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Report That Outlines A Problem That Faces An Anonymous Company

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Question:

Report That Outlines A Problem That Faces an How Anonymous Company?

 

Answer:

Introduction

The task is a report that outlines a problem that faces an anonymous company X which is well-known in processing milk for human consumption. The report is a compilation as a result of a project that is carried out by a group of student to determine organization behaviors and management in regards to solving a problem that arises in a company which has several negative effects, either to employees or customers (Porter, 2008). Additionally, having a problem in a company can result in poor service delivery, employees who are not motivated and in effect, loss of profit to the company. The report, therefore, discusses some of these consequences about models in business models discussed.

The report also gives a brief over view of the organization but does not disclose its name. This is in regards to what it does, the reputation, its size and the manner in which it operates. Lastly, the report will give some of the recommendations or rather suggestion that it needs to adopt to alleviate it from the negative consequences that are likely to come as a result of the problem.

The Organization

Company X is well-known in processing milk for human consumption. It is a boasts about being in the market and able to undergo a tremendous increase in the number of workers, assets, and revenue. In addition to that, the company is located on a six-acre piece of land which acts as both as a processing and a packaging site for the received and processed milk or milk products respectively. As for January 2017, the company listed its employees to be 2453 including top managers. Lastly, it does not have branches that aid the company in its operation.

 

The Problem of the Company

Poor communication is the problem that affects the company, both internally and externally. In most organization, communication is instrumental in relaying information not only to employees but also to customers as well. Communication, which consists verbal and nonverbal, affects how a person thinks, expressiveness and integrity. In the organization, X, poor communication has resulted in numerous negative effects that undermine the organization’s objectives. These include but are not limited to increased workers turnover, increased absenteeism, and poor customer service which in effect have led to the organization losing some of its customers and soiling its reputation among loyal customers (Melville, Kraemer, & Gurbaxani, 2004). Lastly, organization X poor communication generates ineffective change in management and leads to loss of profit from the organization.

To start with dissatisfied customers, the organization’s management is failing to train its employees on how to properly communicate to customers. As the organization work entails interacting with customers who deliver milk to the company for processing, poor communication makes some of them consider other milk processing companies who are well in business etiquette especially in regards to communication (Sayeg, Anthony, & Perrewé, 2004). According to a recent research study, poor communication to customers results in the generation of bad attitude from customers towards the company, and in effect, develops decrease by a significant amount customer’s satisfaction.

 


Secondly, as result of poor internal communication, specifically from the top management towards the employees, the organization is quickly registering an increased number of employee turnovers. The top management of the organization conduct minimal communication towards the lower employees, and this has generated a scenario where the boss is unlikely to know what is not pleasing or is disturbing junior workers (Hill, Jones, & Schilling, 2014). Thus, the organizations continue to lose employees over issues that appear to be manageable for an increase in salaries or promotions.  Watson Wyatt research suggests that organizations that maintain effective or rather good communication are likely, by 50 percent to register turnover standards that are below the company average as compare to one that offers poor communication which is at 33 percent.

Another problem that results from poor communication is an increase in absenteeism. Research suggests that employee motivation can be damaged as a result of poor communication, that which is ineffective, insensitive and inadequate. It is worth noting that what determines whether an employee comes to work every day or not is largely dependent on motivation (Alvesson, HardY, & Harley, 2008). In this regards, some of the absenteeism that the organization faces may be as a result of low motivation from top management on its employees. Research also indicates that if the employees feel that they are fully informed, the absence rates are quite minimal.

Lastly, poor communication has an implication on change management in that the presence of it results in ineffective communication. The results are that it leads to a useless change of control. In modern times, there is the need for a change of structure that comprises a business. However, in a case where there is no need for such chase, there must be a manager capable of affecting the significant resistance (Noe, Hollenbeck, Gerhart, & Wright, 2006). Most importantly, the management or managers need to possess good communication skills to deal with employees. Thus, poor communication in the organization has a potential to cause disagreement between top managers and junior workers.

Poor Communication and problem solving

There are various concepts, models or theories that managers use as a basis for decision making. These include but are not limited to porters five forces analysis, Pest analysis or Swot analysis. However, in this report, the group intends to us Porte’s five forces analysis as it appears to be the most relevant of the three that have been mentioned among the many that exist (Keller, 2001). To start with, porter’s five forces analysis concerns itself with analyzing threats that emanate from competition that is common among with any organization.

 

Bargaining potential of customers

The bargaining power of clients is additionally portrayed as the market of yields: the capacity of clients to put the firm underweight, which likewise influences the client's affectability to value changes. Firms can take measures to diminish purchaser power, for example, actualizing an unwavering news program (Wright, & Goodwin, 2009). The purchaser power is high if the purchaser has numerous options. Therefore, managers can detect flaws in the organization that makes the customer have an unpleasant bargaining power. However, effective communication skills must be used.

Bargaining potential of suppliers

The bargaining power of providers is additionally depicted as the market of sources of info. Providers of crude materials, segments, work, and administrations, to the organization can be a wellspring of control over the firm when there are few substitutes (Courtney, 2001). If you are making bread rolls and there is just a single individual who offers flour, you have no option, however, to get it from them. Providers may decline to work with the firm or charge exorbitantly high costs for special assets. This is another way to evaluate what needs to be rectified within an organization.

