Question

Case Summary:

CEO Janette Briggs calls Frank Schuman, V.P. of Human Resources to her office where he finds her engaged in conversation with Pedro Gutierrez, head of operations, and Marlys Higgenbotham, CFO, about her experiences on the reality TV show Executive in Disguise.  Janette announces that she is having second thoughts about rolling out the employee of the month program.  After spending time with employees in some of the resort facilities she was amazed at their high level of teamwork, planning, and pride in their work.  She turns to Frank and asks what they should “really be doing” as the top managers to motivate their employees.  Franks responds in an interesting way.  He says "Maybe what we don’t want to do is decide what will make their jobs better.  What I mean is that we need to listen before we decide.”

Case Discussion Questions:

1.   What steps might the top managers take to design motivating jobs for the camp staff?

2.   How could they use a reward system to reinforce the feedback process?

3.   In what ways might the empowerment of employees affect the success of the company?

Answer 1

1. I would propose taking a survey or making a study getting some information about their activity, what they would change on the off chance that they had the chance and what are things that they would add to improve their work day. It tends to be unknown or not. Secrecy will give a more secure condition to workers to express their considerations and suppositions, particularly on the off chance that they are negative. Notwithstanding, it might be difficult to have the capacity to take advantage of that individual legitimately to get them engaged with improving the issue. They could likewise structure a group of spokespersons for the representatives to decide the requirements and desires for workers and empower them work firmly with the executives desires. Cooperation is the key! As opposed to provide exacting guidance, getting all colleagues included is perfect.

2. The reward framework is best when it's fiscal or substantial. Contingent upon spending plan and the objectives of the organization it may not be practical. Fortification can be verbal yet for it to be best, it ought to be close to home—which means, maintaining a strategic distance from general or cover explanations. Rather than a representative of the month grant, it might be increasingly successful to recognize a group that has surpassed desires. Likewise having a reward framework in which the representatives can name possibility to their chiefs is viable. Workers that are designating feel like they are being heard and representatives being named or granted feel like the gratefulness originates from their administrators or bosses as well as from their companions.

3. Engaged representatives work all the more proficiently and viably. This just builds the main concern. Such workers comprehend the objectives of the organization and make them their own. They endeavor to meet desires and produce and develop all the more adequately. Basically, the estimation of your representatives is expanded when they are in a domain that advances achievement. There is an immediate connection between's workers that are enabled and effective organizations ($$). In the event that representatives are engaged, they are glad, have decreased feelings of anxiety, are eager to go well beyond, are more averse to look for another activity, have their very own arrangement of objective to surpass so as to be advanced, and so on. Every one of these practices sway organizations primary concern—methodology are pursued all the more successfully, activities run smoother, grievances are less or settled simpler, generation levels are high, and this outcomes in better administration to customers.