...Executive Summary High employee turnover rate and low staff morale are the major issues in the Channel Department of Elitegroup Computer System. These two factors would lead to low performance of the whole department, thus damage the brand image. The channel department must improve the high turnover rate and turn itself into to a profitable and outstanding department in ECS. Interviews were conducted with staff and all levels of managers under Channel Department and some from several ODM Departments. Interviews were also conducted with employees who have resigned from ECS to understand their perspective and opinions on working environment and the reasons they quit from ECS. In addition, a review of strategies from other studies or literatures to demonstrate the value and feasibility of high staff turnover and low morale were conducted. The results is focused on the decrease of staff turnover rate by fostering good relationships among co-workers and distributing workload evenly, and thus improving staff morale in the long run. Recommendations of Employee-Manager relationship management plan will be given. In conclusion, the employee turnover rate and low morale in ECS will improve with complete strategies and plans of employee relationship management and moderate workload distribution. Introduction Elitegroup Computer Systems Co.(ECS) is a Taiwan-based electronics firm. It is the fifth largest PC motherboard manufacturer in the world. Many of these motherboards have been...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Evaluating factors contributing towards low employee morale in the community services directive of Polokwane Municipality ------------------------------------------------- ------------------------------------------------- A Research Proposal ------------------------------------------------- ------------------------------------------------- by ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Josephine Malesheka Mathole ------------------------------------------------- ------------------------------------------------- Student No. 271199 ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- To be submitted in part fulfilment of the requirements for the ------------------------------------------------- BBA Honours degree ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- at ------------------------------------------------- ------------------------------------------------- SOUTHERN BUSINESS SCHOOL ------------------------------------------------- ------------------------------------------------- ...
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...disabilities. Other requirements include being recipients of Medicaid and a part of the Waiver program with the state of Louisiana. The company works with at least 5 different waiver programs that include NOW, Supports, Elderly and Disabled Adult, Children’s Choice, and EPSDT. Approximately, 50 men and women are employed at the Metairie office. The work a case manager does is often redundant. In order to increase employee morale, it is critical to take a look at the current state of the office. Once this is assessed, different approaches of how to increase employee motivation and self-motivation should be developed. Finally, after the details of how this can happen, a line of attack will take place that will explain exactly how management can motivate employees and encourage employees to self-motivate themselves. The organizational structure of Quality Support Coordination, Inc. has the chain communication. The office is split into the different waivers. Every waiver program has a supervisor. Two of the waiver programs have more than one supervisor. Each case manager has 35, 50 or 60 consumers. All case managers have to make monthly phone calls to each consumer and physical contact every quarter. Comprehensive plans of care are to be completed each year for every consumer so that he or she can maintain their services through the state. It is obvious that...
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...Luis Morales began implementing Ben Fisher’s international expansion strategy. Kent’s overseas operations had traditionally been viewed as a source of incremental sales through exports, licensing agreements, and JVs. Ben Fisher aimed to change that in 1998, focusing on a more strategic approach to global expansion. This renewed focus on international growth was done with the hopes of redefining Kent as a US company developing, manufacturing, and selling products worldwide. Ben Fisher identified Luis Morales as the individual who could lead the revitalized international division in an effort to implement Fisher’s vision of a global integrated company. This transition presented new problems, the first of which was the regional directors’ post-acquisition task of coordinating activities and integrating options. Offshore entities had a history of being competitive, and refused to cooperate or coordinate activities resulting in subsidiaries of Kent exporting into each other markets. When consolidating these redundancies, it became evident to Morales that the local knowledge of individual markets provided a significant road block. Causing strains, new systems developed to streamline operations and consolidate financial reports resulted in staff members to second-guess local country managers. Once again reinforcing the lack of local market knowledge, local managers felt that financial targets were out of touch, and this sentiment was proven accurate as country managers were...
