Sample on The Specific management problems at the company

The Specific management problems at the company

The first major management problem in this company was the lack of proper sales and marketing management strategies. The company was incapable of keeping up with the market. Initially, the company’s sales had been growing at a very fast rate, but the bottom line was small and flat, such that the investors and directors had to place the company into a budget freeze. The company’s website for soft goods, such as clothing, sheets, and towels was not so efficient and required improvements. Building a policy where one could price and reprice was immense and changing records of goods and doing it enthusiastically was a very difficult thing to achieve. The company ended up filing patents for some of what it did. The second major problem was the lack of proper documentation, policies, and procedures. The informality that may work with particular staff members and a number of customers simply is not effective for company management. Every company needs proper contracts, clear terms, and conditions as well as effective staff recruitment procedures. This company had no proper policies such that the program managers did not have formal authority over anyone. It is also clear that the company had no proper recruitment procedures. For instance, neither Terry nor Phil, who were considered the weakest performers, was hired into the company through its regular hiring procedures, which were very demanding. The third management problem in this company is the poor relationship between managers and the employees such that the managers do not tell their employees whether they are performing well or not and what is expected of them. Most of the managers of the company were not really open with the employees. The fourth problem was poor disciplinary policies and practices. The company lacked proper disciplinary policies and practices and that is why it was difficult to handle Terry and Phil’s cases.

What should be done to Terry?

The first thing that should be done is to try and understand what exactly caused terry’s underperformance. It is important to find out if there is any kind of task interference or form of consequence imbalance. Task interference in this case is considered as anything that stops a member of staff from performing to his/her anticipated standards. This may be something such as a new system that has made an employee to underperform. An employee may experience consequence imbalance when there is a disparity between a worker’s action and the results of one’s action. For instance, when a manager fails to follow up. The consequences imbalance in most cases is experienced when negative conduct is positively rewarded. The causes of Terry’s underperformance could be as a result of both task interference and consequences imbalance. He underperformed due to task interference in that even though they tried teaching him the technical aspects, it was difficult to improve his performance because he lacked analytical skills. His underperformance was also due to consequences imbalance because even though he never used to perform well and was incompetent from the start, people like Rachel and other managers positively rewarded him by giving him 3.5’s. Having understood the causes of Terry’s underperformance, the company should come up with strategies of helping him improve his performance.

What should be done to Phil?

The best thing to being done to Phil is to find out what other position he could fit in the company and train him in the necessary areas. It is also best that he is assigned some of the tasks that he could do well. Phil was not as bad as Terry, which implies that he could perform better if trained and acquainted with engineering, science, or technical background. The best thing to do for Phil on the promotion is to change his position and place him in a new department after undergoing training. This would help improve his performance and in the end, it may earn him a promotion.

Recommendations about how the company’s disciplinary policies and practices should be changed in the future

One recommendation of how the company’s disciplinary policies and practices should be changed is through the documentation of disciplinary action. Just as it is important for the company to have a written employee handbook, it is also vital to have formal disciplinary forms for each level of discipline. Every manager-employee interaction should be documented, including the non-disciplinary actions. Usually, the employees’ discipline becomes a very serious issue if there is no documentation to support an employee’s action, particularly in instances when an employee is fired for performing poorly, or for any other kind of misbehavior. Another recommendation is the provision of written procedures to be followed by the employees. It is a legal requirement that employers provide their workers with written procedures before the dismissal of any employee. The procedure should be as follows, first, there is counseling and a verbal warning. Then a written warning is given if an employee does not change his conduct after receiving counseling and the verbal warning. The third is suspension and the final warning. The employee is given some time off work in order to change his conduct and improve his performance. The final step is a recommendation for employment termination. This is given if the employer considers it impossible to change an employee’s conduct and his/her state of underperforming