Public Service Paradoxes - Processes - and Problems

Question: Discuss about the Public Service for Paradoxes, Processes, and Problems. Answer: Introduction: Wilson brother limited is a Canada based company, founded by the Wilson brothers, Bob and John Wilson. The company had started in the year 1960. The company has been focusing of preparing different food products from the Canadian market. The head office of the organization is situated in Brandon, Manitoba with an overall 220 employees working under the firm. Initially the organization has been operated by the brothers in six operating plants. This had provided them with initial sales revenue of $300,000. In the year 2000, the company has expanded its plants and raised their revenue up to a certain level. The company has expanded its business to United States and Europe market and has exported its products to countries like Japan and china. The organization follows Webers bureaucratic model where the structure of the firm involves the hierarchical structure of the firm with formal rules and procedures, which governs the organization and its members (Mondy Martocchio, 2016). The organization has great exponential growth due to its hardworking employees and managers. It provides attractive employment opportunity for the Canadian executives. Long with great skills of salesperson, the company has also been a cultural sensitive organization. The two brothers only took the strategic decisions for the organization. From the vice presidential level down, all operational choices made were in support of the implementation of the plans developed by the brothers. Most of Wilson Brothers Canadian operations are non-unionized, and for competitive reasons the brothers tend to prefer it that way. They have always felt that any issues with an employee could and should be dealt with directly, on a one-to-one basis. The organization had formed its own trucking firm, Able Distribution Limited, a wholly owned subsidiary of Wilson Brothers Limited. In this way, they were able to guarantee on-time deliveries to customers. More than 70% of the demand for the trucking firm came directly from food business deliveries, independently operated out of Truro, Nova Scotia. Job Design Being employed as the director of human resources for the Canadian operations, it is quite vital for me to analyse and coordinate the operations of the organization carried out in the country. It is quite important to frame various policies strategically in the organization, which would thereby help in promoting the employee conditions of the firm (Mathis, et al., 2016). I would be working under Ron Abrams, Vice President of Operations, Canada. I would work from the corporate offices in Brandon. There are various problems, which one needs to address while being the human resource director. The most vital problems are related to employment motivational and engagement. Various strategically framed provisions must be granted with adherence to employees welfare, which would help in instigating better quality of work provided along with organization loyalty (Hendry, 2012). The drivers that could be used to raise the engagement and motivation of the employees towards the organization are attachment to the job, agreeableness, emotional stability, openness to experience, achievement orientation and self-efficacy. These drivers would help in boosting the engagement of the employees by providing best quality of work. A solid job description with a clear set of performance objectives must be stated to each employee of the organization. An alignment with the strategies framed must be build, which requires a good system of communication in the organization (Bennett Ho, 2014). The firm must keep a clear sense of direction by keeping the employees well informed regarding the where about of the company. A rewarding system must be generated within the organization that would help in praising the hard work implemented by the employees within the firm. This would help in building a balance between the personal goals of the employee and the objectives of the firm (B ratton Gold, 2012). A better work environment would motivate the employees to be engaged to the organization and raise their loyalty towards the firm. It would even help in reducing the employee turnover rate for the organization. Decision Making Only the brothers, Bob and John made strategic decisions within the organization. From the Vice Presidential level down, all operational choices made were in support of the implementation of the plans developed by the brothers. The decisions that were undertaken in the organization were flexible in nature. The company could take the decisions with ease that motivated the employees to work with greater quality for the association. The organization could be listed as a sole proprietor company, where the owners of the firm take all the major decisions. This form of business organization has various merits and demerits. The merits could be listed as the Wilson brothers would have better control over the other staff members of the organization, and would be able to enjoy greater amount of profits. Yet, along with the merits, the demerits are that, the liability of the organization is only on the proprietors of the firm (Storey, 2014). This causes the lack of withstanding the hindrances in business. In order to overcome such hurdles, Wilson brothers must set strategic alliances with other companies that would act as a strengthening tool for the company. It would raise the sales of the organization and raise their market share. Equity Within the organization, the managers are hired at a starting salary that has been primarily based on their ability to negotiate their own salary rather than on a specific salary range criteria. There is no fixed policies or plans that would help in achieving employment equity or pay scale equity within the organization. This creates a hindrance towards the employee engagement of the organization. Employment equity is an important aspect of an organization. It aims at ensuring that none of the employees in the organization are denied of opportunity or employment or appraisals within the firm (Armstrong Taylor, 2014). This helps in removing the differences among the employees of the organization. In order to achieve the advancement in maintaining the equity within the organization, a new set of policies must be implemented, that would maintain a salary range for the posts of the employees. There must be a system generated with