DQ 4-1

DQ4-1 Responses

2.

One of the most important tasks in creating a high-performance culture is taking care of employees’ needs. When employees’ needs are met, and employees feel aligned with the mission, vision and values of the organization, they respond with high levels of engagement and commitment. They come to work with enthusiasm and are willing to go the extra mile to support the organization in its endeavors (Barrett, 2014). Once employees’ development needs are determined, coming up with a plan is the next step. While conducting the analysis, I came to realize that most employees felt discouraged because the credit they deserved sometimes wasn’t acknowledged. In government, it is very difficult to stop the hassle and recognize those who are working so hard in order to fulfill their daily tasks. I strongly believe coming up with a monthly event orientated to employees will be well received. There are special events that only senior staff gets to attend and it doesn’t seem fair at all. Everyone is working extremely hard to get the job done and should get recognized in some way as well. By creating an event for all staff members, will assure everyone that their work is valued and appreciated. Aside from this, more training seminars should come into place where we review what is needed and what accomplishments as a team they have acquired. If there is room for improvement, we can indicate this as well. It would be a great time to get together, plan and recognize what is working and what needs improvement. The many obstacles I encountered was getting employees to speak their truth. No one ever wants to throw anyone under bus and saying something that doesn’t seem right can lead to other issues. However, after speaking to employees and digging deeper, determining where growth was needed became so much easier. 

 

Reference:

 

Barrett, R. (2014). Understanding Employee Needs: Key to Creating a Highly Motivated Workforce. Retrieved from

https://www.tlnt.com/understanding-employee-needs-key-to-creating-a-highly-motivated-workforce/

3.

Prior to developing your training exercise, you must analyze your organization to identify room for potential growth. What obstacles or barriers did you come across that made this difficult? How did you determine where growth was needed?

 

In conducting an analysis of any organization and to identify growth within the organization, as management, one must foresee the need for any changes such as software and training.  Training is crucial to paraprofessionals, new hires, and seasoned employees.  In our organization, identifying growth in our organization is difficult because of the turnabout time for both new employees and seasoned employees.

 

According to Dressler (2016), “a living company is a learning company”.   In maintaining the growth of a company, one should take this statement into consideration while developing a strategy for potential growth.  Job analysis is important when it comes to all training for every employee as it conducted to help improve the nature of the employees knowledge of policies and procedures; policies and procedures change in a variety of companies and if training is not conducted the new hires or even seasoned professionals could be voicing insufficient information.

 

Some obstacles or barriers to that organizations face are both “can’t do” problems and “won’t do” problems.  According to Dressler (2016), there is a significant difference between these two problems within an organization.  Can’t do problems are associated with tools or supplies needed to confirm your job duties; however, won’t do problems are initiated from the employee themselves.  A won’t do problem is initiated by the employee in such a way where training will not help them succeed because it cannot be fixed by training, better changes for the won’t do problems should be addressed by other incentives.

 

Another barrier for our particular organization is turnover rate.  Our company has new hires and seasoned employees who both complete their six-month probationary status and then transfer to higher positions located within the State.  Incentives in this manner would be sufficient for employees. The growth for our company is more staffing and more reciprocated trainings developed by those who have completed the job duties prior.  Our facility lacks on growth because the higher ranked individuals completing the training have not completed our job training; therefore, making it difficult for them to train.  Growth is required for any company; however, in our facility more training and more employees again would help assist our growth in the Public Health Department.

 

Dessler, G. (2016). Human Resource Management (15 th  ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISB-13: 9780134235455