...Old Navy Versus New Navy Harvey Nepomuceno COMM/215 October 5, 2011 Dr. Nancy Reynolds Old Navy Versus New Navy Chief of Naval Operations Admiral George Anderson said, "The Navy has both a tradition and a future--and we look with pride and confidence in both directions," (Anderson, 1961). If you ask any new Navy person in San Diego if they are proud to serve, majority of the Navy will probably say no or they do not know. If you ask a Navy person a decade ago, majority would probably say yes. The purpose of this essay is to compare and contrast the difference between the old Navy a decade ago and the new Navy today. Military Bearing The most noticeable difference between the old Navy a decade ago and the new Navy today is military bearing. Most non-military people know from movies and media to be very strict. If you look at Navy personnel in uniform today and see how they act, most non-military people would think that this is not the Navy and they are no different from any other civilian. Today, it is a norm that you see subordinates talking badly back at their superiors and not get in trouble for it. A decade ago, no subordinate would even think of talking badly back at his or her superiors. If one did, one would receive punishment, extra duty, cleaning duties, or even captain’s mast, which can lead to a decrease in rank. Work Ability The second difference between the old Navy a decade ago and the new Navy today is work ability...
Words: 1125 - Pages: 5
...conduct a “motivation course” for the blue-collar employees of his lamination plant. He told Mr. Lawler that the morale among the employees were extremely low due to the fact that a fatal accident had occurred several months before, and because the plant manager was extremely authoritative. After being contacted, Mr. Lawler arranged a meeting between himself, the President of the company, and Mr. Richardson. After the meeting, Mr. Lawler then visited the plant for one day along with two of his graduate students to assess and analyze the situation to prepare his presentation and suggestions to the company. In his evaluation of the company, Mr. Lawler determined that there were several problems that were evident amongst the workers. The laminating plant was growing rapidly, and was an extremely profitable portion of the company. One of the problems that became evident was that despite its profitability, the company was reluctant to expand and do improvements to the laminating plant to upgrade its machinery, and to hire the additional staff needed to keep up with its growth. There was also a very evident communication problem within the plant, and proper lines of communication were not being followed. Another major issue that was found was the safety level of the plant. Proper safety measures were not in place and accidents were very frequent among the workers. The morale of the staff was extremely low as the staff was extremely dissatisfied. There was a lack of a rewards system...
Words: 1869 - Pages: 8
...school systems across our great nation. Teachers are a vital part of the educational system for they provide the motivation and support that pupils need in order to succeed. Yet, teachers also need to be motivated and supported in order to be productive. Teacher morale could suffer due to constant stress of trying to meet the educational goals. Improving teacher morale has many benefits in that it can help teachers to maintain a positive attitude and be happier at work (Govindarajan, 2012). Ellanberg as cited by Govindarajan (2012) found that where morale was high, schools showed an increase in pupils’ academic achievement. Conversely, low levels of morale can lead to decreased teacher productivity and burnout. Recent studies found out that the academic achievement of pupils in the Division of Antique did not meet the standard set by the Department of Education (Arguelles, 2012; Ople,2012; Doronila, 2011; and Cabasan, 2011). Moreover, as observed by the researcher being one of the teachers in the division, the attitudes and enthusiasm of teachers towards their work seems below the standards also. This situation aroused the interest of the researcher to conduct a study to examine the level of teachers’ morale in relation to pupils’ academic achievement, hence this study....
Words: 24142 - Pages: 97
...INTERCLEAN, INC Management ‘s Behavior HRM 531 Lynda Broomfield 11/7/2010 R InterClean, Inc. Memo To: First Level Managers From: Lynda Broomfield, Sales Manager Date: 8/6/2012 Re: Management’s behavior With the merger of EnviroTech I will like to discuss how we are going to face the upcoming challenges of making it a smooth transition. We all must be mindful of the impact our behavior will have on morale and the productivity of our employees. Our employees are the lifeblood of InterClean and as managers we are the heart that pumps that blood. Attitude is generally reciprocated. If you show enthusiasm and determination while implementing the changes it will inspire your employees to do the same. Showing sincere admiration for your staff and an interest in their well being will motivate them to work harder. It is more important than ever now that we create an environment of employee empowerment and have open communication. Employees need to know what is expected of them and how the company is going to help them achieve success. We need to discuss the changes with them and seek their input. We should discuss the impending training strategy and how it will affect them individually and collectively as a team. People work harder because of the increased involvement and commitment that comes from having more controlled and say in their work. They work smarter because they are encouraged to build skills and competence. They work more...