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...RUNNING HEAD: Internal Controls and Maintaining Company Morale FINAL PAPER DEVELOPING AND IMPLEMENTING EFFECTIVE INTERNAL CONTROLS AND MAINTAINING EMPLOYEE MORALE By Melissa P. Abbey EM 290D DIRECTED STUDEY IN MANAGEMENT Submitted To Professor Donovan A. McFarlane, D.B.A. FREDERICK TAYLOR UNIVERSITY Moraga, California September 25, 2013 Abstract This report explores the aspects and importance of effective internal controls and how to maintain positive employee morale while developing and implementing organizational processes. The author explores various concepts and components of internal controls and the relationship of implementing effective controls while maintaining positive employee morale. Using a variety of resources including academic journals and electronic resources-informational sites, the author outlines standard components for developing effective internal controls and strategies for implementation in order to maintain positive employee morale. Keywords: Internal Controls, risk management, policies and procedures, organizational structure and culture, roles and responsibilities communication, collaboration, risk assessment, monitoring. Introduction All Organizations, no matter the size should have some type of internal controls in place. Although broad in scope, internal controls are intended to prevent companies from securing financial risk or wrongdoing and increase the chances of success while obtaining a specific objective; any business...
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...KENT CHEMICAL: ORGANIZING FOR INTERNATIONAL GROWTH Introduction: Kent was founded in 1917 as a rubber producer. The Fisher family, which founded the company, was the largest stockholder; and family members held a few key positions. The company is still headquartered in Kent, Ohio. In the 1940’s, Kent expanded into plastics and became one of the country’s largest producers and marketers of plastic additives and specialty chemicals. In 1953, Kent opened a research laboratory, and by 2007, Kent was a leading global specialty chemical company with revenues of $2.2 billion (See Exhibit 1). It held minority and majority stakes in more than two dozen businesses in the U.S. and overseas, employed 4,200 people including 1,200 off shore, operated thirty manufacturing facilities in 13 countries, and sold its products in almost 100 countries. Kent sold a wide variety of products focusing on niche market needs in construction, electronics, medical products and consumer industries. They had six business divisions, three of which had significant international sales. In consumer products, they sold Grease B Gone, the leading degreaser in the U.S., and expanded into other specialty household products such as drain openers, rust removers, and surface cleaners. About one-third of this business’s $522 million sales were outside of the U.S. In the 1950’s, Kent entered the fire protection business by acquiring a company that had developed fire retardant chemicals for apparel...
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...incompetent or careless manager can have a devastating impact on an organization. This incompetent manger can cause and perpetuate decreased employee performance, dissatisfied customers, and poor production. An effective manager will avoid such effects through circumspect consideration and implementation of innovative management strategies. A leader sets the tone for those they supervise. Having a weak or ineffective leadership style turns what could be a productive organization into one that lacks direction, is chaotic, and fails to live up to its potential. Incompetent central leadership can also cause a power struggle amongst the other remaining team members. Groups seek leadership; when leaders fail to use their powers others will maneuver to use the power left in the void. This can lead to a power-struggle and backstabbing (Morgan, 2007). There are a plethora of skills that are necessary for effective management (Humphrey & Stokes, 2000), and there are just as many guidelines and principles that lend themselves to the advancement of admirable leadership. Many of these will be familiar, while others may be more obscure, but it is, arguably, the most valuable of the many management and leadership precepts that this composition will address. The purpose of this paper is to review and discuss such strategies and to provide a formula for exceptional leadership. Skills for Effective Leadership An innovative leader is an effective manager, and an effective manager is an innovative...
