Final Report

Solution Identification

Abstract

The Dining Facility is facing poor personnel management, which is linked to ineffective leadership. This problem has birthed other challenges in the organization, establishing the need to solve the problem. While various solutions can be applied, it is necessary to understand the problem and consider the employees and organizational needs to formulate the solutions. Various other aspects will shape the solution identification for this management problem, including being accepted by the organizational members and how achievable the solutions are. The solutions will be fixed on addressing the problem and building trust in relationships within the facility. One effective solution to be discussed is the training of leaders. In this regard, this paper will identify possible solutions to the management problem of poor personnel management at the DFAC. In addition to this, it will establish the implications (mainly financial) of applying the recommended solutions.

Keywords: Poor Personnel Management, Solution Identification, Employees, Organizational Leaders, Training, Relationships

Introduction

The Dining Facility is facing poor personnel management, which is linked to ineffective leadership (Hearn, 2018). This problem has birthed other challenges in the organization, particularly concerning the productivity and performance of the employees and the entire Dining Facility. With an understanding of the management problem identified at the Dining Facility on the post in the military, various solutions can be applied. However, since the management problem is linked to leaders and affects the employees, it is necessary to consider them strategically. In addition to this, the recommended solutions will also address the client's needs about the management problem established. In this regard, this paper will identify possible solutions to the management problem of poor personnel management at the DFAC.

Discussion

Solutions

The application of change at the Dining Facility is necessary in addressing the problem of poor personnel management. One significant change that will benefit the facility is contracting personnel that will help manage human resources, which are essential stakeholders in an organization. In this regard, appointing new managers is an effective solution in addressing the management problem. In addition to this, restructuring the hiring and recruiting process in the organization will help attract and retain talented employees. Besides restructuring the composition of employees, the Dining Facility should also change its strategies and procedures to enhance employees' management effectively. However, employees and other personnel at the facility should be prepared for the change to be implemented (Hearn, 2018).

Since the management problem at the Dining Facility is linked to ineffective leadership, formulating solutions with leaders' consideration will be significant in addressing the poor management of personnel. One effective solution is training the leaders on good management skills (Crampton, 2017), through which leaders will be shaped to manage the employees effectively. Through this, the leaders and managers within the facility will undergo growth and development that will promote improvement in managing personnel at the Dining Facility.

Training leaders and managers within the organization are also significant as it will help develop other relevant skills (Crampton, 2017). It will promote the development of problem identification, problem-solving, and decision-making skills, which are significant for managing personnel. In this regard, the managers will be armored with relevant skills that will ascertain they identify the management problem at the facility and apply appropriate solutions and make effective and ethical decisions about the same (Crampton, 2017).

In correlation to the development of skills attributed to training, leaders within the Dining Facility will also develop communication skills relevant to a delegation of roles and responsibilities. They will provide critical feedback that will facilitate the implementation of appropriate solutions to the management problem established. Effective communication will also ascertain that the employees are given constructive feedback and guided on appropriate ways to improve their weaknesses (Crampton, 2017). Additionally, employees should be given a voice to ascertain that they air their views, issues, and concerns (Tarallo, 2020).

Leadership team development will also help overcome the management problem at the Dining Facility since the leaders will be better positioned to evaluate the level of empathy, interdependence, and trust within the organization. It will help in identifying the strengths and weaknesses in the relationships within the organization. Organizational leaders should also create a workplace environment centered on honesty and trust (Tarallo, 2020). Training on ethical leadership will also promote effective management of personnel, particularly concerning issues of diversity and inclusivity. Career coaching for both organizational managers and subordinates will also be beneficial in solving the management problem (Tarallo, 2020).

Poor management of personnel can be linked to inappropriate behavior by subordinates and attributing incompetency. In this regard, the DFAC managers lose the morale and desire to handle their teams effectively. Besides, it is challenging to deal with poor performers in an organizational setting. To address this concern, managers should try to project positivity and look at things from a different perspective (Rathi & Lee, 2017), facilitating improved management of personnel. It is also significant for leaders to improve relationships within the organization, particularly with subordinates. Connecting emotionally with staff members will also help leaders mentor and enhance the overall experience within the Dining Facility (Crampton, 2017).

Since the problem leads to poor performance of employees, it is necessary to develop solutions to address this concern. In this regard, one effective solution is to elevate employees' morale by strategizing and developing an effective reward system, which will ascertain that the employees will instigate efforts towards attaining organizational goals and objectives. Organizational leaders and subordinates should also strategize to perform their duties and develop an effective solution concerning poor personnel management (Tarallo, 2020).

The Dining Facility should also develop and promote a strong work culture. In correlation to this, the organization should redefine its standards and develop a structure that will help employees know what is expected of them about the performance of their duties (Rathi & Lee, 2017). Furthermore, the facility should promote a transparent culture that will establish mutual trust and respect among all organization members, through which it will promote empowerment and engagement of employees and encourage teamwork (Crampton, 2017).

Implications of implementing the solutions at the Dining Facility

Implementing the proposed solutions has various implications for the organization and its staff, particularly about finances. These solutions are financially feasible. While the solutions can be implemented within the financial cost structures of the DFAC, they (the solutions) will not inflict high costs that might affect the facility’s finances heavily. In addition to this, they can be applied and completed within a reasonable time frame, ascertaining those other organizational operations and processes are not highly affected. Implementing these solutions will significantly ascertain that the management problem is addressed. Since the solutions will ascertain those personnel at the DFAC are effectively managed, it will enhance the performance of employees and promote the attainment of organizational goals (Hearn, 2018). To this, the solutions will promote increased customer satisfaction and overall profitability within the organization.

Conclusion

The management problem at the Dining Facility promotes adverse effects concerning meeting the targets set and attaining the organizations' objectives. However, despite the outcomes of the established problem, various solutions can be applied. As documented, poor personnel management at the DFAC can be addressed by training leaders on appropriate management skills, promoting growth and development of organizational leaders, career coaching, and training on ethical leadership. It will also be beneficial to create a conducive working environment, promote a strong work culture, and encourage managers to connect emotionally with their subordinates.

References

Rathi, N., & Lee, K. (2017). Understanding the role of supervisor support in retaining employees and enhancing their satisfaction with life. Personnel Review.

Crampton, D. (2017, March 10). Overcoming Bad Management. 6 Principles That Build High Performance Teams, employee engagement, leadership, leadership team building, leadership team development, leadership training, management, training.  https://corevalues.com/leadership/overcoming-bad-management/

Hearn, S. (2018, June 26). Managing poor performance at work: A checklist for managing underperformance. https://www.clearreview.com/managing-poor-performance/

Tarallo, M. (2020, June 9). Effective Strategies for Working with Problem Employees. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/strategies-for-working-with-problem-employees.aspx