Specific Follow up Techniques after Implementation of Plan
The specific follow up techniques that could be acquired are as follows:
- Supervision and Surveillance: The periodic inspection should be done for checking the compliance. Through this inspection the progress could be observed and if there is any issues regarding the implementation of the plan it could be discussed. This method is termed as Surveillance. Supervision method helps to analyze the management plan and it also guaranteed that no wrong steps are been implemented (Aarons et al., 2015).
- Auditing: It is a methodological process that helps in examine, verify and documentation of the entire financial plan that are required for implementing the changes.
- Evaluation: It helps in measuring the effectiveness and performance of the implemented plan.
Concluded Report to the Client
The low productivity for Sanderson Soap is due to the issues of lacking goal. The issues could be explained on the basis of Lockes Goal Setting Theory. The theory states that for increasing the productivity the motivation should be increased at first. The motivation could be increased by five fundamental concepts of needs, goals, emotions, values and self-efficacy (Weinberg & Butt, 2014). The psychological needs also need to be fulfilled. The implementation and establishment of a new plan of succession far all the sector of the business would help the employee to get an overview of the goals that are to be achieved and thus increasing the mobility. The motivation of the employee could be obtained by applying the above stated theory. The need and the goal’s purpose should be discussed with the employee for setting up the goal. The action plan should be made and developed in ordered to achieve the goal. The action plan could be develop with the help of SMART model. The model is specific, relevant, measurable, time-based and achievable. The model also helps the employee for having all sort of upgraded tools in order to achieve the desired goal within the frame of time and review the plan of action. The theory of Vrooms Expectancy theory could also be applied over here. The other drawback of the company is that most of the employees of the company are from family members. The Vrooms Expectancy theory states that the behavior of the employee will be depending on the result that they expect (Purvis, Zagenczyk & McCray, 2015). The theory also defines that motivation is the combination of the effort oriented for a goal that will help in accomplishment of the goal and the outcome will be good. The employees who are not belonging from the family are not expecting any promotion and therefore the motivation of those employees will not be high.
Psychologist defines productivity on the ground of behavior of the people through techniques like feedback, incentives, motivation, role clarity and goal setting (Lavy & Littman-Ovadia, 2016). Motivation can be obtained from the employee if these techniques are been well acquired by the organization. The significant issue of Sanderson Soap is favoritism as well as nepotism. The current CEO of the company Emily wants the family members to run the business as she has a soft spot. The recommendations are for bringing unbiased consultant in the company. This helps in implementing a succession plan in a skillful and a leadership way. The top talent should be hired in case of any crucial vacancy. The other recommendation is to reward the employees after they achieve a good result for increasing the motivation.
Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., & Hurlburt, M. S. (2015). Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implementation Science, 10(1), 11.
Lavy, S., & Littman-Ovadia, H. (2016). My better self using strengths at work and work productivity, organizational citizenship behavior, and satisfaction. Journal of Career Development, 0894845316634056.
Purvis, R. L., Zagenczyk, T. J., & McCray, G. E. (2015). What's in it for me? Using expectancy theory and climate to explain stakeholder participation, its direction and intensity. International Journal of Project Management, 33(1), 3-14.
Weinberg, R., & Butt, J. (2014). Goal-setting and sport performance. Routledge companion to sport and exercise psychology: global perspectives and fundamental concepts, 343-355.