Third year employees form the gist of the company, and they have minimal distractions in line with obeying the laid down rules and policies. The fact that they need guidance from their seniors in line with handling the assigned projects means that they are ready to tackle the given tasks. However, they claim that whenever they decide to consult on the latter, they are never given an ear, which later leaves them frustrated at Galaxy. Despite valuing the work premises, their mentors tend to pull down their efforts, and fail to recognize their pleas. These facts water down their morale, hence affecting the working motives and some of them decide to quit.
There are many issues that these third year employees at Galaxy experience, which may sum up as the constraints towards employee retention. Tight schedules have been leaving them no time for breaks. For most, it included vacation time and unfortunately many of them have families that need their time. Piles and piles of workloads have been increased for the nurses without any vision of change insight. Unfortunately after numerous unit meetings and staff complaints this has not changed and management has not yet responded. As for management they seem to be making a lot of empty promises of which they do not fulfill thus again making the workers reconsiders their positions at Galaxy. The working environment with a management team such as itself sets the tone for a non-conducive environment for nurses.
Management of organizations is essential in line with realizing the set goals and targets. This is a function that cannot be overlooked and should be deemed as core to the development of a firm. It encompasses many factors such as controlling, planning, staffing, coordination and monitoring. Management, the organization of people and coordination of business activities to achieve business objectives, is rapidly growing into a fundamental area of concern at the workplace. They should be aimed at optimizing the firm’s outcome with limited resources. Third year employees are very significant towards achieving the goals set by Galaxy, which means that they should be given credit and their concerns given priority.
Framework
Costs of Low Employee Satisfaction
- Direct cost
- Indirect costs much greater, for example,
Loss of discretionary behaviors:
- Insight
- Originality
- Intuition
- Judgment
- Humor
- Inspiration
- Leadership
- Friendship
- “Silent Majority”
- Cost of new employees and customers
Why Employees Leave Or Stay
STAY
Opportunities for Advancement
Job Redesign
Learning New Skills in Current Job
Leave
Dissatisfaction with Company Management
Inadequate Opportunities for Promotion
Dissatisfaction with Pay
The unit directors are being shifted now and then, from area to area, when their performance deteriorates. This is a major blow because the director being shifted does not mean he/she has rectified his/her behavior thus making the performance in the organization deteriorate too. On top of the salaries, schedules, and management there is now the introduction of electronic documentation. The introduction of this type of documentation at this point and time was a big mistake on the part of management. This is just adding to the long list of other issues further affecting the delivery of safe and efficient attendance to their duties. The third year employees not only have to learn a new system but only have two days to do it and at times are forced to do it on floors other than their own.
Planning as an element of management denotes the activities to be done within a particular time frame. It is broken down into two broad categories namely; strategic planning and operational planning. Strategic planning, like any other planning process, describes future action but does not depend on time. It is the setting up of resources, necessities and energy to boost operations and ensure the workforce is working towards achieving set objectives. Managers, in preparation of strategic planning, should prepare for the session, analyze both external and internal information, formulate objectives and goals for the organization and finally decide on the course of action to implement the plan.
Operational planning draws its origin from strategic plans. It works towards linking the strategic intends to calculated goals and objectives. This is necessary at Galaxy, mainly because it will actually represent the main issues at hand at the organization. This involves an initial step of defining the end result of a cycle. The manager thus equips the organization with the best possible conditions under which the objectives can be achieved. This is followed by responsibility and resource allocation to individuals and various units sufficient for effective work. This may be directly linked with the 3rd year employees, due to their importance in the organization, and also being the main center of focus. Finally the manager has to identify any possible hitches that might deter the achievement of set objectives. In illustration the management at Galaxy ensures reflectivity of operational plans through a clear set out timetable and schedule that clearly prescribes each employee duties and time frame to do a particular task. In the production department, standards have been set on the quality to be produced and it should be maintained. Performance evaluation is also necessary, on annual basis, to establish the weaknesses or strengths of employees.
Way forward
Galaxy embraces delegation of duties by leaders in line with one’s qualifications, hence giving room for learning. There’s no single style of leadership but leadership varies across departments. In the production department for example laissez-fairer is used since the personnel are highly qualified, transactional leadership is used in the Public relations department and when employees do the same duties repeatedly and autocratic leadership is mostly used on new employees. A human resource department is also necessary in a bid to address issues between leaders and their juniors to ensure a smooth relationship that would foster productivity.
An organization process entails identification of objectives, determination of key activities for objective achievement, grouping of activities and job design and finally delegation of duties and responsibilities to various departments. For effective organizing, the management at Galaxy should ensure that there is a well laid out organization structure with activities clearly distinguished from each other for example; the economic cluster that ensures the most profitable activities are ranked highly i.e. production activities are deemed important compared to charity events and the non-economic cluster that groups activities in order of specialty and relationships an example being ranking of the supplies department highly to ensure effective relationship with suppliers and customers.
It is possible to organize the organizational symbol, communication patterns, physical arrangements of work spaces, as well as expression of power. It is also possible to listen to stories that are told and look at ceremonies that the members participate in. the second level is composed of the deeply-held beliefs, values, attitudes, assumptions, and feelings that underlie behavior. At this stage, beliefs and assumptions tend to be complex to discover, deduce and understand. Thus, it might be hard for the members of the organization to realize the beliefs and values of the organization. However, the visible level of organizational culture is open to measurement and change. This has thus been the core of the management activity in organizations.
Recommendations
Basing on the existing situation, it is worth noting that the solution to these issues of the third year employees will only be realized when a project team is set up to handle the case. The project team will have no bias in line with the recommendations that they postulate and they will have first hand information from the third year employees. They will also have a better say since there is no individual decisions made, rather than analyzing the whole existing scenario on the ground. They will provide the management with an amicable solution, which will avert the recent loss of third year employees from the organization.
