Respond to two (2) Colleagues W3D1 Granth

Week 3 Discussion 1:

Upon successful completion of this week's lesson, you should be prepared to: 

Learning Resources:

Required textbook reading for this week:” See attachments”

Performance Consulting

· Chapter 7

· Chapter 8

Assignment:

Respond to at least two of your peers' postings in one or more of the following ways:

· Share an insight about what you learned from having read your peers’ postings and discuss how and why your peer’s posting resonated with you professionally and personally.

· Offer an example from your experience or observation that validates what your peer discussed.

· Offer specific suggestions that will help your peer build upon his or her own virtual communication.

· Offer further assessment or insight that could impact your peer’s future communications.

· 3 – 4 paragraph responses per each colleague

· No plagiarism

· APA citing

· 24 hours

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1st Colleague – Susan Christine  

Week 3 Discussion

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TRAINING SUMMARY

The assignment this week has us developing a training program for The Green Organization to help them improve performance and effectiveness in their regional offices. In Judith Hale’s The Performance Consultant’s Fieldbook, she recommends starting this process with a needs assessment. The results of the needs assessment will then be used to guide us on where improvements need to be made. Hale also recommends the use of a scorecard while working through the process of determining performance issues (Hale, 2006).

Key Performance Objectives

As mentioned in the instructions, The Green Organization wishes to increase profitability by at least 15% within their sales and customer service in the Real Estate Group. In this situation, I would focus the performance objectives on customer and employee satisfaction, and the financial performance of the sales department.

Assessment, Analysis, Synthesis, and Evaluation

My plan would start by meeting with the executive leadership team to get a full understanding of their needs and expected outcome. I would then interview them individually so I could learn their perspective on where they believe the problems lie. Next, I would interview the front-line employees, using the same questions, so I could understand their viewpoints. I would then analyze my data to determine what areas needed the most focus. Based on the determinations made after the analysis, I would create a training manual that would specifically address the problems that are causing low profitability. After a certain period of time, I would evaluate the progress by pulling financial data and reinterviewing the front-line employees.

Cultural Challenges

Cultural challenges can occur when the other country does not know a consultant is arriving so once they arrive, they are expected to improve the processes immediately. Another challenge can occur if the consultant does not have an appreciation of the foreign culture and is unwilling to learn about the other culture. A third cultural challenge can occur if the consultant does not understand how to interact with different cultures. Not every culture is the same and behaviors are different so the consultant must act accordingly to be respectful of the other culture (Barth, et. al., 2016)

Threats to the Plan

My initial concerns that could threaten the plan would be employees that were unwilling to cooperate. If employees feel they have no vested interest in the company and the proposed improvements, then they will slow down any progress. Another big challenge I see is that the training plan will take time. This is not something that can change overnight so employees and the executive leadership team need to be patient and understanding.

References

Barth, D., Eaton, E., Ecklund, R., Frierson, R., Maddox, J., Odhiambo, R., Thomas, M., & White, D. (2016). Creating Sustainable Engagements: Lessons Learned While Consulting in Ghana. Organization Development Journal, 34(2), 45-59.

Hale, J. (2006). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People. (Essential Knowledge Resource). 2nd Edition. Washington D.C.: Pfeiffer.

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2nd Colleague – Dorian Wilson

Dorian Wilson 

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Consider this:

Prepare a training summary to be presented to the executive leadership of the Real Estate Group in a closed door meeting. Identify key performance objectives. Identify a plan that addresses assessment, analysis, synthesis, and evaluation. Identify the cultural challenges of the offices in the US, China, Japan, London and Germany (choose 3) Identify potential threats or challenges to the plan.

Hello Class,

To present the executive leadership of the Real Estate Group in the Green Organization. The process of training will be conducted based on successful strategies that has been beneficial to the company. Rising gross revenues from 10 % to the goal of 15% or more.  Analyzing the recent strategies used, synthesizing and their key performance that has lead them to the 10 % plus revenue. The slight improvement in which will provide more revenue will start with properly training your customer services rep, provide incentives based on performance.

The key objectives is goals. Developing goals such as communication, professional, collaboration, self-management and negotiating goals. All of these performance goals can motivate others during the process. “An important direction for improving the performance of such businesses will be to create an effective system of direct material incentives for employees, especially with regard to optional bonuses or targeted bonuses based on the use of the KPI. The study is aimed at the development of a strategic personnel management system according to goals based on key performance indicators.” (Andrii Karpenko, Natalia Karpenko, & Oleksandr Shudrik. (2020). p 22–35.

The culture challenges of the offices in the US, China and Germany, are their beliefs and the use of different languages other than English. The rules and state laws may also be a challenge as well with each country due to the different religious beliefs and laws. US culture consist of many cultures and their differences. Along with China and Germany. Germany store hours is very different from America’s stores, Germany closing times for their stores is between 6pm or 8pm.

This is considered very early to be closed in America. Punctuality is a must for Germans from experience being on time is the thing to do otherwise it is consider as being rude. Public restrooms are not free in Germany you must pay but the benefit of that is you can rest assure the restroom is clean. In China urban areas are used to a lack of personal space. There are so many people in China to the point they have a rule where they can only have 2 children per family. This was set in place to improve the development of population. In the US there are also 2 children allowed per family but this rule is not enforce, which is one of the reasons why people from other country’s come to America.

The potential threats or challenges to the plan, is getting everyone on the same page when it comes to understanding the concepts and strategies. Compromising with each level of learning while training a group of individuals.

References: Andrii Karpenko, Natalia Karpenko, & Oleksandr Shudrik. (2020). Development and implementation of a strategic personnel management system according to goals based on key performance indicators. Менеджмент Та Підприємництво: Тренди Розвитку, 2(12), 22–35. https://doi.org/10.26661/2522-1566/2020-2/12-02

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