Words: 902 - Pages: 4
...Ballard Case Study Patricia Jones QNT 351 Jan 27th, 2014 Pete Dorsa Introduction and Problem Situation Ballard Integrated Managed Services, Inc. (BIMS) provides food, hospitality, housekeeping and physical plant services for the staff and patients at the Douglas Medical Center. Barbara Tucker, the general manager for this site, has noticed that the morale of her employees has been declining for the past several months. The expected turnover rate is 55-60% annually in this industry. This rate has increased to 64% over the last four months (BIMS Part 1). The use of sick time has increased, overall performance is poor and complaints from the hospital staff are on the rise. Barbara and her management team have not been able to determine why morale is down. The exit interviews that are currently used are not pinpointing the reasons why employees are leaving. Conclusions The data used in the survey is beneficial to the research into why employment morale has decreased for the past several months. Therefore, a questionnaire was designed to examine dependent variable which, “is the key factor that you want to explain or predict and that is affected by some other factors …scholars have emphasized productivity, absenteeism, turnover, and job satisfaction” (Robbins & Judge p. 25). BIMS is experiencing problems with several dependant variables, the focus of this paper examines turnover, which is increasing for BIMS. Each question of the survey addresses issues that require...
Words: 2062 - Pages: 9
...Running Head: STRATEGIES AND SKILLS Strategies and Skills AIU MGMT436 Unit 3 Assignment Abstract A financial crisis has hit our company and reorganization is needed. This paper will apply process skills the executive should use, and the change strategies in the long- and short-term. It will also evaluate and present the impacts of the resources. Strategies and Skills Organizational development is a process that is used within a company that is in need of change. This process has many different steps or phases it goes through in order to obtain the outcome the company hopes for. In some cases the process will end in needing another intervention but in others the process will end satisfactory. This process truly only ends when the desired level of development is obtained (The Organizational Development, 2012). This process is meant to make an important change in a company want to come out the other end of the change better off than they were before. The organizational development process will begin when there is an organization that recognizes that there is a problem within the company that will impact their mission or health of their organization. Some organizations do not wait until they see a problem to start the organizational development process. They may begin the change when the leadership has a vision for the improvement of the organization. The organization will desire a change to make their business better. The decision to change is followed by...
Words: 1337 - Pages: 6
...know how to accurately form a message, send it and it must be completely understood by the receiver. If a potential candidate is not able to convey their thoughts, feelings, or ideas they will be overlooked for the open position. This is done to protect the company’s internal and external customers from misunderstandings which can lead to stress, conflict, low productivity and customer satisfaction. The lack of effective communication causes all types of problems; some can be fixed, while others cannot. When communication is not done properly, there are several negative consequences that will result. Improper communication gives way to mistakes, which causes an organization to miss deadlines and lose money. It can also contribute to low morale among team members and management. If people are not happy; they tend to seek a better employment opportunity which leads to a high turnover rate in an organization. Poor communication also leads to low creativity and productivity. Employees that reach this state are no lower considered assets, they become liabilities. In the world in which we live, communication is essential for healthy relationships within an organization and our personal lives. The inability...
