In approaching this issue, I believe that the route taken to reach a destination is of paramount importance as the destination itself. Through certain definite channels, we are able obtain final product of the desired results. It therefore put as into the need of requiring to identify and of course be in a position to trace back the channels applied so as to solve a problem. This brings about the acquisition of the required skills as well as the proper masterly of the skills.
It is noticeable that all organizations aim at maximizing the outcome through minimization of the cost of production. One of the major input the organizations need to utilize maximumly is the use of employee’s creativity. Inadequate utilization would lead to reduced performance and hence leading to reduce productivity. One can not deny that workers have differing levels of knowledge and power and that they portray different abilities. It is through the various working conditions required by the various organizations, that workers are able to unlock and release their potential. Doubtlessly, thats why I would always consider the process of implementing and achieving our targets just as vital as the results obtained.
In the world of business today, we certainly note that the world offers us with various ways of increasing our productivity so as to maximize profits. One of these way has been noted to be the application of innovative procedures so as to achieve highly innovative products.
These innovative procedures are mainly received from the employees who are directly involved in the day to day activities of the organization. Managers are therefore posed with a challenge to allow creativity from their employees to thrive by offering them the necessary support. To achieve this, managers have to put great emphases in putting all details open and clear to their employees, giving the employees a chance to participate in brainstorming and idea generation processes and in expounding to the employees the need for all processes.
It is undeniable that, fair process was not put into practice by the plant manager and the management at Elco-Chester station in their attempt to upgrade the station through the use of cellular approach of manufacturing elevators. As much as they had a brilliant idea of having teams which are self directed, they failed to involve the employees in the restructuring process. This made the employees to lack ownership of the project as they felt that their ideas were not respected nor valued. This is as opposed to when the management could have involved the employees in the brainstorming and idea formulation stage to open them up and give them emotional commitment.
However, the plant manager and the management team at Elco-High Park station successfully applied fair process. During their restructuring of the station using cellular approach in manufacturing their elevators, formation of self-directed teams was evident which yield them amazing results. Though it appeared challenging to the management at High Park plant to introduce any new move to their well known united employees, the management was fascinated by the overwhelming results they obtained from their employees. The employees at High Park owned the project and cooperated well by assisting in idea generation and more so helped the consultants in the designing of the new software and during the installation of the software.
One should note here that, both Chester and High Park stations had previous noted reactions from their employees and they both thought they were applying fair process in their approach to restructure those stations. It was so evident that it would be easier to input change at Chester plant than at High Park. This was mainly due to the relationship of the workers with the managers and the unity of the employees. The employees of Chester plant trusted their manager whilst those of High Park had a new manager whom they were obviously assessing to see his moves in managing the plant.
Chester park appeared apparently easy to restructure since their workers had strong relationship and according to the managers, they could definitely accept any change aiming to improve their station. In my own opinion, the above reason led the managers to take things lightly for they strongly believed that the worker will accept any change as long as it is positive. Due to long relationship with the employees, the plant manager at Chester station had the confidence in them, so he avoided what he thought was disturbances. To his surprise, the workers did not see any positive aspect of the project for they felt neglected and this made them to mistrust their management. Basically the employees from Chester felt that fair process was not applied so as to help them view the project in a positive way.
According to them, they had a share in idea contribution and therefore the management needed to have involved them in this project design. This was more of an abuse of a long relationship and form of betrayal.
On the other hand, High Park plant needed a lot of caution while restructuring it since the manager was new and the employees had a strong union which could help the easy formation of collective defense. This reason made the manager at High Park take the employees through the restructuring process in a keen detailed systematic way. To the employees, this portrayed fair process and they responded positively and cooperated whole heartedly in the program design and implementation. This too was a big surprise to the manager who had not expected such overwhelming positive results. They all celebrated fair process for it led to great returns and strong satisfaction.
In view of the above two experiences, both managers thought they were being fair with the process they applied to achieve improvements in their plants. They both had justification to why they approached they projects their way. Furthermore they were both surprised by the results they received. That is why in my own opinion, I could have applied various steps in approaching any change in the company just to avoid being unfair.
These steps would involve conducting brainstorming sessions with the employees to seek their views. Another vital preference would be to explain all steps taken since not all ideas generated by the employees would be implemented. Finally it would be my obligation to let all the employees be in the know how on every changes which would occur in the areas of their responsibilities and the new goals to be attained. In my opinion, being fair therefore requires one to put enough emphasis on how you attain great output just as we would be concerned by the output we obtain from the new project.
At chester plant, the manager concentrated at attaining positive results without any consideration on how he was doing it. This in itself brought about unfair process for the employees were not satisfied and they therefore lost trust with the manager. The plant manager at Chester station did not apply this method for he was overconfident with the employees which led him to abuse the trust the employees had for him.
In contrast, the plant manager at High Park was cautious about the reactions of the employees concerning the new changes. He therefore took note of the process used to attain the changes and made sure he informed and involved the employees in all stages of implementation. This brought about fair process which therefore resulted to greater performance.
It is clear from these observations that, failure to apply fair process during redesigning of new projects can cause high detrimental consequences. To start with, unfair process can lead to reduced performance from the employees for they lack the required commitment to their job. The employees also experience great rejection of their ideas and this make them to lack ownership of the project. It is paramount to note that, the employees will only trust the manager after identifying that the manager is involving them in decision making even when their decisions are no applied. When employees gain trust with the management, they commit themselves in accomplishing the set targets and are always ready extend their limits by volunteering, devotion and providing innovative ideas.
This leads me to believe that, there is great relationship between fair process and power. It is noticeable that when a fair process is applied, employees cooperate well and are ready to offer new ideas to help improve the performance of the organization. Through the engagement, the employees contribute new ideas and become more creative as opposed to when they lack trust and commitment due to unfair process.
To sum up all, some of the real life experience would be: Firstly, in a school curriculum when the head of the school introduces new rules to the staff without their contribution, the staff work reluctantly with an aim of bringing the results of the school down. This will portray poor performance of the head and may lead to a demotion or even transfer to a more challenging place. Secondly, in the government sector when the senior head of the departments give out tenders for improvement of the sector to various companies and they allow them to redesign the offices without informing the employees of the whole sector. The employees lack trust with the head and can form strikes just to fail the management.