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Philip Ransome
Liberty University
BMAL500: Research Paper Assignment
Elsie Cook
7/08/2022
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Step 1.
Summary of the organization
My organization is a technology company that mainly deals with web development
and management. We are an upcoming company thus, are mostly linked to small and
upcoming organizations. We advise on the best web design for a business and help develop
those websites in cases where a company shows interest. Some smaller companies also lack
experts to manage their websites. Our company offers management services at a fee to such
organizations and even offers training on how best they can control their websites to help
realize positive business growth. Our websites are also host-ready thus, very easy to adopt
and use in any type of organization. Over the past few years, our organization has witnessed
massive growth and, is still on the verge to become the best in the county. Most smaller
businesses now prefer working with us as our work has proven to be successful and
rewarding. As an organization, we have also received very little negative feedback on the
designs and are, therefore, focused on growing even bigger and offering more good services
to our clients. The management has also been great despite the little organizational
commitment mishaps that we faced recently and, that is under control as per this assignment.
Synopsis of the organizational challenges
Over the past few weeks, it has come to my attention as the organization’s chief
Human Resource officer that most of our employee’s commitment has significantly gone
down. Most of them are no longer showing the commitment we had while starting the
organizations and are showing signs of giving up. They are no longer enthusiastic about their
roles as they used to be initially. My analysis following this discovery revealed that this
reduced commitment is a result of the recent management changes that came with a roll-out
of new terms and conditions of working in the company. Most of the employees did not find
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the new adjustments appealing and thus, got demoralized, a situation that significantly
affected their commitments to the organization.
Facts and examples to support the explanation of the organizational problem
The total registered employees per my office (Human Resources is 50. This number
includes both main and subordinate staff. Of the total, 35 are male and only 15 are female.
Everyone serves within a specific department and, plays a designated role in the common
goal of the entire organization. Whenever an individual fails to show up, we are often faced
with manpower shortages thus, sources the services from other departments within the
organization. Re-assigning people to play roles in other departments was a very rare thing in
the company until a few weeks ago when individuals began reporting to work late or,
submitting their apology letters for missing out during working days. Being under contracts,
it is hard to lay off workers. Therefore, as an organization, we are forced to keep the workers
and adjust to their absentia despite the negativities. I have reassigned duties severally and
dealt with unexplainable excuses to miss work.
For example, just a week ago, our chief developer took a week-long break to deal
with a small bruise on his hand following a minor injury. Practically, that is not a valid reason
to be off work for that long. However, since he is under a contract that allows for that
flexibility, he decided to take advantage of it and stay home. When I reached out, his reasons
to miss seemed more than just the injury. As a close friend, he revealed to me that with the
changes, he felt significantly demotivated to continue working with the company and was in
fact, seeking alternatives. His commitment was gone and I could do less to help. The chief
developer, Mr. Hayes, is a very crucial part of the organization thus, as a person in charge of
the organization’s employees, I saw the need to step up and see a way forward. As of today,
he is back at work but still demotivated. I have plans in place already to help maintain him
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but, I am still working on other ways to see the problem solved as he is not the only
decommitted employee. At this time and phase of the company, I feel that our staff is very
crucial and thus, has no option but to do all in my power to help solve the issue.
Key issues that merit this discussion
The biggest key issue that merits this discussion is the recent changes in
organizational management. The changes came as impromptu and most employees were not
ready for it. Some even did not know about the changes until the rollout of the new terms.
Before the change, most staff were not involved and thus, denied opportunities to share their
thoughts or take on the newly appointed administration. The success of any organization
starts from the top management as these are the people that develop a positive organizational
culture. They are also the team that makes the most crucial decisions affecting the
organization and thus, significantly determine the success of an organization moving forward.
These recent changes were not positively welcomed and this is evident in the decommitment
as seen across the staff. Therefore, to help address the issue, discussing the new management
and their management patterns merits as a key issue to be discussed.