Words: 312 - Pages: 2
...this research necessary?” There are several important reasons we should not ignore. First and foremost, our company’s financial statements at the end of last fiscal year were not on par with our projections. We received average customer reviews and many customer complaints. All these results were directly related to a decrease in employee performance. Especially, when we compare them with the previous fiscal years and customer reviews, we can clearly see the difference in productivity. Second, the world economy is in the middle of a downturn. Therefore, as a company, we have a tough road ahead of us. With the cutbacks and layoffs that have been instated, employee morale is at all time low. Many employees, including the top performers worry about losing their jobs during these unstable times. This fear and low morale turns into low performance at work. Third, I realized that our company has never conducted research like this before. This bottom up research will provide the whole organization with a brand new perspective in approaching employee relations. Employee satisfaction is of vital importance for an organization, because it is the back bone of ultimate success. What benefits will this research bring to the organization?...
Words: 311 - Pages: 2
...* Dick Spencer Case Study Introduction In this report, I mention about a case study to highlight the managerial issues faced by an organization. Spencer was a plant manager of Modrow Company, a Canadian branch of Tri-American Company. Dick did his MBA and served this company for 14 years. He started his career as a salesman. With time he continued to work successfully on different contracts and finally he was spoken of as “boy of watch”. Later he wanted to move on different career domain, so he finally transferred to the home office of organization. He was nominated as an assistant to senior vice president of production. In the following sections, we will cover the managerial issues faced by dick and his organization. We also try to provide some recommendations about managerial issues identified, researched and evaluated. Managerial Issues We identified the following managerial issues. Micromanagement According to the Wikipedia, micromanagement is a management style whereby a manager closely observes or controls the work of subordinates or employees. Micromanagement generally has a negative connotation. (Wikipedia) Rather than giving general instructions on smaller tasks and then devoting time to supervising larger concerns, the micromanager monitors and assesses every step of a business process and avoids delegation of decisions. (Wikipedia) According to the journal, “Micromanagers read your proposals, tell you to develop your prototype, and then insist on telling you...
Words: 3546 - Pages: 15
...BM102 –BUSINESS COMMUNICATION Question 1 With reference to practical examples, discuss how communication can be used to improve worker`s morale and productivity. (100) In this essay, the writer seeks to talk about communication as a motivation tool. The essay will touch on the ways in which effective communication can motivate workers to be more productive. Concrete examples with local companies are going to be given. The writer is going to touch various forms of communication, the channels that are generally used in the companies and how they can be used as a motivation tool. Before exploring ways to use communication as a productivity tool, the needs to define the meaning of productivity and morale.Klan (2004) define morale as a reflection of the attitude of an individual or team. The company can have workers with high morale or workers with low morale which can affect productivity.According to The first point the writer will look is the use of communication for information distribution between the workers and the management and between the workers themselves. The structures of most organizations allow the flow of information upward, downward, lateral and horizontal. Tracy (2013) reiterates that when management communicates vague or fuzzy expectations or no expectation, the staff is deprived of the winning feeling thereby becoming demotivated. The company needs to communicate its strategic goals and objectives, policies and company notices and all that is done through...
Words: 628 - Pages: 3
...with new research, ideas, legislations and practices so that you can be the best that you can in understanding your chosen profession, provide new creative ideas, encourage and adapt to change more smoothly therefore providing a high quality service to customers and colleagues. It also enables you to feel confident and good about one self. I believe a happy person/staff equals a happy working environment. It can also lead to better job opportunities and enhances self confidence. AC 1.1 Assess the potential benefits to the organisation of developing individuals To assess the potential benefits to the organisation I chose to look at the benefit of training the Harbour casual workforce in fork-truck operation staff retention and staff morale within the workforce. The criteria I have chosen to assess the potential benefits to the organisation of developing individuals are: • Opportunities for promotion • Reduced Damage level • improved discharge rates Trained Fork-Truck operators The harbour workforce is made up of 2 distinct groups: -...