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...Auto Mirror Plant faces a low employee morale issue. The newly appointed manager, Ron Bent, sees a decline in work place productivity and culture throughout his recent years of working at the plant. When Bent joined the company, it was facing a similar issue of low morale. He then decided to introduce the Scalon Plan, an incentive program for the employees, to raise morale. The program was successful when it was first introduced but ran into problems time after. Bent was faced with many challenges with the Scalon Plan that caused him to ask many questions. 1. Should he remove the Scalon Plan and try another? 2. What is the root cause of employee morale declining? 3. Should there be revisions to the Scalon Plan and who oversees it? In order to answer these questions, it is suggested that Ron Bent and the other management team work together with employees to identify the root cause to their issue of low morale and work productivity and come with a possible solution to fix the issue. Introduction Engstrom Auto Mirror Plant is a privately owned business that manufactures mirrors for trucks and automobiles in Richmond, Indiana. The mirror manufacturing plant employed over 209 people. Engstrom Auto Mirror has operated since 1948 and has seen many years of success. In the late 1990’s, the plant started to see a drop in profits. Without being able to keep up with the ever evolving change in technology and not having a plant manager who was held the sophisticated knowledge...
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... 4875-738-1 P a g e | 1 of 9 Title: Micromanagement is causing a decline in the morale and productivity at Eco Wireless. Author: 4875-738-1 HMPYC80 Assignment 2 Unique Code: 657101 Student No. 4875-738-1 P a g e | 2 of 9 Cover letter accompanying my Research Proposal Mr G. Specter Managing Director Eco Wireless 09 May 2015 Dear Mr Specter RE: Research Proposal: Micromanagement is causing a decline in the morale and productivity of the Eco Wireless technicians. As you are aware I am the Quality Manager and an Executive Director at Eco Wireless. I have a special interest with the Micromanagement that is taking place in this company due to the fact that the consequences can be detrimental to the success of this business. I attach a proposal for further research in this field. The reason for approaching you is that since the new manager was hired, who has been micromanaging the staff at Eco Wireless; I have noted a consistent drop in morale and subsequently a drop in productivity over the past 9 months. The proposed project will be incredibly beneficial. It, therefore, seems appropriate to propose a research project designed to measure the morale and productivity of our employees as well as the micromanagement of the new Manager, to find out if they correlate. I hope to hear from you soon. Yours sincerely M Yates Michelle Yates Quality Manager & Executive Director Eco Wireless HMPYC80 Assignment 2 Unique Code: 657101 Student...
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...Impact on Employee Morale during Company Restructuring The worldwide economic crisis has caused too many companies to restructure their corporate setting in order to survive and meet their financial challenges. If you turn on the TV or browse internet these days, it is almost impossible to avoid the bad news of more and more massive layoffs in United States as well as the rest of the world. As this financial crisis deepens, one can’t help asking “Is downsizing or more job cuts our only way out? What is the long term effect of these massive job cuts to our corporation employees? Will we need even longer time to recover from this emotional and morale crisis if the downsizing wasn’t done right?” In this paper, impacts of corporate restructuring on employees’ morale have been explored by reviewing several research papers. Figures were illustrated, strategies were suggested. It is not the question why companies have to downsize or cut jobs, it is how they should do it strategically right to reach the expected goal of benefit and continue to retain the trust and loyalty of the surviving workers. “Trust is one of the most valuable yet brittle assets in any enterprise. So over the long term, it’s far better for companies to downsize in a humane way.” - Robert Reich (Mishra and Spreizer, 1998) During the economic recession, many companies started to restructure their legal, ownership or operation structure in order to be more profitable, competitive and...
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...common that HR Manager should handle the group of working people in such a way that they should be engaged in their work and are motivated to improve their performance. Now a day’s organization have looked at Human Resource Management as a denote to contribute to profitability, quality, maximum utilization of resources and other organization goals (Noe, Hollenbeck, Grehart, & Wright, 1994). There are many ways by which employee can be low morale or disengaged with their work like no job security, downsizing in the organization, not satisfied with their work etc. HR Manager should take major steps to increase morale and should always try to motivate employee. Disengaged and demotivated worked directly affect to the goals and success of an organization. This essay aims on motivating performance and engaging worker in his work through job design, recruitment, selection, diversity, etc and the ways by which HR manager can reduces disincentives of an employee from their work. This essay focuses on the morale, motivation and enthusiasm of workers in organisations will be a much bigger challenge in the future so what human resource strategies a company can adopt to meet these challenges. Firstly the essay will identify the reason of low morale and disengagement of worker. Then how they will affect the goals of an organization and reduces the quality of the product. Finally the essay will aim on the different steps that an HR Manager can take to reduce low morale and disengagement...
