To begin with, UES as mentioned was a family oriented organization, and after years of hard working they were able to turn it into a large independent highly recommended organization. We will be discussing the steps the company followed towards expanding its workshops and teams into a substantial well oriented union. UES was always concerned about its employee's affairs, fears and worries, while practicing the Silos management system didn't really help them, it negatively supported the employees distress which lead to lack of communication and impossible personal relationships between the company members. After the leadership associates managed a solution for this issue, employees were in much relief, operated in texture and were extremely innovative and reliable. Leaders then understood that companies failure is always addressed by its broken systems not its insufficient staff.
Case Question Answers:
Q1- What are the critical factors of success? Based on the critical factors identify which type of team this case suggests?
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Critical factors of success are factors that are essential for an organization to achieve its mission and it is required for ensuring the success of a company or organization. http://en.wikipedia.org/wiki/Critical_success_factor
Examples of Critical Factors of Success:
Training and education
Training is a learning process that requires the gaining of knowledge, sharpening of skills, concepts, or changing of attitudes, beliefs, and behavior to empower the performance of employees.
Education refers to the method of learning and getting information. It is essential for learning critical life skills that make the person more smart in the job market.
Quality data and reporting
We consider data quality when it is completed; it means that employees should have a coverage for all required data and are ready to correct any mistakes when the content is updated. Reporting takes place when data quality is monitored over time to report variation in the quality of data.
Management commitment, customer satisfaction
Management proofs its commitment to the improvement of organization by establishing the quality policy, as well as establishing of quality objectives, conducting management reviews, and ensuring the availability of all needed resources.
it is important because organizations consider it as a measure of how well the products are supplied and customers' expectation is met. This enhances the customers relationship and their satisfaction.
Communication to improve quality
Communication is of an importance to promote a product, service, or an organization. There should be a good communication between suppliers, customers, employees, and the top management, because this leads to success of the organization as a whole.
Improvement and development help an organization to keep on track all business transactions and achieve more efficient results. As a result, more profit and quality will be
Q2- What are Silos, how it affected the organization?
Primarily, Silos comes from the term Silo thinking which is when members in an organization carry out the concept of individual functioning and lack of consultation, which leads to timidity in job surrounding and inefficiency. Silo thinking is usually caused by two common bases, which is when an original organization merges or joins another organization, or when an organization attains achievement or gets hold of new assets. What happens is as follows, employees working under such systems tend to be greatly proficient and well focused in their own department or structure which simply implies that if the assigned task is given for your department you will work hard enough to accomplish it, while if its appointed for any other department you won't even bother. Two ways in which you can easily work out this problem is by enforcing reward system to your organization and punishment for those of deficient behaviors. In terms of the case, Silos negatively affected UES by positioning department issues and lack of reinforcement between employees. This constructed a fragile communication bridge between departments and all levels of company structures which lead to ineffective team work and a wide breach of job inconsistency, and reckless discouraging feelings that filled up the space. Thus it eventually doesn't serve the company's target in achieving well qualified, flawless, absolute goals.
Always on Time
Marked to Standard
The basic foundation for any successful organization is the leadership method the organization is following. The leadership way followed determines the success, and the organization's future. Reading about effective leadership makes it appear that it's simple, but when the organization starts applying and implementing those leadership principles they realize that it was not simple as they were expecting it to be.
To build and maintain a strong organization "All-Hand-Meeting" or "Team Talks" should be held regularly, it's an effective way to place leadership into the crowd and enhance the feeling that executives are listening and providing genuine response and accepting feedback, not only that it's also responsible for broadcasting new news. Not only that but the organization should offer activities and events that will develop the relationship between employees and improve their social skills, which helps to tighten and re-enforce the organization social support system.
When the organization is not hitting its goals then it shouldn't put the fault on the employees, because in this case it shows that the employees were good and they had the potential perform their work with the highest standards, but the organization was broken and it wasn't qualified to implement the process in a way that will lead the organization to success and hits its goal. For that reason the leaders were responsible for changing the leadership method followed, so that the employees can perform the work they were hired for.
In the early days for this organization compassion leadership was followed, but the leaders didn't understand or follow the compassion leadership method in the right way, they realized that they were only coddling the employees. True compassionate leaders in the business world is very rare, for that while implementing it in the wrong way it had so many disadvantages and negative effects on the organization such as de-motivating the employees, and making the committed, hard working employees to stop performing their work with high standards, because they will feel that the underperforming employees are getting the same attention and privileges they receive.
Well to form a good team the organization should know how to trigger the desire inside the employees and motivate them accordingly, as in this case it demonstrates how the employees in the organization were performing, they were working in silos and avoid each other, it's like there were no connection between the one and another, and there were some sensitive and critical areas.
So based on our learning the organization culture and behavior is the fundamental key to build a good team, it's not about putting people together and hope they will perform well, things don't work in this way. The managers and leaders role is to analyze who fits to this group and who doesn't, and what are the things that will motivate them and put them in the path of goal achievement.
