A Situational Analysis: POLICY NOR FALLACY
MAIN PROBLEM: DEVELOPING JOB DESCRIPTIONS OF STORE SUPERVISOR
During Nicole’s work at the company, she asked one of her supervisors, Jet, why he is violating a policy that is part of the company. He responded that he is not aware that the policy is part of his job. Nicole as a manager of the store, all major activities in the working life of a worker from the time the employee was hired or leave the company are under her duty. She knew that one of these involves developing the job description of her store supervisors but in order for her to do so, there’s a process to undergo and needs to consider. Thus, to help Nicole, here are the following possible process to alleviate the problem:
Plan the possible consequences of the action. The manager must first determine the advantages and disadvantages of the actions or solutions that will be implemented regarding the problem. Make a list of those things to whether it will contribute to the growth of the employee as well as to the company or not.
Prioritize the urgency of the problem. It is important to identify what are the possible solutions to ensure that the company has the right person for the right job as well as meet the strategies and objectives of the company.
Provide a concise design and organization of the job. There must be a provided system that outlines how certain tasks or activities are directed in order to achieve the goals of an organization. These activities can include rules, roles, and responsibilities as well as alignment of employees to the most suitable job.
Establish the relevance of the job. Once the standards for a particular job have been made, it must be ensured that the tasks as part of the job, are truly necessary or a requirement to perform the job. If the job relates to the strategy of the organization, then it can be said that the job is, therefore, necessary and there’s a clear connection between the two.
Analyze the job of the employee. In this process, the manager must gather information and data related to the job to be able to determine whether an employee matches the requirements and whether is meeting the expected outcomes in performing the specific job.
Re-evaluate the employee. The manager must find out the needs of employees as well what the things that lack and need to improve in a certain job position. Also, check on the background of the employee and the cause on why still violates certain policies even though it is already implemented by the company and is part of the job.
Provide Seminars and Training. This will be conducted to inform and remind the employees regarding the policies that the company has as well as to train and develop them to meet the required knowledge and skills needed not only for the current job but also to fulfill the future needs of the organization. Also, to give concern and resolve immediately the issue regarding violating policies in the company.
Ensure that the policy provided is valid. To be able to resolve the problem of the manager, the policy that has been made must be also reassessed to identify whether there’s a problem in its validity or if it is reasonably implemented in the organization. The company must know its legal obligations to protect the rights of the employee as well as the company. There must be a handbook or policies code provided so that it can be a guide in enhancing peace and productivity in an organization as well as maintain healthy industrial and labor relations.
Establish a healthy intergroup relation. Even when there are misunderstandings or concerns, the company must still maintain harmonious relations in the working environment. This will be done by creating conditions for positive contact and reducing prejudice, stereotyping, and discrimination inside the organization.
This process of gathering information and data related to the job will provide accurate information to determine whether an employee matches the requirements to perform the tasks included in the job as well as for the organization to perform efficiently. Likewise, performing this process, prepares the company for its future needs, availability, to resolve any problems that the company will face as well as to meet possible shortages in the manpower requirement of the company.
