The cost center is tasked with numerous roles that must be completed diligently. However, such responsibilities have not been completed successfully in the past. As the new supervisor, I will implement potent changes to improve the level of collaboration and ensure scheduling is done efficiently. I am requesting for more staff members since the current workforce is overwhelmed. I am also encouraging the institution to implement new career development programs and seminars. Such efforts will foster teamwork, creativity, and performance. Finally, the organization stands a chance to benefit from the concept of work-life balance. This model will ensure more staff members are willing to support the institution’s objectives. I am looking forward to receiving your response as I focus on this tremendous obligation.
We will write a custom Case Study on Cost Center Employees’ Work-Life Balance specifically for you
301 certified writers online
Analysis of the Problem
The described cost center has recorded numerous challenges such as low morale, discontentment, and reduced performance. The situation is attributable to the ineffectiveness of the previous supervisor. Scheduling has been done by two lead workers. The vacation needs of specific workers are usually ignored. The two lead workers do not communicate effectively. Senior staff members have their vacation needs met while the needs of new employees are ignored. The center does not have a backup system when workers call in sick. Scheduling changes are not communicated effectively.
Recommendations and Rationale
The first recommendation is identifying a new person to complete scheduling tasks. The rationale for this argument is that a competent individual will support staff members equally. The second recommendation is that scheduling should be done by a competent person. The rationale is that satisfied and empowered workers will collaborate with each other to achieve their goals. The third recommendation is for the supervisor to support the communication process. The rationale for the suggestion is that the leader will ensure every person’s needs are met.
The fourth recommendation is ensuring that every employee’s vacation needs are addressed. The rationale is that the practice will streamline operations in the unit. The fifth recommendation is to have an effective backup plan. The rationale is that the system will ensure that there are professionals to offer emergency services. Finally, scheduling changes should be communicated efficiently. The rationale for this recommendation is that the move will support every individual’s needs and improve performance. These attributes will be done in accordance with every leadership function such as planning. Stakeholders will be empowered, led, and informed using adequate leadership concepts.
The proposed strategy will be implemented using Kurt Lewin’s change model (refreeze-change-freeze). During the first stage, the supervisor will communicate the proposed changes and their benefits. Every individual will be sensitized about the center’s mission. The stage will be completed within two weeks. During the period, a skilled person will be identified to complete scheduling tasks. The supervisor will also undertake the major organizational duties such as leading, organizing, directing, and planning.
The second step is implementing the proposed scheduling model for two months. Every employee will be informed about the plan. Communication procedures will be improved during the phase. Employees will receive timely e-mails whenever there are changes in the work schedule. The employees will also be supported using powerful work-balance initiatives. An efficient conflict resolution strategy will be implemented. Effective training programs will guide the targeted employees to work as teams. Tasks and leadership roles will be delegated evenly. The final stage will be used to make these changes an integral part of the center.