Example answers to Questions on Organization Management

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1.1Explain the purpose of Goldenstate Manufacturers and comment on how it might differ from other types of organization. (Learning outcome 1a). Goldenstate manufacturers (Pvt) Ltd. are a large textile-manufacturing-company in the business for over 30 years located in Australia. The company is among the top five manufacturing organizations in the country and employs over 1700 employees. Based on this information, this is a strong enough organization. Firstly, at economic part, the company has ability to provide a large number of productions and sell them all over the world. For this reason, the company can create a satisfied economic benefit and stimulate economic development in Australia. The company also stimulates the ability of consumption in Australia. Secondly, at social part, the company can offer a lot of work opportunity in society which will solve the rate of unemployment. It will also reduce the pressure for the government. Every year, the company may do free service to the society, for example, repair the public facilities. The company gives the money to the charity organization for the poor children. Finally, at personal part, people who work in the company, they can achieve their personal value. They have got the space for promotion in the view of future. The staffs will have the chances to learn more new skills on their professional areas. The staffs work in the company which has a good reputation; they can receive the respect from other people.

1.2Draw a detailed organization chart for Goldenstate Manufacturers showing the various roles and functions in place.(Learning outcome 1b)

Explain for the below chart:

1 QC: manger of quality control department

1 OPE: manger of operation department

1 A&F: manger of accounting & finance department

1 SALES: manger of sales & marketing department

1 ICT: manger of ICT department

1 HR: manger of human resource department

1 R&D: manger of research & development department

2: middle-line mangers

3: first-line mangers

4: supervisors

5: team leaders

6: technical workers

7:non-technical workers

8: staffs

9: deputy general managers in six sections which are knitting, dyeing, finishing, cutting, stitching and purchasing.

CEO

1SALES

1R&D

1 HR

1 ICT

1A&F

1OPE

1QC

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90

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Explain how effective you feel the organization is and list the main skills and competencies needed for it to be competitive. (Learning outcome 1c)

The Goldenstate Manufacturers (Pvt) Ltd. is a strong enough company which in textile-manufacture area, but it still has some serious problems on their management. As the new CEO said, the operation department is the most disorganized department. Carl, the operation department manager finds it hard communicating at all levels. The workers' turn-over in the knitting and finishing sections is high. Dyeing and cutting sections are overstaffed. The productions are held-up in some processes. Customers' complaints are increased in the past 18 months. Based on that information, I will recommend some main skills for the operation department to deal with the hard situation.

Firstly, Carl, the manager should have a good communication skill at all levels. To make sure the communication skill works in the conversation. Carl should listen to other people's opinions and receive the feedback form all levels. Secondly, transfer the staffs from dyeing and cutting sections to knitting and finishing sections, it will deal with the workers' turn-over and keep the balance at these sections. Next, the productions are usually held-up, in this situation; the manager should train the staffs to work as a team and how to improve the work efficiency. Carl will identify for the staffs, how to coordinate each other. If keep this way, they will work smoothly and do not waste time and improve the productivity. Then, Carl should give more responsibility on his staffs, to let them have more accountability to do the job. Otherwise, they need a meeting in every week, review the work for last week to resolve the problems immediately and make a good plan in the future. Next is motivation the staffs properly, such as give the chances to the staffs for learning the new skills and give the space to the staffs for promotion. Move to the work performance, this part is very important, the team leaders and supervisors should monitor the staffs' performance all the time, meanwhile give some correct guide for the staffs to improve the quality of production. It will reduce the customer compliant. Finally, the company should contribute a good customer service to resolve the complaints. Sometimes the company will give some free service for the customers are necessary.

2.1 Explain the leadership styles of Adam, the Knitting Manager, and James, the Dyeing Manager, and comment on how appropriate you feel these are in the current situation (Learning outcome 8a)

Adam, the knitting manager, his leadership style is authoritarian. He just tell his employees what they should do and only can follow his methods to do the things. He will not pick up other opinions which come from his employees. At good side, he has a strong management control by himself and the staffs work under processes and take order on their jobs. On the other hand, the staffs work under pressure and have poor mood during the work, they may have some good ideas which can improve the work efficiency on their works, but they may scare to speak out their opinions, because Adam will not listen to others. According to these reasons, in the knitting department, the workers' turn over are much higher than other departments. The staffs feel unstable in the work environment. Otherwise, if always hire the new staffs to do the work; it will reduce the productivity and profit.