Solution to the problem

Firstly, one way that the organization can solve the problem of poor communication is by embracing new technologies. The modern world is witnessing a technological revolution, and in effect, new, faster and efficient way of communication (Loe, Ferrell, & Mansfield, 2000). Therefore, the management needs to embrace and rally the employees to embrace the use of emails or the organization to put a portal that will keep informing the people of new updates as far as the organization is concerned.

In addition to that, it is prudent for top managers or the management, in general, to set out a time frame that it can communicate to junior staffs. There are various ways that this can be done, for instance, in case a problem arises which is a result of poor communication (Jovarauskien?, & Pilinkien?, 2015).  It is advisable for the management to organize for a brief notification for the same, also, highlight some of the probable effects as a result of the problem and the various methods of solving the problem. In addition to that, there can also be an arrangement for the problem to be discussed in detail.

Another method that can lead to an effective way of communication is by identifying and also sharing both efficient and ineffective behaviors. The idea here is for junior staffs to convey a message to senior staffs in regards to misconduct that appears to be coming from the management. It can be a difficult task in any organization (Chochliouros, & Spiliopoulou-Chochliourou, 2005).. However, the junior staff must address the issue in a respectable manner noting some of the reason that why such a discussion is necessary and of use to the organizations.

In addition to that, it is important to one to gather data in form through a survey in order to notice the most important points that can create attention to the managers. Sharing data is a significant step that can help one to uncover the pertinent issues that can generate constructive business dialogue with the managers and top most personnel in the organization (Somers, & Nelson, 2001). One such method is the creating questions and developing answers to the questions. For instance, what traits can aid in ensuring that the work is done in a productive way? What are some of the behaviors that discourage work progress? What are some of the ways that a person can develop to improve working as a term?

Lastly, proper communication needs support from within the organization. In a case of junior staffs, they can enhance their communication to top management by coming up together to form a group that is likely to form an efficient force in communicating to top management. On the other hand, the workers can learn a lot from the top management on how to communicate to consumers and customers to improve the relationship between the consumers and the organization (Lovelock, Wirtz, & Chew, 2009). Thus, these form part of the things the organization needs to keep in mind in developing good communication that will help achieve the organization goals.

 

Conclusion

Poor communication is, therefore, one of the bad habits that affect organization x as far as the work it carries out is concerned. There are also various effects of poor communication in an organization, and in particular, organization X. Firstly, poor communication is associated with increased absentees among workers. Poor communication does not motivate employees, and this becomes one of the reasons for absenteeism. In addition to that, poor communication is brought about high levels of employees turnover and a decrease in profit of the organization. Lastly, poor communication affects the relation between the organization and its customers. On the other hand, managers use various models and concepts in decision making. These include but are not limited to Pest, Pest, Swot and porter’s five forces analysis. There are also ways that one can implement or practice to improve communication, these can help not only the organization relation to the customer but also junior staff to effectively communicate with senior staff or those in the managerial positions.

 

References

Porter, M. E. (2008). The five competitive forces that shape strategy. Harvard business review, 86(1), 25-40.

Sayegh, L., Anthony, W. P., & Perrewé, P. L. (2004). Managerial decision-making under crisis: The role of emotion in an intuitive decision process. Human Resource Management Review, 14(2), 179-199.

Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an integrated approach. Cengage Learning.

Alvesson, M., Hardy, C., & Harley, B. (2008). Reflecting on reflexivity: Reflexive textual practices in organization and management theory. Journal of management studies, 45(3), 480-501.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2006). Human resource management: Gaining a competitive advantage.

Keller, R. T. (2001). Cross-functional project groups in research and new product development: Diversity, communications, job stress, and outcomes. Academy of management journal, 44(3), 547-555.

Wright, G., & Goodwin, P. (2009). Decision analysis for management judgment. John Wiley and sons.

Courtney, J. F. (2001). Decision making and knowledge management in inquiring organizations: toward a new decision-making paradigm for DSS. Decision Support Systems, 31(1), 17-38.

Loe, T. W., Ferrell, L., & Mansfield, P. (2000). A review of empirical studies assessing ethical decision making in business. Journal of business ethics, 25(3), 185-204.

Jovarauskien?, D., & Pilinkien?, V. (2015). E-Business or E-technology?. Engineering Economics, 61(1).

Chochliouros, I. P., & Spiliopoulou-Chochliourou, A. S. (2005). Visions for the Completion of the European Successful Migration to 3G Systems and Services: Current and Future Options for Technology Evolution, Business Opportunities, Market Development, and Regulate. In Mobile and Wireless Systems Beyond 3G: Managing New Business Opportunities (pp. 342-368). IGI Global.

Lovelock, C. H., Wirtz, J., & Chew, P. (2009). Essentials of services marketing.

Somers, T. M., & Nelson, K. (2001, January). The impact of critical success factors across the stages of enterprise resource planning implementations. In System Sciences, 2001. Proceedings of the 34th Annual Hawaii International Conference on (pp. 10-pp). IEEE.

Melville, N., Kraemer, K., & Gurbaxani, V. (2004). Review: Information technology and organizational performance: An integrative model of IT business value. MIS quarterly, 28(2), 283-322

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