Successful business organizations rely on the ability of its employees to work efficiently and effectively in attaining organization goals and objectives. Key vital components for business managers to count and thrive on success include well organized leadership skilled in conflict resolution, best business practices, and excellent leadership style.
Good leadership is characterized by active listening, excellent communication abilities, and the ability to regularly hold meetings with company employees. Excellent motivation and compensation practices embedded in an organization’s job description and job design should be integrated in an organization’s business culture.
These could help address problems associated with insufficient compensation for the flight attendants of the business organization in question (Human Resources, 2010). Adequate compensation plans coupled with good organizational and individual culture when efficiently utilized could act as a driving force in employee effectiveness in reaching the business organization’s goals.
A well tailored job design incorporated in the business organization could be an effective organizational tool in addressing employee needs in addition to meeting organizational goals and objectives. This calls upon good leadership in the identified case study to evaluate the flight attendants current jobs and carry out job enlargement schemes for the underutilized employees to achieve organizational efficiency (Advancing Employee Productivity, 2010).
According to the article Advancing Employee Productivity (2010), the job enrichment program could motivate de-motivated employees. Employees should be assigned sufficient work units for the period they are at work, information on work progress should be collected on a regular basis, specific tasks should be assigned those employees with specialized skills, and employees should be made to exercise authority and freedom in the workplace. These could result in adequate employee satisfaction.
Another approach the management could adapt is Hertzberg’s checklist in job design. The components incorporated in the checklists include conducting a cost benefit analysis on technical changes and incorporating those with the least costs, analyzing the causes of job dissatisfaction, integrating performance improvement measures, analyzing the cost implications in hygiene, and initiating change (Advancing Employee Productivity, 2010).
All members in a business organization should work with concerted effort in initiating and bringing about change. In addition, business managers should be well skilled in change management initiatives to ensure a smooth transition.
Brainstorming employees on the type of changes to be incorporated in the change initiatives inspires and prepares them for culture change. Motivational factors should address each employee and the right mechanisms should be used in motivating them. However, when conducting a job design, employee involvement may be undesirable as bias and other conflicts may be generated. In addition to this, change should be evaluated effectively.
Culture acts as a driving force in individuals. Staffing schedule could be addressed by incorporating the element of culture in the organization’s employees based on individual responsibilities. Individual needs could be incorporated in the scheduling scheme to address employee needs, making the working environment conducive.
Good leadership skills could help the business managers address inefficiencies experienced in staffing by addressing individual and organizational needs. Good leadership is characterized by honesty and integrity. According to Lindenberger (1999), a good leader must address employee needs in a competent manner by clearly setting goals and objectives and communicating these to the respective employees.
Employee involvement should be incorporated. A forward looking business manager with inspiring qualities, characterized by fair-mindedness and intelligence with straight forward imaginative skills, should steer the organization from its current position which spells doom to a brighter future.
Personal issues such as culture, the type of work, employee needs and responsibilities, organizational needs, should form key elements in employee scheduling (What are the Skills Needed to be a Good Manager, 2000).
References
Advancing Employee Productivity. (2010). The Characteristics of a Leader: Demonstrating Good Leadership Skills. Web.
Human Resources. (2010). Employee Motivation, Recognition, Rewards, Retention. Web.
Lindenberger, J. (1999). Management and Human Resources. Web.
What are the Skills Needed to be a Good Manager. (2000). Web.