Words: 2845 - Pages: 12
...successful company during it 15 year existence with very high morale within the company. Employee’s worked according to management’s instructions. Employees were not allowed to be innovated and creative. All decisions were at management level. When Regency was bought out by a US Hotel chain, the general manager decided to retire early. The American based company then appointed John Becker as general manager. John has 10 years experience with the American company. John was appointed due to his previous success integrating newly acquired hotels in the US. In most previous acquisitions, Becker took over operation with poor profitability and low morale. After he implemented changes the employees morale decline, absenteeism increased, customer complaints increased, and poor ratings in the media. 1. Culture--The US based company failed to research or invested in any culture changes that might affect employees when they acquired the Regency Hotel. 2. Change--John made sweeping changes that once worked in the past for fledging acquired hotels. Becker failed to plan and implement change. He did not involve any staff in the change process nor did he have a change agent to help oversee the change process within the newly acquired hotel. John based his decisions off what was successful in the past in American style business. He failed to consider the Regency was already successful and profitable with high employee morale. 3. Communication--John empowered employees to make...
Words: 751 - Pages: 4
...Barbara Norris facing many difficulties. The GSU which she lead is currently short-staffed and does not perform as she expected. Her staffs have low morale and low motivation to do their daily job. On top of that, there is a cultural issue where confrontation, blaming, and favoritism are typical in her unit. She also facing a budget problem where overtime has been eliminated due to cost cutting measure implemented on the hospital. The budget cut make it difficult to Barbara to allocate a right personnel in case of some staff take a personal or vacation leave. In many cases, she has to rely on nurses from general float pool to cover the staff on leave, but this often lead to negative effect to her staff dynamics because the substitute nurses is not familiar with the GSU. There are three broad problem Barbara has to solve: lack of collaboration and teamwork, staff conflict either within her unit or within the hospital, and lack of transparent performance appraisal procedures. All of this three issues need to be address simultaneously to ensure that the unit perform as Barbara expected. It is evident that there is conflict between junior nurses, senior nurses, and PCAS’s which lead to ineffective collaboration among them. Junior nurses feels like the don’t belong to the team and they don’t get positive feedback from senior nurses. On the other hand, senior nurses feels that many junior nurses and PCA’s are incompetent and feel overwhelmed to support them. To solve this issues...
Words: 441 - Pages: 2
...acquisitions and the analysis involved in the process. Please let me know if you have questions or need further information. Yours truly, Brian Smith Enclosure Future analytical approach It is my opinion, that when dealing with future acquisitions, financial and accounting analysis is simply not enough. Therefore, it is my recommendation that an aggregate analytical approach include not just fundamental analysis, but also; corporate culture, synergy and customer analysis. Corporate Culture Analysis Future acquisitions need to carefully examine the morale and culture of the company being sought after. An overly dependent employee base that clings to its President and CEO presents a certain risk in production loss should the CEO exit the firm. As with the acquisition of Bainbridge House, morale dropped and attrition skyrocketed after Mr. Bainbridge’s passing. A high attrition rate and low morale has been shown to negatively affect production and overall efficiency. Therefore, a careful analysis needs to identify the independence and competitiveness of company employees. Synergy Analysis It is not enough to purchase a company based on fundamentals alone. If the company cultures of your firm and the firm being acquired are incompatible, valuable time will be lost looking for personnel replacements. Incompatibilities arise when the two companies have completely different goals and visions. As such, I recommend analyzing the takeover target’s mission statement...
Words: 504 - Pages: 3
...communication. There were many departments and layers of management, yet there was no clear integration of communication within the company. An organic structure would have facilitated widespread communication necessary for all employees to achieve complete communication necessary for efficiency (Daft, 31). The key issue in this case is the tension between the historically informal departments of ESD and Production. There has been a relatively high amount of turnover in the ESD department. The production department is rather isolated and there are tensions over a lack of respect among the departments regarding quality control. Forbus’ ESD department is scattered and he has difficult time distinguishing himself as the leader; there is low morale among his employees. The company should revisit their organizational design. They also need to find a way to facilitate effective communication among departments. The company is currently managing in a centralized structure, reducing the effectiveness of the company across all departments. The company needs to make a shift from vertical decision making to a more organic approach. The Executive Committee should focus on the company’s direction and work to...
Words: 290 - Pages: 2