The issues within the department will be explained in further detail next. Lack of productivity The first issue within the schedule typist department of Hepplewhite & Boyce is a lack of productivity on the part of two of the employees, Pat and Pauline. In order to do the least amount of work possible, Pat and Pauline are purposely not updating the tax schedules sent to the department by the accountants. In turn, Pat and Pauline are pressuring both Myra and the new hire, Karen, to be unproductive as well. This is clearly happening for a few reasons: 1.
The schedule typists do not feel a sense of ownership or personal investment in the work. 2. There is no incentive to complete the work. 3. There is no consequence for not completing the work. It is imperative that these issues be rectified. Insubordination and abuse of company resources The second issue is insubordination and a blatant abuse of company resources. Pat has been making daily personal phone calls to international destinations on the company phone. She has also been known to report to work, only to leave the office for hours at a time doing personal errands.
Pat is influencing the others to take long lunches and be late for work as well. This blatant abuse can be attributed to the following possible causes: 1. The employees are not challenged. 2. The employees resent management for not listening to their ideas regarding process improvement. Clearly, the insubordination and abuse of company resources cannot be allowed to continue. Staff Mismanagement And finally, there is the issue of staff mismanagement. The supervisor, Keith Frazier, is only checking in with this department one to two times per week. Mr.
The Research paper on Accounting Department Company Parts Problem
Learning Team Case Study Team A selected a situation that Shannon Payne is currently experiencing at her workplace. The problem is with the two-person accounting department where the person in charge has poor interpersonal communication skills and the other member of the accounting department just fills in as-needed. The problem occurred when the company had some problems with the company's credit ...
Frazier is aware that Pat is making international phone calls. He is also aware that Pauline found a way for Pat to make these calls from the building’s elevator once he had the phone system modified to only allow internal calls. Mr. Frazier has also been fielding complaints from the accountants about not receiving their tax schedules in a timely fashion. However, he has failed to confront either of these issues. This lack of management can be attributed to the following: 1. Mr. Frazier does not respect the type of work done by this department. 2. Mr. Frazier fears confrontation.
Something must be done to allow for better management of the staff. RECOMMENDED SOLUTIONS Recommendations to solve the issues in the three areas addressed above will be made next. If implemented, these solutions should eliminate the issues of concern. Along with the recommendations, the impact of implementation will be discussed. Lack of productivity The issue of productivity can be addressed in a couple of ways. First of all, the employees must be given ownership over their work. Early on, Pauline suggested that the schedule typists be assigned to a certain group of accountants.
This is an excellent idea, as it would make each schedule typist accountable to a group of accountants who would rely on her specifically. Mr. Frazier’s concern was the impact that implementing this would have if a typist were out. However, since the work is virtually the same from one accountant to another, the other typists could fill in when someone is sick or on vacation. Also, since the work is not exceptionally difficult, if a typist were to leave the firm, a temporary employee could be hired and trained rather quickly. Secondly, employees must be given some autonomy with the work.
Pat suggested that if a simple math error were made by an accountant, the schedule typist could correct it, instead of sending it back to the accountant for correction. The impact here is positive because the process will be faster and more efficient. And, being allowed to do this will make the schedule typists feel that they are contributing. Instead of simply typing what’s given to them, they can actively take part in the quality of the work being produced. Insubordination and Abuse of Resources This last issue is easily addressed.
The Essay on 10 Schedule Management Plan
The pilot project schedule is the roadmap for how the project will be executed. This part of our project as it provides the project team, sponsor, and sponsor, and stakeholders a picture of the project’s status at any given time. The purpose of the schedule management plan is to define the approach the project team will use in creating the project schedule. This plan also includes how the ...
Quite simply, the employees must be confronted about their insubordination and abuse of company resources. Management must let these employees know that it is aware of the abuse and that, if it does not stop immediately, letters of reprimand will be created and filed in each employee’s personnel folder. At performance appraisal time, the letters will be a part of the employee’s review and will affect the receipt of a raise or lack thereof. The impact of this may be that the employees feel attacked. However, the conversation does not need to be a confrontational one.
Management will need to carefully address the behaviors which must change without bringing anything personal into the conversation. This should resolve the issue effectively. Mismanagement of Staff Finally, there is the issue of staff mismanagement. Mr. Frazier has appointed Karen Carlin to be in charge of the schedule typists. While Karen is young and lacks real world management experience, she is familiar with all of the issues of the department. Having been a schedule typist, she knows what it takes to get the work done. She also has a degree in management. Granted, at first, the others may be resistant to reporting to her.
However, with guidance in how to make the department more productive, as well as firm guidelines on how to deal with the insubordination, it is possible for Karen to be successful. Paramount to this, Karen will need the support of senior leadership. WAYS TO PREVENT FUTURE ISSUES In order to avoid these issues in the future, the department must be monitored on a regular basis. This is easily accomplished by the following: 1)Survey the accountants quarterly to measure their satisfaction with the work being done. 2)Karen must be supported in any disciplinary action she is forced to take if an employee is not performing. )A formalized procedure to submit process improvement ideas must be created. This will allow employees a forum to make suggestions. Care should be taken to acknowledge the ideas and implement them whenever feasible. Overall, the employees in the schedule typist area are smart, capable people. And, they have certainly proved to be resourceful. It is imperative that these skills be channeled into better productivity and work ethics. If management takes the time to focus on these issues and make the environment a challenging and rewarding one, these employees will flourish. And, in turn, the firm will benefit.
The Essay on Human Resource Management Department Brochure
The Hancock Manufacturing Human Resources Management team has combine the experience of our entire team in order to answer common and not so common questions with this brochure. We at the Hancock Manufacturing Human Resources Management team recognize the experience each one of our members brings to this team and expertise on all of the areas that make the Human Resources Management Department. ...