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...Course Project Increasing Manager Morale and Satisfaction Submitted By: John Doilies jwdorilio@sbcglobal.net October 21, 2012 MGMT 591 – Leadership and Organizational Behavior Keller Graduate School of Management Professor Cecil Horst I. Introduction Aramark Healthcare Services (“AHS”) is a division of ARAMARK Corporation (“ARAMARK”) based in Philadelphia, Pennsylvania. ARAMARK is a multibillion dollar company located in twenty six counties with approximately 200,000 employees worldwide. The company is hired as a contractor to provide managed services in the area of food, housekeeping, facilities, engineering, call centers, and medical equipment maintenance. AHS provides services to hospitals and senior care facilities primarilily in the United States. ARAMARK is considered one of the big three, along with Compass N.A. and Sodexo USA, as far as managed services are defined. AHS provides these managed services at a local hospital, EDCH Healthcare (“EDCH”), here in Illinois at which I am a member of the management team. We have been at this account for approximately ten years; I have been at this location for just over five years. At this specific location the services we provide are primarily food related: patient services, catering, a retail café, and a coffee shop. I joined the organization in mid-2007 coming over from another big three management company. My role here at EDCH is to manage retail operations in the café, and coffee shop. The café is a...
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...* 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...
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...include Spencer’s perceived micromanagement style, employee resistance to change, and the low morale of the employees in the organization. Spencer’s Micromanagement Style Spencer admits that accounting and human relations were his weakest subjects during his Master’s program which he tried to overcompensate for by attempting “to know in detail the accounting procedures [through] long hours of concentration and detailed conversations with the accounting staff’ (Buller & Schulter, 2003, p. 13) as well as practicing management by walking around. The problem was employees perceived his attempts as micro-management. This became apparent by some of the comments made by employees. One of the managers in the siding department expressed his frustration with the statement “‘I wish to hell he’d say up in the front office where he belongs. Whoever heard of a plant manager who has time to wander around the plant all the time? Why doesn’t he tend to his paper work and let us tend to our business?” (Buller & Schuler, 2003, p. 12). Another accounting staff member voiced their concerns to a co-worker with the following statements. “‘For a guy who’s a vice-president, he sure spends a lot of time breathing down our necks. Why doesn’t he simply tell us the kind of systems he would like to try, and let us do the experimenting and work our the budget?’” (Buller & Schuler, 2003, p. 13). Managers must be mindful that continuously asking employees questions can be perceived negatively by...
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...Why Managers Need to Understand and Use Different Techniques to Motivate Employees By Student Managers Motivating Employees, September 8, 2014 I. Introduction Managers keeping employees motivated is a problem in most organizations, because not all individuals are motivated in the same way. When individuals lose interest in the workplace this can cause problems for the organization as a whole, then the overall production and morale suffers. There are different techniques that can be used to help managers motivate their employees. Some of the techniques to understand are positive and negative reinforcement, nonmonetary incentive programs, award programs, recognition awards and showing appreciation. Managers can motivate employees by understanding what motivation is and by discovering what drives each individual by using different techniques to motivate each employee. II. Motivation A. Definition of Motivation Motivation is “defined as the psychological processes that arouse and direct goal-directed behavior” (Kinicki, Williams 376). Motivation “is not a one size fits all”, each employee is their own person and what drives them to effectivley perform while on the job is an important factor for managers to be knowledgeable about (Broder). B. Why Motivating Employees is Important Employees within an organization play a key role in how the company runs. Knowing about the different techniques that are used can help managers succeed in keeping...
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