Introduction
Changes in the business environment may have adverse effects on individual organizations. An evaluation of Friendly bank demonstrates that it faces a significant problem. First, the organization is facing an organizational culture problem. The problem can be attributed to the changes in the organizational design that have transformed the operations of the organization. The move has caused confusion among employees who have found themselves in a dilemma. They could either leave the organization or work in departments that they had not applied for. The changes in the organizational structure were prompted by two significant trends in the banking industry. First, rapid developments in information technology transformed the nature of banking. In order to remain competitive banks were forced to adopt information technology in all their operations. For instance, information technology has become a ubiquitous tool in handling transactions and other procedures. The second trend involves the introduction of phone banking and mobile banking. The move allows customers to transact their financial activities without visiting the bank. The move has transformed how banks work in a manner that has negatively affected some employees such as Sheila. Although she had looked forward to working in the bank as a source of work-life balance, she had to fit in a new banking environment. The changes affected her attitude towards her work. Most organizations rely on teams to achieve their organizational objectives (Tjosvold n.d, p.1). Consequently, the inability of one employee to be engaged in her work had an adverse effect on her teammates. A further evaluation of the challenges facing the bank demonstrates that they stem from the two issues that have been identified before. First, changes in organizational culture and design. Organizational culture refers to the shared beliefs, values and attitudes that exist within an organization (Anderson 2010, p. 87). Second, the inability of the employees to work as a team.
Recommendations
The first problem that should be addressed is the changes in organizational design and culture. First, it is important to appreciate the fact that the organization had to change in order to remain competitive in an industry that is affected by developments in information technology. However, the process should have been handled in a better manner. For instance, the employees should have received prior warning of the looming changes to their job descriptions. In addition, a significant amount of time should have been invested in ensuring that they understand the need to adopt to a new business environment. For example, Sheila should have received a lot of education about the necessity of changing her job description.
Although the changes have already been implemented, the organization can take a number of deliberate steps towards addressing the challenges that it faces. First, it should carry out an employee audit. The process should focus on identifying the employees that have the potential of contributing towards the realization of its objectives. Besides considering the qualifications of the organization, it should also focus on their attitude. The attitude of the employees plays a significant role in determining their ability to work together (Say, 2013). The employees that demonstrate a poor attitude towards their work should be asked to leave. In addition, the supervisors should also demonstrate the ability to motivate the employees they are in charge of to fulfill their potential in a rapidly changing business environment.
Furthermore, the organization should create a motivation program. The program should focus on improving the morale of the employees. In addition, it should involve activities that enable them to develop their ability to work as a team. Also, deliberate steps should be carried in order to make the employees more comfortable in their new roles.
Although Friendly bank has a long history, it should leverage its reputation for customer service to develop an organizational culture that embraces change instead of inhibiting it. The proposal is informed by a realization that the banking industry is set for more changes as innovations in information technology increase. The move will ensure that its employees adopt a mindset that welcomes change rather than undermining it. Moreover, it would enable it to reduce the cost of operating by reducing its overheads. Furthermore, an innovation culture would enable it to produce valuable financial products for its existing and new clientele.
In addition, an evaluation of the new roles allocated to the employees should be conducted. The move will enable the organization to discover employee-job fit. The discovery will enable it to reassign roles in a strategic manner that not only increases employee performance but also enhances the efficiency of its operations. For instance, it is clear that Sheila should be allocated to a new role. Alternatively, the employees should receive further training about their new roles. The move will enable them to become more comfortable in the new roles. However, if they demonstrate little improvement then they should be dismissed. Managers are responsible for ensuring that they manage their employees in an effective manner. Consequently, they have a responsibility of dismissing those employees that undermine the operations of the organization.
The second problem represents the most dangerous aspect of the new business environment. The apparent lack of teamwork among Friendly Bank employees may disadvantage the organization in a significant manner. For example, Paul Harrington has lost patience with Sheila. In addition, Carl has a problem with her attitude towards SATs. The extent of the problem is highlighted by the deliberate attempts that are made by some employees as they try to avoid being in the same team with Sheila. An evaluation of the experiences of the different employees shows that Sheila represents a significant problem to the organization.
