodricted. Therefore, the reside of such managers in developing and retaining basic talent as a business leader was kinda limited due to their own limited career growth. The store owners who were the founders and directors of the store were the only stable mail service holders in the organization and maintained a distant relationship with rest of the workforce with communion in general through emails or meetings at head office. Resultant w as no communication of managements values, beliefs and goals to rest of the employees. Furthermore, HR department was responsible for providing menial support in terms of recruitment, payroll and employee management rather of playing a role of HR business partner. A critical analysis of the situation illustrates that thither were eminent issues faced by ABC in terms of lack of leadership display, employee motivation, managerial control, communication of vision and strategic partnership between HR department and rest of the business. The given situation was spy by superior management when a surprise visit was paid by one of the partners to the store which was met by a series of change in some basic policies. During an open meeting with senior managers, I shared my views by stating that that most of the employees perceive their compensation and benefits to be highly uncompetitive and was impulsive to switch for minor raises. With the help of this input, management increased some o f the benefits while keeping the basic salary structure same and also began the regime of employee recognition through best sales man of the tail end and monthly birthday celebrations etc. Despite the fact that these strategies were expected to increase employees morale, there was a limited increase in employee retention rate. Therefore, the interventions designed were not addressing the root causes of the problems faced by ABC. Self-Evaluation and drill of Organizational Theory Analyzing this scenario in the light of organizational change models, it was found that internal formal and cozy subsystems along with industry related factors were triggering this change in employee retention (Waddell et al., 2011). The management identified lack of middling perks as the key factor behind low employee motivation and retention ignoring lack of leadership and managerial control at ground level. The change that was induced by the senior management had an episodic pertain with no continuati on in betterment of existing policies. Resultant was a convergent change followed by small adaptation to existing market practices, loose support from managers and leaders along with small commanding output. Analyzing this progress in the light of change offered by Plowman et al (2007), it was observed that ABC essential a continuous and radical change since the internal system was undergoing major instabilities. The discrepancies were existing organization wide and a frame-bending adaptation was required. Another major lacking observed in