Fab sweeta

Personal management skills (2000 words)
Terms of reference
I have been employed by Fab Sweets Ltd to analyse the production side of their business, and to suggest and develop solutions to the problems that exist.

Analyse the company
Organisational climate
Organisational culture
Job design
Work restructuring
Apply theories and best practice
Recommend actions to be taken (future actions!)
According to Charles Handy (1991), the modern organisation requires us:
To learn new ways and new habits, to live with more uncertainty, but more trust, less control, but more creativity.

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The shape of the current organisation
The organisation structure needs to be adjusted.

Peter drucker: operations of a manager
Setting objectives
Organising work
Motivating employees
Job measurement
Developing people
It is clear that the management here are not doing all the operations which they should, especially as regards motivation.

Effective organisations contain happy people. If organisations are run in a way that everyone can give of their best, then we will all be happier, more prosperous with greater security. (http://managementlearning.com/topi/mngtorgb.html)
In this case the workers are unhappy, this is because:
1.they have no responsibilities
2.they are not motivated
3.there is no job satisfaction
4.lack of communication
5.grading and payment levels are not implemented properly
The leadership is inappropriate,
It is clear that the production supervisor is only concerned with the production targets, she has no concern for the employees, this compares to the theory x manager by Douglas McGregor (1960). A better type of management would be the theory y manager.

Management models
Theory yParticipationControlTheory x
Work is naturalCommunicationOrdersWork is a necessity
(Hannagan Tim, page 58, 2002)
Job measurement
Maslows needs hierarchy
Analysis of the company
Identify problems (why is it a problem?)(reference)
No responsibilities
No motivation
No job satisfaction
Lack of communication
Personal problems
Grading and payment levels
High labour turnover
Unreached targets
High level of scrap
Support your findings
Overall summary of problem (holistically)
Solutions to the problem
Why suitable?(reference)
Applying Maslows need hierarchy
Needs levelsGeneral RewardsOrganisational Factors
1. PhysiologicalFood, water, sex, sleepa.Pay
b.Pleasant working conditions
2. SafetySafety, security,
stability, protectiona.Safe working conditions
b.Company benefits
c.Job security
3. SocialLove, affection,
Belongingnessa.Cohesive work group
b.Friendly supervision
c.Professional associations
4. EsteemSelf-esteem, self-respect,
Prestige, statusa.Social recognition
b.Job title
c.High status job
d.Feedback from job itself
5. Self-actualisationGrowth, advancement,
creativitya.Challenging job
b.Opportunities for creativity
c.Achievement in work
d.Advancement in organisation
(Mullins Laura j. page 419 1999)
Alderfers erg theory
Blakes management grid
Herzbergs 2 factor theory
McClellands learned needs theory
Determinants of job performance
Effective performance evaluation asks the following two questions:
Is the work being done effectively?
Are employee skills and abilities being fully utilised?
Improving Evaluations
Suggestions for Improving the Effectiveness of an Evaluation System
Ask employees to participate in the evaluation process.

Set specific performance goals.

Provide supervisors training in evaluation subordinates performance.

Communicate the results of the evaluation process to employees.

Do not focus entirely on problem areas; good performance should be actively recognized and rewarded.

Make performance evaluation a continuous, ongoing process.

The Reward Process
Herzberg’s Two-factor Theory
Hygiene FactorsMotivators
Job Security
Working Conditions
Level and Quality of Supervision
Company Policy and Administration
Interpersonal RelationsNature of Work
Sense of Achievement
Personal Growth and Advancement
Maslow’s Hierarchy of Needs
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