However, the issue should be handled in a deliberate a careful manner. First, the move would ensure that she is treated fairly. The ability to treat employees fairly plays a significant role in creating a positive organization culture (Say, 2013). Second, it will enable the organization to avoid liabilities that may arise from a lawsuit over discrimination or wrongful dismissal. An evaluation of the scenario shows that the problem facing Sheila can be handled in an effective manner that will ensure that she transforms into an asset for the organization. She has a lot of experience in the banking industry and is willing to help other employees. However, Keith should apologize for asking her to retake a course that she had already completed without giving her a good reason. In addition, he should discuss the importance of SATs towards realizing the objectives of the bank. In addition, he should listen to her argument against the emphasis on the SATs. The discussion will enable them to understand one another. In addition, it will mark a significant step as the organization seeks to address some of the pressing challenges facing the organization such as the lack of effective communication. Moreover, the organization should handle Sheila in a thoughtful manner because there may be employees that are facing a similar identity crisis. Employees should be involved in the introduction of significant elements to the organization such as in the setting of its objectives (Podmoroff 2005, p. 60).
Another problem facing the organization is the fact that the employees have different expectations of their jobs. Some employees such as Sheila look at their jobs as source of work-life balance. They believe that working at the organization would give them the opportunity of earning a decent income while raising their children. The dedicated employees that focus on beating the SAT targets believe that their jobs should give them financial stability. Some employees look at their jobs as opportunities for professional growth. The different approaches towards employment exhibited by the different employees is not a bad thing. In fact, an understanding of organizational behavior highlights the fact that organizations are formed by individuals with different needs and job expectations (Heathfield, 2014).
The team leaders have the responsibility of ensuring that they manage the different expectations of their employees. The organization should try to cater for the needs of all their employees. For example, there should be a flexible working structure that enables the employees to have a balanced life. In addition, the organization should ensure that its compensation is structured in a manner that ensures that its employees a fair wage. A good working environment that recognizes the different needs of the employees and ensures that their efforts are rewarded plays a significant role in ensuring that they achieve their professional potential (Heathfield, 2014). However, the management should ensure that it provides the compensation and incentives that it can afford.
The employees that demonstrate deviant behavior should be punished so as to serve as an example to the rest. For example, individuals should be sanctioned for poor performance and absenteeism. The human resource manager should identify the culprits. Then they should receive a written warning. If an employee is warned twice, then they should be relieved of their duties if they persist with their behavior. Most individuals are afraid of losing their jobs. As a result, the threat of losing their jobs serves as an effective tool for achieving behavior change.
Friendly bank is facing a tense working environment. The informal power games between some employees have created a tense working environment. The environment is not good for the organization because it results in poor morale. Furthermore, the power games serve as a distraction from the important objectives of the organization. In addition, it undermines the ability of the employees to work as a team. Paul is seen as being arrogant and backstabbing while Sheila treats her job as a service to the public. The management should sanction the two employees and put Carl in charge. The move would not only end the power games in the bank but also ensure that it serves as a powerful warning for other employees to avoid engaging in power games that add little value to the organization. Furthermore, the manager should strive to harness the rivalry between the two into a force for good that will enable the organization to achieve its goals.
Conclusion
In conclusion, it is evident that Friendly Bank is experiencing two significant challenges that may undermine its ability to achieve its goals. First, the changes in the design and culture of the organization has caused an identity crisis among some employees. Second, its employees have demonstrated an inability to work as a team. The implementation of the recommendations will enable the organization to address the two challenges in an effective manner. However, the management should demonstrate firm leadership in creating an organization culture that celebrates innovation and teamwork. In addition, it should hire employees who are motivated by nature because it is an innate quality (Bruce & Pepitone 1999, p.1).
References
Anderson, L. (2010). Guidebook for recruiting, developing, and retaining transit managers for fixed-route bus and paratransit systems. Washington, D.C., Transportation Research Board.
Bruce, A., & Pepitone, J. S. (1999). Motivating employees. New York, McGraw-Hill. http://www.books24x7.com/marc.asp?bookid=6936.
Heathfield, S. (2014). How to Create a Culture of Teamwork at Your Company. [online] About. Available at: http://humanresources.about.com/od/involvementteams/a/team_culture.htm [Accessed 12 Dec. 2014].
Say, M. (2013). How To Build A Great Company Culture. [online] Forbes. Available at: http://www.forbes.com/sites/groupthink/2013/10/04/how-to-build-a-great-company-culture/ [Accessed 12 Dec. 2014].
Podmoroff, D. (2005). 365 ways to motivate and reward your employees every day-- with little or no money. Ocala, Fla, Atlantic Pub. Group.
Tjosvold. (n.d.). Leading the team organization: how to create an enduring competitive advantage. Lexington Books.