Besides the change in management and the entire management pattern, another key
issue that merits the organizational decommitment is the newly rolled out terms and
conditions of work. Unlike the previous flexible programs and schedules, these new
conditions are extra demanding, a factor that these employees find unwelcoming. Previously,
these employees reported to work at nine in the morning and left by four in the evening.
However, since the new management, they are now expected to be at work by eight in the
morning. They are also expected to work till late in the evening with the official leaving time
being extended to five in the evening. Despite the adjustments in working time, these
employees did not get a salary increment. Most are now feeling that they are being
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overexploited and going uncompensated. There are also restrictions on breaks and most are
already taking more time to adjust. These terms are a reason why most of them are seeking
alternatives to our company, a situation that is very dangerous to the company (Al-Jabari &
Ghazzawi, 2019). Therefore, to help solve this commitment issue, these changes in working
terms and conditions must be addressed as they also merit discussion.
Who are the various individuals and what part do they play?
All the 50 employees in the organization play a crucial part when it comes to the
success of the organization. This being a web developing and managing company, everyone
plays a role that helps make a service complete to the clients, whether small or big. However,
the most crucial individuals are the management team, the human resource department, and
our senior staff members like Mr. Hayes.
The new shuffle in management also saw a replacement of the chief executive officer
with the former CEO getting a promotion to a much bigger technology company. The newly
appointed CEO came in with a different board of management who also demanded
adjustments to best fit their ways of administration. Together, they formed the new working
terms and conditions that most employees are not okay with.
The new chief of staff is also a new person with very minimal understanding of the
company. For the few days he has been with us, it is evident that most employees do not like
him. Most employees are also still struggling to understand his ways, what he likes, and what
he does not like. In addition to that, he seems like a no-nonsense human and a hard-to-
approach individual thus, a problem to work with at the moment.
Threats, challenges, or opportunities that these individuals pose.
These individuals form a vital part of the organization. They are the primary anchor to
the success and the whole operation of the future of this technology company that has already
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received a great reputation over the past few months of being in the market. Therefore, a
mistake on this part of the organization is an automatic genesis of other several problems that
might follow. In addition to that, if left unattended, these problems might even lead to the
ultimate downfall of the entire organization (Appelbaum et al., 2018). The biggest challenge
the organization is facing following a change of the chief executive officer is a proper
understanding and synchronization with other subordinate staff. There is still a
misunderstanding between the communication channel from the top management downwards
and that seems to be a major issue that needs to be addressed. Failure to address this issue is
likely to disjoint the entire board of management team as the individuals that this new team
found in the office might sell all their shares in the company and eventually, walk away.
These people walking away can only mean one thing, a collapse of operations.
A significant threat following the problem that the organization is currently facing
(employee commitment) is the loss of clients to other competing companies that offer similar
goods and services. A confused organization or that with significant differences often fails to
unify everyone thus, people leave for better options. these confusions and misunderstandings
also create opportunities for other competing companies to come in and take away our
promising and top talents, a factor that can further kill the entire company.
Explain the role of leadership in the situation
Leadership plays a vital role in the success of any organization. For ours, the new
management is equally important. Despite the misunderstanding and lack of togetherness, it
is upon us to ensure that everything works as expected. As the new chief executive officer of
such a developing company, it is his mandate to ensure that his new and already existing staff
is at per for continuous and easy operations. Therefore, he must do all in his power to bond
the team and make everything happen. As the organization’s head human resource officer, I
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think that I also have a role to play in convincing the already affected employees to continue
working with promises of making everything better (Hale et al., 2019). I have been in the
industry for a while and I believe that I have the upper arm to convince my staff.
Additionally, all the newly appointed leaders also have a role to play in offering great
leadership and creating a better working environment and organizational culture. They set the
pace for every operation therefore, they should take the correct leadership approaches to help
that everyone within the organization is contented.
