EMPLOYEE GOALS SCENARIO
INSTRUCTIONS
The following items should be evident in your case assignment:
• Identify the key roles and organizational issues through a brief summary or introductory paragraph (this is not the abstract page).
• Integrate specific theories such as (Organizational goal settings, technology and organization boundaries, and natural, rational, and open systems)
• Provide your personal perspective on the case, applying theories, perspectives, and structures you along with alternatives that could be best integrated to address the participant’s concerns.
• The paper must be written using current APA format and must include a title page, an abstract, and a references list. These are not included in the word count.
• The paper must have a minimum of 825 words and not including references
• Do not use bullets or listing anywhere in the paper. Do not copy/paste the scenario into the paper.
• References must be as follows:
• citing at least 5 peer-reviewed journal articles between 2017-2021 and the bible. Your reply must be in current APA format and must include a reference list. Make sure that you are adding new and relevant information with each reply. Reference sample make sure to include DOI-Drollinger, T., Comer, L. B., & Warrington, P. T. (2006). Development and validation of the active empathetic listening scale. Psychology & Marketing, 23(2), 161-180. https://doi.org/10.1002/mar.20105
Case Scenario:
EMPLOYEE GOALS SCENARIO
Amy Werner took a job at the New York City-based search firm On-Ramps just over three years ago. Amy joined at an integral time in the firm’s growth and quickly became a key asset to the small firm. Sarah Grayson, one of the firm’s founding partners, manages Amy and explains, “Amy has a lot of institutional knowledge and is a high performer.” When she first began, she was working toward a degree in social work but taking classes at nights and on the weekends. A year and a half into the job, Amy’s school schedule became more complicated. Her internship requirements made working a traditional, full-time schedule difficult. Because of her star performance, Sarah and her fellow partners were keen to keep her on board while encouraging her to complete her degree. Amy remained full time but now works two days a week in the office, completing the rest of her hours on nights and weekends. As Amy says, “They have been nothing but supportive.”
The firm has a semi-annual review process where goals are set and discussed; they also do more frequent check-ins on goals during weekly meetings. Amy and Sarah have talked a lot about how On-Ramps can support Amy not only by providing a flexible schedule but by thinking about the intersection of her studies and her work. They’ve found that there are lots of transferable skills between her job as a search associate and her work as a social worker, such as interviewing and client management. In explaining why, they are so supportive of Amy’s educational activities, Sarah says, “We wouldn’t have done this for a low performer. We have to ask ourselves, ‘What would it take to hire another Amy?’” Amy will be finishing her master’s degree in May and she and Sarah have begun to discuss what’s next for her. Both hope that there is a way to combine her skills in search and her interest in social work to create a job that is ideal for both her and On-Ramps. (Adopted from Harvard Business Review, 2019).
ANSWER
Employees Goal Scenario
- Identify the key roles and Organizational Issues through a brief summary or Introductory Paragraph
Every organization has a different role in accomplishing, which is the primary foundation of a successful business. The general management of any organization should differentiate between the roles and potential risks faced by the institution. When these factors can be differentiated effectively, the business or organization will perform its functions well and secure stability within the market environment. Organizational risks are the potential damages or losses initiated with uncertainties. In this scenario, Amy Werner is a hardworking employee who has impressed her managers and supervisors; however, the organizational issue is the high probability of Amy dropping the company for a better place. The company has invested in her by giving her enough time to accomplish his studies because of her potentiality and probability of working for the institution thereafter. This is a risk to the company since she still has the freedom and right to seek other promising career opportunities.
The failure to employ a diversified group of workers with similar qualities or skills as Amy is a risk that would leave the business struggling if the employee decides to resign or seek other places. Currently, the business has been supportive and has gone out of its way to ensure that Amy continually works for them. Without any trainee being prepared to take over from Amy, just in case she left, the business is running on a strategic risk that needs fixing through hiring and training workers with similar work skills and competence. The management should consider various scenarios that might affect the general objective and set goals. Employees have their rights as documented in the law, therefore, allowing them to seek various opportunities without any form of restrictions.
