CF&F in Light of the Aforementioned Areas Research Paper

CF&F in Light of the Aforementioned Areas - Research Paper Example A need arose to change management of the organization. The following are some of the problems: Training for the hourly employees and the management – after the promotion of the frontline supervisors, none of them received any managerial development training. The management of the company has been promising the hourly employees that they will get training and promotion but this has never happened. They are now afraid that the management is not adhering to the company policies. Communication – there is lack of communication in the organization. The absence of communication is felt all over the organization, that is, between the managerial positions and between the management and the employees. Teamwork – teamwork lacks in the organization. This can be ascertained by the allegations raised by both the frontline supervisors and the employees. The employees allege that the frontline supervisors do not offer them enough training. On the other hand, the frontline supervisors allege that the upper management does not support and respond to the concerns raised. There are a number of causes of the mentioned problems. These causes stem from the past management, for example, the frontline supervisors were promoted within the company and the once promoted, they did not receive any management development training, the management has been promising the hourly employees that they will get training and promotion but this has never been fulfilled, the management of the company has not been adhering to the company policies and they are forcing the employees to follow the policies, this has made the employees feel resentment, the lack of training among the employees is attributed to the fact that the frontline supervisors are overwhelmed by the production schedule.

Employee Participation in Decision Making Essay

Employee Participation in Decision Making - Essay Example This paper will deeply discuss the concept of employee participation in decision making by giving a specific focus on current issues associated with this management approach. Definition, elements of employee participation As a modern approach to creative human resources management applications, corporations encourage employee participation in response to their quality movement needs within the organisational framework. Employee participation can be simply defined as the â€Å"part of a process of empowerment in the workplace whereby employees are involved in decision-making processes, rather than simply acting on orders† (Singh & Kumar, 2011, p.381). There are numerous employee participation programmes to make sure that every employee gets the opportunity to take part in decision making process. According to Parasuraman (2007), Quality circles, suggestions schemes, consultation exercises and meetings, delegation of responsibility, and multi-channel decision making process are the major approaches designed to promote employee participation. ... gements provide their employees with effective communication channels whereby they (employees) are able to suggest innovative ideas to the top level management. Often, managements motivate their employees with financial and other forms of reward for making potential and promising suggestions. In addition, some organisations conduct consultation exercises and meetings to empower their employees and thereby contribute to operational efficiency. Through such practices, managements arrange a common platform for their employees to join together and share work/growth improvement ideas. Top executives listen to those employees suggestions and accept potential improvement ideas. Delegation of responsibility among employees is another potential element of employee participation. Since ground level employees need to directly interact with customers, they are given the power to make decisions for themselves and for the organisation. Finally, the multi-channel decision making process assists the organisation to ensure that its decisions are not made in a downward direction. In other words, a series of upward and downward communications are made before forming a business decision under this approach. Significance of employee participation According to modern management practitioners, the concept of employee participation is a key tool to ensure business success. In the words of Moorhead and Griffin (2009, p. 127), this approach would assist the organisation to effectively promote employee motivation. When employees are trusted and involved in the firm’s decision making process, they feel that they are an integral part of the organisation; and this positive feeling itself would motivate employees to contribute their best to the company’s growth (ibid). In other words, the