Environmental issues to be considered
The biggest environmental issue to be considered within this technological company
is managing all our electronic wastes. Global research shows that technological companies
throw away close to $65 billion of electronic waste annually. Only a small proportion of the
old electronics are recycled. A significant portion of these materials can be reclaimed through
a careful process of recycling. By reclaiming these materials rather than digging up more, we
can help reduce both the waste and any environmental harm associated with it.
Step 2
Explain the author’s current view on the chosen organization theory and how it relates to
your problem.
The chosen organizational theory was Maslow’s hierarchy of needs. This is a
psychological theory that helps explain the different human beings’ motivations depending on
their pursuit of different needs or demands. This theory states that most people are motivated
to fulfill their needs based on a reliable and trustworthy hierarchical order (Hopper, 2020). In
most cases, the orders start with the most basic needs, which in this case, is great and
trustworthy management, before advancing to the more advanced needs, which in this case, is
the organization’s success. The author’s current view on this theory is unsatisfactory. Most
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employees are showing decommitment as others are already seeking alternative companies
because they believe that their basic need, which is good governance that is trustworthy, is
absent despite the several attempts to convince them of a better tomorrow by the HR
department.
An indication the author applies from theory concept to organizational behavior
The chief developer, Mr. Hayes is a clear indication of an unsatisfied employee. From
a minor injury, he is now on an ave that I would render unconsolidated. He desires to have a
good administration that serves him and the company right and, that allows him to be who he
is. He feels that these basic requirements are tampered with and thus, sees a need for change
from his current roles. other employees are also afraid of approaching the new chief of staff
because of his personality. Such situations encourage a toxic working environment which
affects the basic requirements of successful organizational operations.
Relationship between the selected theory and our organization
People are motivated to deliver their best depending on how they are motivated
during work. Individuals with good governance and great workplace culture tend to flourish
compared to their counterparts with shaky or unreliable management. Our organizational
issue is employee commitment and the main cause is the recent management change that
brought about new terms and conditions of work (Wang, Albert & Sun, 2020). Therefore, the
most relevant portion of this article that primarily ties the theory and concepts with the
organizational issue to create an explanation for this problem is the importance of having a
committed staff and ways of achieving that.
Step 3
Recommendations
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From all the understanding gathered on this issue and the possible solutions
suggested, the best recommendation that I would give to solve this problem is inclusivity. The
major issue, in this case, is the understanding between the incoming and the already existing
body. Therefore. The best way forward would be to have a closed-door meeting and, include
all the stakeholders involved before initiating new plans. Everyone should be allowed to
contribute to the changes and share their thoughts and expectations. When this happens, there
can be a common understanding thus, a positive continuous organizational operation. This
problem is also best when solved. Solving it is likely to be a win/win situation where nobody
feels deprived of their rights. The consequences of my plan of action are likely to be a
peaceful agreement. I would also say that I see my patience personality style fit in this
recommendation as it majorly involves bringing people together and discussing to find a
solution to a problem.
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References
Al-Jabari, B., & Ghazzawi, I. (2019). Organizational Commitment: A Review of the
Conceptual and Empirical Literature and a Research Agenda. International
Leadership Journal, 11(1).
Appelbaum, S. H., Profka, E., Depta, A. M., & Petrynski, B. (2018). Impact of business
model change on organizational success. Industrial and Commercial Training.
Hale, A. J., Ricotta, D. N., Freed, J., Smith, C. C., & Huang, G. C. (2019). Adapting
Maslow's hierarchy of needs as a framework for resident wellness. Teaching and
learning in medicine, 31(1), 109-118.
Hopper, E. (2020). Maslow’s hierarchy of needs is explained. ThoughtCo, ThoughtCo, 24.
Wang, W., Albert, L., & Sun, Q. (2020). Employee isolation and telecommuter organizational
commitment. Employee Relations: The International Journal, 42(3), 609-625.
