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order_15469663910-1.docRunning head: PROBLEMS FACING MANAGEMENT 1
PROBLEMS FACING MANAGEMENT 13
Problems Facing Management
Author’s name
Institutional affiliations
Transmittal letter
Dear Ms .Alex,
It is with great pleasure that I am submitting this report about the problems facing management based on the practice proposal that was requested by the tutor instructor Ms. Alex.
In this report, the issue revolving around the challenges facing the management in an organization has been addressed. In other words, one of the primary concerns of management is the interpersonal relationship gap that exists between the junior employees and the top management. Additionally, this is a major problem because if the employees and the managers do not collaborate, it makes it very challenging the management team to make decisions that may benefit the whole organization. As a result, to tackle this issue, an online training program to enlighten the workers about their roles while at the same time improving their skills and knowledge has been proposed to ensure that the relationship between the top management and other staff members has improved. In so doing, the main challenge facing the management will be effectively dealt with.
I found it interesting to report on such an important and influential aspect of the organization’s success that is crucial to the economy of any country. Therefore, through the solution-based process discussed in the report, I am very pleased to sit down with you and discuss the way forward in revolutionizing the issue of management in an organization.
Yours Sincerely
Name
Table of Contents
2.0 Problem/Need/ Statement and analysis 7
3.0 Solution to Management Problems 7
5.0 Budget and cost analysis 9
Executive Summary
In the fast-paced internally oriented business market, one of the most dominant issues is how to effectively manage the business operations. In other words, business management requires the top officials to be highly skilled since most business operations employ different approaches to deal with financial, operational, and other functions associated with the organization running. Besides, this aspect requires exceptional knowledge coupled with an ability of comprehending the behavior of other people.
The purpose of this report is to explore some of the major challenges facing management in an organization. In fact, the focus of this report is to establish a solution that will help bridge the growing gap in the interpersonal relationship of the top management team, and other staff members in an organization. The action plan of the project will commence with conduction of surveys to assist the organization workers to identify their skills, capabilities and level of knowledge regarding their jobs .using the job descriptions and job responsibilities, the workers will as well be required to identify some of the skills, knowledge, and ideas that they are missing. Using the feedback that will be collected from their job assessments; an appropriate online training program will be established to help develop the workers capabilities and role responsibility to help bridge the gap between them and the management team. In so doing, the problem that arises because of the interpersonal relationship gap will be solved.
To realize the above objectives, the projected startup capital of the online training program is $ 80,000 bearing in mind that in the end, the returns on investment will be positive. In other words, the online training program will make it easy for the trainers to conduct easy tutorials and guidance to the organization staff that will help solve the problem that is faced by the management. Therefore, the primary objective of this project is to eliminate the problem faced by management using less costly strategies.
Problems facing management
1.0 Introduction
Management as a task in an organization involves forecasting, commanding, coordinating, planning, organizing and controlling of activities. Besides, management is faced with a wide range of challenges because of the demanding nature of the changing economic environment. Frequently, people tend to assume that managers have an easy task on their hands. However, this is not the case. In simple terms, the issue of management is a very complex and crucial part of the organization. In this case, the success of an organization depends on the success of its management team in establishing the strategies that are in line with the organizations goals. Moreover, poor management of an organization can lead to poor performance hence the beginning of the collapse of an organization. Therefore issue of management in an organization is therefore the pillar of an organizations performance and success hence any management problem can lead to devastating implications to the operation of the organization.
The purpose of this proposal is to explore the challenges faced in management as far as an organization is concerned. Additionally, the proposal will revolve around the management mistakes that arise because of poor-work relationships in an organization hence making some recommendations about the possible solutions to the management problem. In this case, being a member of the management team, it has been noted that so many supervisors have come up short when it comes to training of their employees hence they tend to reassign tasks because of their inadequate creativity. This proposal is written to Ms. Alex and copied to other employees in order to help deal with the issues related to management.
2.0 Problem/Need/ Statement and analysis
The poor working relationship that exists between the top management or the supervisors and their workers has resulted into major challenges in an organization. Additionally, this poor working relationship encourages poor performance in an organization. In fact, over the years, management has become a more complex activity for any manager who considers their work as important. One sure thing is that, top management team is the most affected since the organization’s shareholders together with other stakeholders have been demanding explanations of the current situation in management. It is important to deal with the management problem by establishing the root cause of the problem so that reasonable measures should be put in place since the problem impacts an organization as a whole. The best solution of curbing this issue is to encourage good –working relationship between the top management and junior staffs.
