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    Use diagnostic process to identify concerns and create strategies that Human Resource Mgt could use to help change the present culture

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    One of your new contacts from the teambuilding seminar has called you, an Organizational Development consultant, for help. She is the Human Resource Manager of a larger manufacturing company. Her division is divided into 7 departments and each department is dependent on the other for success.

    In today's morning production meeting, the superintendents expressed much concern over low product quality. Additionally, the plant manager announced this week that corporate sales have increased production goals 50 percent for the next two quarters. Production demands have been high and the equipment has been running non-stop for several months.

    Over the past few months she has noticed an increase in absenteeism from several of the departments. Resignations are on the rise. The division staffing goals are at an all time low, which means that since the production goals have increased, so will overtime. Employee motivation has been slowly decreasing and this is having a negative impact on employee performance.

    Your friend has outlined several concerns. Your assignment is to help her follow the diagnostic process and identify at least four of those concerns. Help her create strategies that HRM could use to help change the present culture.

    Send your friend an e-mail on the concerns and diagnosis you have highlighted and the strategies that you recommend for changing morale and quality of the product.

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    Solution Preview

    Probably the most important step in healthy organizational change is to make a serious and sustained commitment to it. In non-unionized workplaces, this commitment should be made by top management. In unionized workplaces, both top management and union representatives need to be involved.
    Healthy organizational change takes time. Lots of time. No serious change effort should be initiated with a time frame limited to weeks or a few months.
    Healthy organizational change includes employee health and satisfaction as an explicit and independent outcome measure. These outcomes should be the key goals of the change effort, not potential by products.
    Healthy organizational change can include:
    · Changes that will increase employees' autonomy or control.
    · Changes that will increase the skill levels of employees.
    · Changes that will increase levels of social support (both supervisory support and coworker support).
    · Changes that will improve physical working conditions.
    · Changes that will make a healthy use of technology.
    · Changes that provide a reasonable level of job demands.
    · Changes that provide for job security and career development.
    · Changes that provide for healthy work schedules.
    · Changes that improve the personal coping mechanisms of employees.
    · Changes that will do no harm (i.e. do not have ...