Assignment 3: Policy Outcomes

Stakeholder Analysis for Job Creation

Name of Student

Institution Affiliation

Stakeholder Analysis

Stakeholder analysis is a strategy that managers use to facilitate the policies of an organisation to reform the processes by accounting for using the needs of those that have bigger roles in all the organisation. The management knows how to puts interests and their capacity and uses the analysis to reform advocates and choose the best option (Missonier & Loufrani-Fedida, 2015). The concept of stakeholder analysis has evolved into decision and game theory. The modern models of SA analysis use both the quantitative and qualitative data to understand the stakeholder positions. The management in many organizations will use the tool to know whose interests or opinions to put in place before a program or the initiative runs.

Procedure

The identification of the central argument. There is a large portion of the population that is unemployed. The government and other stakeholders in the labour industry has a role in the creation of employment opportunities (Poplawska, Labib, Reed & Ishizaka, 2015).

The indentification all the clear reasons for the explicit reasons. All the clear reasons for low job opportunities are the rise in population and the low level of education that some people possess.

The identification of the implicit reasons for unemployment. There are also unclear reasons for unemployment such as discrimination based on gender, sexuality and racism. It is not very clear that discrimination has continued to keep the employment levels low.’

Identification and utilisation of the available solutions. There are various solutions to unemployment. The private sector, the government sector, the military and other organisations offer employment opportunities. An organisation would offer employment opportunities to a person if they met the criteria that they have set.

The governments’ ideas are most credible. The government controls the construction of industries and tariffs that determine the construction of industries (Poplawska et al., 2015). The government uses the constitution to triumph over companies. In an instance the government decide that that company should increase the employment opportunities failure to comply will lead to denial of licensure, terminating, operations of the company. Those companies that comply can enjoy benefits like fast approval of their licenses.

The economic and the political status of the stakeholders will determine the efficiency of the initiative. A company will only be able to offer employment opportunities if the conditions are favourable. A company that collects larger revenue will be able to offer higher employment opportunities to employees while that with lower revenue level will offer limited opportunities. On the other hand when leaders advocate for policies that promote the creation of more jobs, then there will be the creation of more employment opportunities (Poplawska et al., 2015). The leaders must come with policies that will influence the organisations to offer more opportunities.

The stake holders

Labour unions: act as a bridge between the employees and employers in the labour industry. The employees chose the leaders in the labour unions who speak on their behalf to the employers. They will campaign for better working conditions and increment of wages (Irwin, 2018).

The policymakers: They include the government and the company management. They are the people who have the power to formulate policies that govern labour union. In the article, Trump says that the government is formulating policies that increase the employment opportunities.

The employers: They are the government and the private employers. The employee is the working labour force who are to work in industries (Epistein, 2018). They

Sector skills agency: They are an agent of the government to ensure that employees have the right skills. The government use people in the category to evaluate if people in various jobs possess the appropriate skills ((Irwin, 2018). An organisation may provide jobs, but the people available may not have the skills. Hence, the agency will match a person’s qualification with the appropriate job.

Job allocation agencies. They are from the individual companies as well as the government.

The trainers. They are tertiary learning institutions such as colleges and other initiatives that offer vocational training.

Cumulative frequency table

The government that is the primary policymaker says that there is a need to increase the number of employment rates to over 96% (Epistein, 2018).

The labour unions aim at increasing wages to the new employees. The increase in the earnings per person will reduce the poverty levels among the employees.

The employers aim at using the current labour force to generate profits. However, that will involve promotional of the employee welfare.

The schools and the intuitions that offer training continue to produce individuals who are competent to fill the positions that the employers create. The institutions have come up with a syllabus that equips individuals with skills that the employees require.

The job allocation agency aims at placing people in the right jobs. The agency aims at placing people in jobs based on their qualifications and not involving bias or discrimination (Epistein, 2018).

The employers will aim at filling the job vacancies that are available. The trainers offer knowledge at different levels and fields that offer the employer with several alternatives and hire the person who properly suits the job (Epistein, 2018).

Line graph

The number of employees is highest while that of the policymakers is the lowest. There graph shows an exponential increase as the number of stakeholders increase up to the point of the sector skills analysis agency. The real relative frequency flattens beyond this point. The line flattens after 601601 stakeholders. An increase number of stakeholders will not have an impact on the success of the initiative.

In conclusion, there is a need for the corporation of the stakeholders for the success of the initiative. The employers and the employers are the primary stakeholders in the initiative otherwise the intuitive would be terminated. The number of stakeholders should remain constant to ensure that the project is successful.

References

Epistein, R. (2018). The jobs market is booming. And we have Trump to thank. Retrieved from https://www.newsweek.com/jobs-market-booming-and-we-can-thank-trump-775548

Irwin, N. (2018). Even the Seemingly Disappointing Job Creation Numbers Are Pretty Great. Retrieved from https://www.nytimes.com/2018/10/05/upshot/these-seemingly-disappointing-jobs-numbers-are-actually-pretty-great.html

Missonier, S., & Loufrani-Fedida, S. (2014). Stakeholder analysis and engagement in projects: From stakeholder relational perspective to stakeholder relational ontology. International Journal of Project Management, 32(7), 1108-1122.

Poplawska, J., Labib, A., Reed, D. M., & Ishizaka, A. (2015). Stakeholder profile definition and salience measurement with fuzzy logic and visual analytics applied to corporate social responsibility case study. Journal of Cleaner Production, 105, 103-115.

_1602587700.xls

Chart1

Policy makers	Policy makers	Policy makers
Labour unions	Labour unions	Labour unions
Employers	Employers	Employers
Employees	Employees	Employees
Trainers	Trainers	Trainers
Sector skills analysis agency	Sector skills analysis agency	Sector skills analysis agency
job allocation agencies	job allocation agencies	job allocation agencies

Real CF

cf

Series 3

0.01

0.01

0.02

0.01

0.086

0.084

0.937

0.851

1.015

0.078

1.021

0.006

1.022

0.001

Sheet1

	Real CF	cf	Series 3
Policy makers	0.01	0.01
Labour unions	0.02	0.01
Employers	0.086	0.084
Employees	0.937	0.851
Trainers	1.015	0.078
Sector skills analysis agency	1.021	0.006
job allocation agencies	1.022	0.001