External problems facing the management originate from other personalities and departments other than those in the management team. Additionally, these may involve fellow departments or employees in lower ranks in the organizations. Besides, the possible external problems that the management of an organization may encounter may include submission of vague data collected from the external environment for analysis. In this case, this data may result into adverse managerial decision since most organization decisions are formulated based on the demands, needs and perceptions of customers. Furthermore, uncooperative suppliers may as well cause an external problem to the management team since it makes it very challenging to control them and rely on them whenever they are needed to meet the objectives of the management role . A poorly established supply chain management also possesses an external problem to the management team. In this case, the disjointed links between the external members of the supply chain may cause information and data leakage, which can otherwise result into adverse effects for the organization. In fact, it makes it very difficult to communicate important managerial decisions to other members of the external supply chain.
3.0 Solution to Management Problems
Solving problems that face management may be complex but at the same time, they can be made easier by identifying the root cause of the problem. Additionally, by identifying the root cause of the problem, it is easy to deal with the management problem gradually. In other words, conducting a cross organization analysis as far as its external and internal environment is concerned will be important in the identification of the problem. In this case, the problems to do with the poor working relationship between the managers and other workers could be solved if departmental seminars could be held to offer trainings to workers as far as the management related issues are concerned. Besides, these trainings will also develop the leadership skills of the management team such as communication, interpersonal relationship, and creativity. As a result, the managers will not encounter problems with the shareholders and stakeholders after the problem has been solved amicably. In the end- the organization performance will improve, the issues of employee-turnover will also be reduced because the morale of the employees will improve as time goes by hence producing net revenues to the organization.
An online training will be the most effective training and learning program for both the employees and the management team in order to bridge the interpersonal relationship gap that exists between them. Additionally, to eliminate the problem fully, it is important the at the solution mentioned address the objectives of the organization in the form of the following, first, it should employ a very cheap and simplified website application that will make it easy for both the junior staff and the management team to undergo training and learn. Second, the training should offer simulation activities that are more fun; entertaining and very creative to ensure that the lessons learned from the training remained glued in the minds of the management team and the workers. Third, the organization should ensure that the training program moves the workers away from the monotonous paperwork of their offices to help them re-evaluate themselves to understand how to improve on their existing skills.
Besides, an online based training will be the most effective and the cheapest way of ensuring that the learning, training and development of workers is more enjoyable and in the process, leaves a lasting implication on the organization staff. Additionally, the online training will not only act as a one-day simulation program, it will also act as the reference point of the organization staff whenever they feel like they want to confirm their progress based on the lessons they received in the course of the year. In fact, an online training gives an opportunity for the learner and the trainer to communicate more frequently making easier for the learners to experiment their ideas and opinions before putting them into practice.
4.0 Work plan
Employee and management training is the responsibility of an organization they are working for. In other words, the development of the skills of employees is a shared responsibility of individual employees and the management. In this case, the role of management is to offer the right resources coupled with an environment that aids the development and growth needs of workers. Besides, in order for the management solution to be successful, the management should provide a well-crafted description that will act as a baseline that the management and employee training would be built. Moreover, the supervisors should encourage staff whenever they identify any activity in the learning process that may make them an influential asset both now and in the end. My action plan will be rolled into phases to ensure that the program is more reliable, accurate, and consistent. In summary, my plan will commence by testing some of the already existing skills, knowledge and abilities of the organization staff to explore whether the simulation program will be able develop their abilities. Besides, this will be followed closely by proof of concept model and applicability of the simulation program that will be chosen and finally, the final cycle will encompass the commencement of the on-line program including program evaluation steps. The employee training will take the following steps:
· Phase 1: Self-assessment: I will commence my action plan by issuing survey to the organization staff asking them to assess abilities and skills based on their job descriptions. In this case, the management team together with the employees identifies their abilities, skills, strengths, values, and weaknesses. In fact, I hope that through the extensive survey that all the organization staff will agree with the objectives of the training program and agree to attend the training program. In order to realize this objective, the employees will compare their skills, knowledge, and abilities to the ones that are stipulated in the job training. Besides, the many self-assessment tools found online will also be helpful in this regard.
Self -Assessment-using surveys is important because it has been used in so many researches hence producing positive results in the process. Additionally, I Chose this phase because of its success rate as used in the past in a research that was conducted by Suhas who is the Vice President at Oracle indicated that approximately73 percent of the resoindents were of the idea of online marketing. In this case, it can be argued that, since online training and online marketing are closely related, then it will be a success in developing the skills of the organization staff.
