ASSIGNMENT 3

Running head: g4s organizational issues and solutions 1

g4s organizational issues and solutions 8

G4S Organizational Issues and Solutions

Paula King

Strayer University

Bus 520 Leadership and Organizational

Dr. Wanda Tillman

January 28, 2021

G4S Organizational Issues and Solutions

G4S Security Solutions roots trace back to Denmark, and in 2002 G4S acquired Wackenhut Corporation and launched their elite security officer program in the U.S. known as the Custom Protection Officer. Throughout the years, G4S acquired more companies that enabled the company to continue growing I the U.S. and throughout the country. The account I will discuss is Altria / Phillip Morris, and the issue at that location is a lack of professionalism with management throughout the contract. The unprofessionalism ranges from the dress code, time off work, organization skills, communication skills, and attitudes towards employees. Also, management is not equipped with the skills to hire qualified applicants to fill open positions. The unprofessionalism exhibited by management can hinder the work environment by lowering the morale of employees. It may also destroy the lines of communication and teamwork. Then employees will start calling off work or seek to leave the company. If that happened the company would require others to work mandatory overtime because of workers' shortage.

 The company vision is stated, as being recognized as a global leader in providing security solutions. Simultaneously, its mission statement is the client's security needs by providing integrated solutions and enhancing the company’s shareholder value by providing security service. The company's mission statement puts the customer at the forefront, ensuring that the client's needs are met. The values are the organization's standards and the organization's culture are based on the values reflected in the behaviors and actions of its employees. Their culture is founded on integrity, respect, safety, security and service excellence, and innovation and teamwork ( https://www.g4s.com/en-us/who-we-are/culture-and-values ). The Altria /Phillip Morris account failed to follow the vision and the mission statement, and the standards set for the organizations' culture because of their management's behaviors and actions. According to the text, culture should represent the way things are done within the organization. It set the standard for the organizations and their employees. The culture for this account varies depending on the location. The Center for Research & Technology and Altria Headquarters has a formal and serious culture because that is where important executives work. The Phillip Morris manufacturing plant culture is casual and flexible.

The main issue is that management does not have the adequate skills required to hire well-qualified employees. The supervisors of this company are not considering applicants based on the skills required in the security field. Most of them do not know security; some of them have never trained as security personnel. Some employees are hired because they have a degree in criminal justice and because they pass a test that does not relate to the position they are being hired for. They do not receive adequate training, mainly because supervisors lack training on positions they are hiring for. These employees do not exhibit any professionalism in providing security services. Many of them lack courtesy when addressing the customer, they serve. The lack of professionalism in hiring employees of this organization affects its relationship with the client and potential customers because it does not display the organization's vision and mission. The biggest concern with the organization is having management and supervisors failing to follow professionalism in hiring their employees, are the representatives of the company on the ground. In the future, this would make the company lose its customers as many similar companies are coming up (bin Sengorou, 2019).

    When management is unprofessional, it can hinder its workers' morale, and the lines of communication will be non-existent. The respect level will change, and the employees' attitudes and the work environment will be negative. If the workplace becomes, adverse workers will no longer be a cohesive unit. Employees would begin to call off work or leave the company altogether, and that would cause others to work mandatory overtime because of a shortage of workers. It will also have management hiring more unqualified applicants in the process and it would become a never-ending cycle.

    

The solution to the issue is to offer more training to management on professionalism in the workplace, training on what to look for in an applicant. Has management trained on all positions so they can offer adequate training to new hires? Furthermore, I have managed all the employees should go internal training and the ethical issues enclosed in providing security services. To ensure teamwork offer classes and practice exercises that will enhance teamwork among management and employees to make the workplace a more productive and pleasant workplace. If the company considers making the changes to it, it could continue being a world class security service provider.

References

Bin Sengorou, J. A. (2019). Occupational stress and its effects on security personnel performance: a case study of Safeguards G4S (Master thesis, Kuala Lumper: Kulliyyah of Information and Communication Technology, International Islamic University Malaysia, 2019)

https://www.g4s.com/en-us/who-we-are/culture-and-values

www.G4s>com

Uhl-Bein, M, Piccolo, R, & Schermerhorn, Jr, John R. (2020). Organizational Behavior 2nd Edition. John Wiley &Sons, Inc., Hoboken, NJ.