The company NDDS Construction is headquartered out of Detroit, Michigan with a staff of 650 employed. The organization has recently executed the opening of a new location to be in Arizona. The strategic change will add approximately 130 additional positions encompassing 20% increase to human capital overall. Based on historical data, the company holds an average turnover rate of 20% and revenue equaling 10 Million per year with a -3% revenue growth projected to remain the same for the first year in opening its new location. The organization operates primarily in Contractor – Commercial industry and employs workers to complete Drywall Contracting, Painting Contracting and Construction & Remodeling Services in the areas it serves.
In executing the alignment strategies to the organizational business we will identify some of the characteristics of the industry in Arizona. According to Arizona Department of Commerce (2005), advantage of opportunities available in Arizona the basic challenges are: The Construction Trades grew more rapidly in Arizona than in the US and now employs more than 217,000 workers The industry is concentrated in the Phoenix and Tucson metropolitan areas where 84 percent of the construction trades workforce is employed.
The fastest growth in demand for construction trades workers is among higher paid occupations although growth among laborers and painters offers entry points with shorter training requirements Arizona has a shortage of workers in several ‘core’ skilled trade occupations, Especially carpenters, construction laborers, front-line supervisors, painters, and electricians.
The Term Paper on The Changing Roles of Trade Unions in India
ABSTRACT Trade unions are a major component of the system of modern industrial relations in any nation, each having, in their constitution, their own set of objectives or goals to achieve. Change in the political, social and educational environment has seen them rechristened as a forum that protects and furthers workers’ interests and improves the quality of life of workers, enlarging their ...
Key recommendations to policy recommendations may include the following:
Improve the image and awareness of careers in construction trades and target potential entry-level employment from the millennial generation workers that are not college bound Enhance training opportunities in outlined employment positions needed, extending this through collaboration with the State agencies to recruit through students enrolling in apprenticeship programs Effectively enhance company’s pre-qualification assessments to applicants to match the needs of employment by the state of Arizona Employ a range of skill strengthening opportunities to allow under skilled applicants a chance at second opportunities
ORGANIZATIONAL PHILOSOPHY AND VALUES
NDDS Construction LLC, located in Detroit, Michigan, is a rising construction company dedicated to serving the needs of our clients, who are committed to the expansion and economic growth of their organization by: Providing quality construction services which is intended to be cost effective by the guarantee to our customers the most value for their building or remodeling investment; Recognizing the support needed in the communities we serve by extending service to worthy charities and through economic development. Providing the environment and its resources to encourage all NDDS employees/owners to grow to their fullest potential;
Influencing Strategic Alignment through Identity
One thing that is critical is to keep current employees of NDDS engaged in all they do now and maintain high performance going forward by communication. This can be direct or indirect methods which are intended to influence our current staff with the organizational goals and how this may impact the company culture. It can also be helpful to point out opportunity which may extend with the growth of the business. According to kagioglou (2001), “Ensuring alignment between members ‘beliefs and new strategies’ are to be reflecting the aspirations of managers will be central to the successful implementation of the desired changes.”
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
INTRODUCTION 1.1Background of the Study Employees are a valuable corporate asset that must be managed by the company in order to provide optimal contribution. One of the things that should be the primary concern of the company is the job satisfaction of their employees, because the employees in the work they do not feel comfortable, under-appreciated, cannot develop all their potential, then ...
Qualifications and Education Requirements
Most drywall installers and tapers entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in wood or metal shop in high school. Apprentices must be at least eighteen years old and have agility for the job. The apprenticeship programs are usually up to three years of on-the-job training plus coursework in a classroom environment. Some vocational colleges and technical schools may offer courses in drywall installation and finishing Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: strenuous physical lifting, inclement working conditions by weather and environmental factors, industry overcoming economic factors, installation and finishing work.
Qualifications and Education Requirements
Most Painters entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in high school or personal application. Apprentices must be at least eighteen years old and have agility for the job. Some vocational colleges and technical schools may offer courses in painting construction. Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: Getting information from relevant sources, performing general physical activities that are needed, handling and moving objects, careful inspection prior to finishing work, organizing and planning.
Role and Responsibilities
The carpenter is required to work with hand tools, some basic power tools such as; circular saw, sawzall, drill, small compressor, framing nailer, finish nailer, as well as levels, bars, and other tools needed to perform carpentry work. Some demolition, framing, and finish carpentry work is common in this line of work. Qualifications and Education Requirements
The Essay on Steve Jobs Performance Task
Henry Ford once said, “Coming together is the beginning. Keeping together is progress. Working together is success.” In an effective team everyone collaborates to become successful. Joshua Davis the author of “La Vida Robot” and Walter Isaacson, author of an excerpt from Steve Jobs share similar views on what makes an effective team. Both authors believe an effective team consists of individuals ...
Most Carpenters entry-level have already learned their trade through on-the- job training by previous experience as Carpenter helper or time on job, although they may have learned some of the tool skills in high school or technical college. Some vocational colleges and technical schools may offer courses in Capentry construction. Preferred Skills
Employees will be required to be able to do the following: Job-site supervision, protection and cleanliness, performing general physical activities that are needed, material handling and moving objects, careful inspection prior to finishing work, customer satisfaction, organizing and planning.
METHODS OF MEASURING JOB PERFORMANCE
In the industry of construction business, standards for performance have been developed and implemented in the company. Using the data from previous performance will be good for benchmarking success in application of new employees. These standards compare what the actual performance is. It is reporting actual performance and personal observation, statistical reports, oral and written reports. What is measured is determined by job need and management situations. The driving influence behaviors will include everything from attendance, job satisfaction, turnover, job time, rate of productivity which is then compared to the standards developed by NDDS.
Below is a table of measurement in figure 1
FEEDBACK DELIVERY AND CONTROL
Feedback control is the process which evaluates results by objective. This usually should happen after job has been completed. Communication is a key factor to using this control effectively. This can be used to address performance deviations and implement new approach plans for handling. Feedback is needed to create motivation by keeping accountability of employees so they can be engaged enough to make necessary provisions to their performance. This is the best way to be consistent with company expectations and to achieve organizational goals.
Effective measuring and recording will lead to higher overall efficiency when taking steps to controlling desired behaviors relating to an outcome from a leadership standpoint. Measuring puts duties in quantifiable terms for the employee and tells them what is expected from their performance. When results are not as desired, it gives the superiors or managers the option for correcting such issues with disciplinary action if necessary. As both measuring and feedback is needed hand-in-hand for this process to work (kagioglou, 2001).
The Term Paper on Public Sector Management System Performance Job
Introduction An organisation's long-term success depends critically on its ability to measure how well employees perform and then use that information to ensure that performance meets standards and improves over time. This article seeks to examine the problems that have emerged with the introduction of the New Performance Appraisal System into the Public Service in Trinidad and Tobago and more ...
Conclusion
The standards discussed can be modified whenever a variance is spotted, in the event such as when goals are unrealistic or unreachable and also when they are too easily reached. The methods and framework provided is the way to reach employees with accountability. By motivating employees to have aptitude for their work to be consistent with company expectations and for them to also achieve organizational goals.
CITATIONS
kagioglou, M. (2001).
Performance management in construction;a conceptiual framework. Retrieved from http://www.academia.edu/459050/Performance_Management_in_Construction_A_conceptual_Framework
Arizona Department of Commerce. (2005).
A Workforce Needs Assessment of the Arizona Construction Trades Industryction;a conceptiual framework. Retrieved from http://www.accra.org