· Phase 2: Employees will assess their current work position and their work environment: In this phase, I will begin by enlisting the job descriptions of various job categories on the online training website application. In so doing, I will ask the organization staff to go through them, conduct their current state in the job description, and visualize how the current position should look like in future. To realize this objective, the employees will be required to analyze the requirements of their jobs and performance expectations in their current job position.
· Phase 3: Identify development activities: This will entail the identification of the techniques and resources that the employees can use to develop their abilities. In other words, to help in scaling some of the development skills that can be initiated in the online program, some of the predetermined job skills based on the job description will be introduced to both the junior staffs and the management team at large. Additionally, this action plan strategy will be issued to the participants to act as a determinant or rather a control factor for the number of people who would like to attend the training program. In simple terms, the goal of employing this action plan is to ensure that the learning and development programs that will be chosen is of the required standards.
· Phase 4: Put the plan into action: It is important for individuals to review their plan based on the impact of the supervisor and the employees will be required to evaluate their progress and make the necessary adjustments. Additionally, after calculated and extensive improvement to the online training program, it will be best if an official communication is done across the company to ensure that each and every member of the organization gets the information I a timely manner. Besides, the launch of this online training program will ensure that the company employees are well equipped with relevant skills, knowledge, and ideas that will ensure that the relationship between the top management team and the junior employees improves tremendously.
This action plan will require 30 respondents, 10 top management team, 15 employees, and 5 shareholders.
5.0 Budget and cost analysis
The costs and pricing of the training program will revolve around the funds needed to hire a conference facility, training tools, refreshments, and training supervisors. In this case, the benefit and cost of the program will be determined by how much the employees were able to gain knowledge or develop their abilities (Phillips & Phillips, 2016). In other words, the issue of return on investment will influence their cost and benefit. Additional, the sources of funds will come from the organization financial boom because the training is meant to improve on the performance of the organization by solving the challenges facing the management of the organization.
The cost benefit analysis for implementing the objectives will be based on the return on investments. In other words, the return on investments will be the program benefits all over the costs of the program multiplied by 100 (Dunn, 2015). For instance, if the total costs that was pumped into the training program was $ 80000 all inclusive and the overall benefits in quality and productivity is $ 400000, hence the return on investments is 525% which basically implies that the return is 5.25 over and above the program cost.
6.0 Evaluation
The strengths of this proposal revolve around the fact that it offers an avenue if analyzing fundamental issues like organizational capabilities, performance and competitive advantage, significant areas of improvement, value and quality (Rice, 2013). On the other hand, some of the weaknesses of this proposal present itself in value preposition, lack of financial strength, gaps in the individual capabilities, leadership, and commitment of workers to the training program. Additionally, the opportunities of this proposal present itself in competitor vulnerabilities, global influences of management issues, market demands, and potential technological advancements that support management and related issues (Arends, 2014). Moreover, the flexibility of conducting a SWOT analysis is because it ensures that learners remain engaged and thinking about their capabilities and their job descriptions. Some of the potential threats or issues that can hold the implementation of the action plan of this proposal are technological obstacles to the current training proposals, environmental issues, and pending legal legislation. If any of the issues arise, posting of job descriptions on the official company website can as well help the employees to learn about their job descriptions.
One of the worst-case scenarios could present itself if the online training program does not bring positive returns on the investment the company pumped its implementation. In this case, if the initial cost of the training program $ 80000 is not employed in the appropriate manner, then there is a danger of realizing negative returns as far as the benefits of the training program is concerned. In simple terms, if the workers relationship does not improve because of improper employment of program resources, then the program will not be deemed as a success. Furthermore, if the skills embedded in the online program do not receive positive feedback from the stakeholders, then the online program will be categorized as a flop.
7.0 Conclusion
Realization of possible threats and the root cause of the management problem will be made more simplified by the implementation of this proposal. In other words, through relevant research coupled with facts and references, the information provided in this proposal will be influential in improving the relationship between the top management and the employees. The implementation of the proposed action plan is important in ensuring the organization success. In other words, the approval of this proposal is the key to the solution to the problems facing management.
References
Arends, R. (2014). Learning to teach. McGraw-Hill Higher Education.
Dunn, W. N. (2015). Public policy analysis. Routledge.
Phillips, J. J., & Phillips, P. P. (2016). Handbook of training evaluation and measurement methods. Routledge.
Rice, A. K. (2013). Productivity and social organization: The Ahmedabad experiment: Technical innovation, work organization, and management. Routledge.