- 2. Integrate specific theories such as (Organizational goal settings, technology and organization boundaries, and natural, rational, and open systems)
The Organizational goal structure is the plan where a company can divide its departments and work independently in the organization. Large companies can allow efficient operation and provide a system where managers can report to the executive while using the organizational goal-setting theories (Eva et al., 2018). This theory will enhance decision-making measures that will improve innovation and organizational growth. All the departments will be able to work together and aim to improve the organization’s economic and social growth. Organizational goal setting will enable the managers to cooperate with the employees in working as a team to achieve the organization’s goal (Abualoush et al., 2018). Technology and organizational boundaries theories help expand and strengthen the company’s operations. The introduction of modern technology is the number one measure of improving and enhancing operations (Acharya & Mishra 2017). Setting a proper organizational boundary is the number one measure that organizations should adhere to ensure that all relevant operations are effectively carried out.
Natural theory helps the organization to be able to observe human nature, values, and norms in society and determine ways of operating these factors. The organization will apply the biological theory in understanding employees’ and managers’ rights in the company (Acharya & Mishra 2017). The rational theory can be used in various areas of the organizational structure. The organization’s management will apply these factors in the psychology, economics, and philosophy system in the company structure. Open system theory is where all the workers in the organization are in a position to operate freely without fear or favor. This theory allows employees to cooperate and offer quality skills in the organization’s structure. Providing equal rights and opportunity to all workers helps support the company’s organizational systems.
- Provide your perspective on the case, applying theories, perspectives, and structures you along with alternatives that could be best integrated to address the participant’s concerns.
According to the case, Amy was provided support by the company after her work was approved. Firing Amy away from the organization will affect the operation and performance of the company since she has contributed positive efforts to the growth of the firm. The other employees may feel discriminated against and oppressed by the type of treatment they receive from sending Amy out of the organization (Benzer et al. 2017). This type of organizational structure will result in conflict between the employees and the managers of the company. The organization structure settings will allow all the employees to place positive efforts recognized by the company services. Therefore, organization management should encourage workers to pursue relevant knowledge, which will help improve the organization’s performance.
Working together between the organizational management and the employees will help solve any conflict that may immerge in the organization. Giving employees support and opportunity to them play a huge role in building organizational performance in the organization (Bjaalid et al., 2019). Working together with the employees helps in enhancing cooperation and productivity in the organization system. All the departments will be able to work together and aim to improve the organization’s economic and social growth. Organizational goal setting will enable the managers to cooperate with the employees in working as a team to achieve the organization’s goal.
References
Abualoush, S. H., Obeidat, A. M., Tarhini, A., & Al-Badi, A. (2018). The role of employees’ empowerment as an intermediary variable between knowledge management and information systems on employees’ performance. VINE Journal of Information and Knowledge Management Systems. https://www.emerald.com/insight/content/doi/10.1108/VJIKMS-08-2017-0050/full/html?fullSc=1
Acharya, A., & Mishra, B. (2017). Exploring the relationship between organizational structure and knowledge retention: a study of the Indian infrastructure consulting sector. Journal of Knowledge Management. https://www.emerald.com/insight/content/doi/10.1108/JKM-11-2016-0506/full/html
Benzer, J. K., Charns, M. P., Hamdan, S., & Afable, M. (2017). The role of organizational structure in readiness for change: A conceptual integration. Health services management research, 30(1), 34-46. https://journals.sagepub.com/doi/abs/10.1177/0951484816682396
Bjaalid, G., Olsen, E., Melberg, K., & Mikkelsen, A. (2019). Institutional stress and job performance among hospital employees. International Journal of Organizational Analysis. https://www.emerald.com/insight/content/doi/10.1108/IJOA-10-2018-1560/full/html
Eva, N., Sendjaya, S., Prajogo, D., Cavanagh, A., & Robin, M. (2018). Creating strategic fit: Aligning servant leadership with organizational structure and strategy. Personnel Review. https://www.emerald.com/insight/content/doi/10.1108/PR-03-2016-0064/full/html
Suifan, T. S., Abdallah, A. B., & Al Janini, M. (2018). The impact of transformational leadership on employees’ creativity: The mediating role of perceived organizational support. Management Research Review. https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2017-0032/full/html