Based on this situation, I give some recommendation to Adam. Firstly, he should begin to accept other employees' opinions which have the benefits for the company. Secondly, communication properly with his employees all the time and keep a relationship with them. Follow this way, Adam can receive the positive and negative feedback quickly and make a suitable decision for the company. Next, motivate the staffs and always encourage them to do the job best, give them a hand, if necessary. Adam can borrow some staffs from the dyeing and cutting sections to replenish the vacancies for knitting department.

James, the dyeing manager, his leadership style is declarative. He allows his employees to do the things and does not take much notice. The employees have strong control by themselves, but form my opinion, James did not delegate in the right way and did not control properly, because he refrains any actions which might upset the employees. The employees may do some processes in the wrong way, but James did not point out immediately. For example, if the employees do the things which destroy the benefits of the company, the company's reputation will goes down and people will doubt his ability on his responsibility.

Firstly, he should point out the mistakes which from his employees and give them right guide immediately. Secondly, if he wants delegate more to others, he should choose the right person who can take charge of the task and training is necessary, James should pass on more experience to the person. Finally, check and control the task is very important, to make sure the task goes in the right direction and make a decision correctly.

2.2 Use any motivational theory, or theories, to advise Adam, the Knitting Manager, how he might motivate his staff so they will remain with the company. Make sure you explain what he must do and how he might do it (Learning outcome 8b)

Maslow's Hierarchy of needs status that we must satisfy each need in turn, starting with the first which deals with the most obvious needs for survival itself. When the lower order needs of physical and emotional are satisfied are we concerned with the higher order needs of influence and personal development.

As we can see, the first level is physical needs which are food, sleep and homeostasis, etc. Firstly, Adam should give a guarantee on their payment. It will satisfy their basic needs. For example, one of his staffs may use the payment to return the loan to the bank on time, so he or she will have a stable attitude on their work. The second level is safety. To keeping a safe work environment for his staffs and take out any hazards during the work. The staffs have a healthy bodies are good for their work and will not affect the productivity. Adam should arrange the staffs to go to the hospital to check the bodies every year. Next is love and belonging part, the manager should have a good friendship with the staffs; they can create a no barrier work environment. The partnership is very important to support the staffs. If necessary, sometimes Adam may organize some special activities, such as parties and BBQ. The staffs can invest their family members and friends to join the activities together. It will extend socialization to make more friends and good for the business. Move to the esteem needs part; those needs are higher than other levels. Adam should make a plan to how to train his staffs for the new skills. If the staffs become more professional, the staffs will have more strength to take charge of their jobs. The staffs can achieve their personal value and respect by others. The highest level is self-actualization. This level is based on other levels. People may have creativity on their job which is good for the company; the manager should always encourage his staffs to create new ideas on their work, such as how to save the time to do the job and how to save the cost for the company. The staffs should have more morality to protect the profit of the company.

2.3 Mark the CEO has told Ron, the Finishing Manager, that he should delegate more, Explain to Ron the steps he must take to delegate effectively making sure you clearly explain what he has to do at each step and how he might be able to do kit.(Learning outcome 8c)

Ron follows Adam's leadership's style which is authoritarian. He does not allow his staffs to take the liberty of doing things without his knowledge; in that case, he will have much pressure on himself, so he should delegate more on his staffs. How to delegate the task to the person is very important. Firstly, before he delegates someone to do the task, he should analyze the task and choose the right person who has the strong responsibility to take charge of the task. Secondly, Ron will train the staff individually and tell him or her how to perform the task by given feedback, if necessary, Ron should provide the staff with step by step instruction and give his own experience on the task. Sometimes if Ron finds the staff is overload on the job, Ron can adjust the job properly or may reduce some workload on the staff and give some advices on it. Ron will train his staff regularly and improve their work skills on the new tasks. Finally, review and control are very important. Ron will check the performance of the staff and how did the staff to do the job before and the staff also needs to give Ron the feedback and opinion quickly, then Ron can make a correct judgment on him. If the staff always accomplish the tasks properly, Ron can consider give some compliments to the staff and encourage the staff to do the best.

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