According to motivation theories, the leaders should first know what is the employee's needs that in which it will motivate them. As Maslow's hierarchy theory of needs suggests that each employee wants to satisfy a need either internally or externally. Internally are considered as the high-order of needs: social, esteem, and self actualization, so by meeting their needs the employees will stay motivated because they are achieving and satisfying their needs. Externally are the low- orders of needs: physiological and safety needs which can be met by providing better facilities or monetary raise.
For leaders to know who is a good employee that will be player in good team building, they can use the Douglas McGregor theory because by this theory they will be able to determine which group of employees belong to the same category. Theory X proposes that employees dislike work and attempt to avoid it, where those employees don't want to take responsibilities and prefer to follow than to lead, they have an aversion to work changes they are not dynamic, and are careless about the organization goals; so the key to motivate them is by controlling them or punishing them because they are performing their jobs only for low-orders of needs. Theory Y intend to the higher- orders of needs, as those employees perform their jobs as they are playing it which means that they are good at it and perform it very easily; so those employees are self-directed to motivate them they can be engaged with things that will address in internal fulfillments. As Lesa Gary said in the case "If you lower your standards to make underperformers feel better, you're only punishing the great employees, and killing their motivation". So this theory identifies who are the great performers.
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An employee motivation key is influenced with the needs they want to attain so those needs according to McClelland theory of needs:
Need for Achievement: those employees are seeking towards success and to work with achievers, so those employees can be given a challenging tasks and projects with clear goals to achieve; they don't care about the monetary rewards as the achievement in-itself is a reward for them as it fulfil their internal needs.
Need for Affiliation: those employees want to have a good relationship with others and feel accepted by them, they are hunting for a harmonious environment to work in. So those employees want to work with others and interact with them, which mean they work best in groups and customer service jobs.
Need for Power: are that employee who requires to practice power over others in directing and organizing employees towards the organization goals; so leaders and managers should be aware of this group as they can be address roles in managing and leading.
Goal Setting theory and Management by Objectives (MBO):
In order of leaders to form good teams and have good results, they should use the goal setting theory which is a powerful way to motivate employees as they are directed through the right path, so the goals that should be settled have to be:
Clear: which means they are understandable and apparent to do.
Challenging: which should triggering and stimulating and not bored or easy to do.
Achievable: goals that will likely not fail.
Feedback: is to oversee how the process of achieving the goals is taking place.
Management by Objectives: this method brings employees close to each other as they all know what their exact tasks to perform and who is responsible to accomplish, as each unit in the organization is linked to the other employees should also be linked by the objectives.
Goals should be S.M.A.R.T:
Equity Theory: employees in an organization weigh the inputs and outputs which mean they look forward to get the right output the efforts they put in, they compare their performance with the things they are getting, so leaders should be aware and provide the employees with the right measures according to their performance.
So based on are learning good teams can be formed by using these theories and can also be accompanied with personality tests that will determine which traits that employee inherit., like the Myers- Briggs Type Indicator which gives the leaders and managers information about employees action and reaction in some situation as this test contains 100 question assessment. Also the Big Five Traits Model provides a better understanding to personality dimensions related to the organization context.
The managers and leaders should also provide programs that will motivate the employees like UES organization did they held several programs that encouraged employees and made them understand each other and made them one hand.
Q5- what are the major learning to the team members and the leadership from this case??.
This case clarified how the team members and leadership changed their roles and how they overcome the obstacles and barriers between them to gain on an organization that functions easily, simply, and effectively.
For the leadership:
They have learnt to remove all the barriers and gaps between the employees to maintain a better function organization and processes.
Leaders are more skilled to know how to motivate and stimulate the employees to work all together, because the strong relationship between the employees and between the employee and leader will retain in success of the organization goals and objectives.
Leaders discovered that being compassion with the employees without any restrictions is just killing the good employees, so the leaders are practicing the tough lore ,which means they understand each employee needs but within the limits, and they perform a system of punishment in case if work negligence.
Also they must be able to get the team moving in a different way, speedily, and with whole position. They must attempted to battle the fears of employees by reducing them or flat-out neglecting them.
For the team members:
They are working together which means they have stopped working in "Silos" and they are more collaborative.
The team members are more participating in group discussion and they are able to give out their ideas and suggestions to increase innovatively and creatively.
Also, they have learnt that they are the structure of the organization and they are the potentials and efforts so they learnt that sometime it's the system mistake and it's not them that they are wrong.
They are stronger as they have learned to face obstacles and do not surrender for it, because with their will they are going to reach their target and aspiration.
Conclusion and Group Suggestions:
In conclusion, determining the factors essential for achieving the organizational success and improving performance is one beneficial way to empower employees and organization as a whole. Moreover, acquiring how to form a good team has resulted in improving the leaders and team members' organizational performance. Leaders are motivating their employees through understanding the motivational theories and implement them. These procedures results in positive reaction of employees, customers, suppliers, and management as well.