Management Recommendation
Management Recommendation
Achieving success in business requires a thorough analysis of several components of the work being done and laying down a workable plan. Taking the case of PepsiCo, there are three distinct segments that the management focuses on to bring the success of the company. To start with, job performance is the most crucial aspect in a workplace as it gauges the outcome of the efforts put into work. For a fruitful job performance, Mr. Woo and his supervisors should always communicate clearly the goals and expectations to their workers. This helps the employees to know what is important and focus on it.
Similarly, there is a need to share information and encouraging open communication. The employees should be informed of what is going on within PepsiCo. They should be informed of how their jobs contribute to the bigger picture of the company. Adopting and encouraging open communication will help Mr. Woo learn the things that are important to the employees. Such could be achieved through suggestion boxes or even team meetings (Torben, 2011).
The next category that needs focus is the job satisfaction. This entails making employees feel worth and happy for the task that they perform at PepsiCo. Job satisfaction depends majorly on the mentality of the workers. Creating a positive work environment is the first step that involves finding out what motivates most of the workers and capitalizing on it. Rewarding and recognizing the achievements of the PepsiCo task force will encourage the employees to work with zeal and feel comfortable with their tasks. Mr. Woo and his supervisors should also involve and engage the workers in sessions for idea and suggestions gathering. This makes the workers feel valued (Joseph, 2013).
The final category is the job appraisal. It involves interactions between supervisors and their supervisors where the worker’s performance is evaluated. Mr. Woo should first ensure that the supervisors/managers and the subordinates understand the appraisal system adopted. Then, there should be regular job evaluations. This means that feedback should regularly be provided to the employees after the PepsiCo managers do their work examination. The feedback should be accompanied by a discussion between the employee and supervisor on a two-way discussion. Additionally, Mr. Woo should use employee self-appraisal before the actual performance appraisal it helps in making discussions easier. A positive assessment is one which will aim at empowering employees (Susan, n.d.).
References
Joseph Folkman. (2013, November 27). Seven Ways to Increase Employee Satisfaction. Forbes Magazine. Retrieved from http://www.forbes.com/sites/joefolkman/2013/11/27/seven- ways-to-increase-employee-satisfaction-without-giving-a-raise/
Susan M. Heathfield. (n.d.). How Can Managers Improve Performance Appraisals? Retrieved July 4, 2015, from http://humanresources.about.com/od/performanceappraisal/f/improve- performance-appraisals.htm
Torben Rick. (2011, June 14). 20 Tips to Improve Employee Engagement and Performance| Meliorate. Retrieved from http://www.torbenrick.eu/blog/performance-management/20- tips-to-improve-employee-engagement-and-performance/