respect to rewards and appraisals that would help the employees to be motivated towards their work. It is an important aspect for the organization to maintain such policies as that would help in generating better quality of products to be delivered on behalf of the firm. Organizational Culture Wilson brothers limited tend to have great cultural sensitivity within the organization. They appoint a local representative as a CEO of the operational branch of the company n the countries where they have expanded the business. The organization has an attractive employment opportunity for the executives, managers, and other plant personnel due to its Canadian roots, culture and success. Yet, the company faces significant issues regarding the recruitment of people in Vancouver. The cost of living at such places is quite high that exceeds the real income. Corporate culture is considered as one of the most important tools to be pertained within an organization. It aims at bringing success to the organization by fitting the cultures within the firm in a proper way. This would help in implementing the work process with ease. By acknowledging the culture within the organization, the main aim of the organization would aim at enhancing the productivity of the firm (Marler Fisher, 2013). The leaders or the senior managers must create the cultures within the organization. Being the human resource director, the duties and responsibilities within the organization must be maintained well that would help in increasing the ability of the organization to build the gap between hr activities and cultural awareness within the organization. Organizational Change Under the Wilson Brother Limited, the organization has started their own distribution system known as Able Distribution Limited. In this way, they were able to guarantee on-time deliveries to customers. More than 70% of the demand for the trucking firm came directly from food business deliveries, independently operated out of Truro, Nova Scotia. However, the global cost increases in petroleum products have been significant; and because of the need to keep product prices low, transportation cost is a major area of concern for the Company. With the new transition implemented by the organization to develop their own distribution channel, it is quite important for the firm to frame such policies that would analyse the plans to be prepared and implemented by the organization. The organization needs to implement cost effective strategies that would help in undermining the transportation cost of the organization. Work Groups/Teams Most of Wilson Brothers Canadian operations are non-unionized, and for competitive reasons the brothers tend to prefer it that way. They have always felt that any issues with an employee could and should be dealt with directly, on a one-to-one basis. The brothers believe they need to operate with flexibility in order to make quick strategic decisions, develop new product ideas, and take them to launch as quickly as they do. The work teams within the firm carry out the orders of the secondary and the head managers of the firm, that are regulated by the owners of the organization. . The brothers attend two noteworthy team meetings. The first team, which includes the CEOs from all of the European and Asian subsidiaries, meets once every three months at the corporate office in Brandon. The purpose of this team meeting is to discuss and improve profit results. The brothers also meet once a month with a second team -- the senior executive team in Canada, which includes the VP Sales-Retail, VP Sales-Food Service, Executive VP Marketing, VP Engineering, VP Finance and VP Operations. No other formal team meetings are held in the company. There are groups that meet on an ad-hoc basis to manage new product implementation; these employees come from Sales, Marketing, Finance and Operations. In order to impose the stability of the work team the organization must improve the labour agreements to be generated within the organization. This agreement would add a level of structure to the firm and enable time consuming protocol thereby creating less flexibility of operational environment. Human Resource Director must see that the labour relations are encompassed an adhering to all the aspects of the employment relationship within the employer and the employees (Berman, et al., 2015). This would maintain the non-unionization of the organization, thereby enabling the organization to function smoothly in the business filed. The work teams or groups with discontentment within the organization would rather create lack in the growth of the firm. Conflict One of the major conflicts that has been perceived within the organization is that the employees of the organization are not subjected to any consistent policies on their relation issues. This employee policy has been quite conflicting in nature as the employees can be terminated at any level of employment if they fall out of the favour with the owners of the firms. This has reduced the job security of the employees that thereby subjects them to a risk related to job guarantee. This would create a positive effect on the employee turnover rate of the organization. There have been no current implementations of any plans or policies to bring the situation under control. it is quite vital for the organization to undertake some beneficial policy implementation steps that would help in controlling this conflict within the organization. This conflict would harm the productivity of the firm as the productivity is positively related to the employees of the firm. According to the human resource policies, the employee engagement could be done by generating specific confirmation employment policies (Truss, Mankin Kelliher, 2012). This confirmation policy would subject the employee to a period of training and under surveillance, and based on the performance, they must grant a certificate of confirmation to the related individual. This would help them in assessing the guarantee in relation to their job within the organization; hence, they would not search for anther jobs in related field and maintain a low employment turnover rate. Leadership Style The leadership style that has been within the organization is hierarchical in nature. The major leaders are the owners of the firm, who take the major decisions regarding the implementation of the strategies in the organization. The managers of the organization carry out the orders of the owners. This form of leadership has both merits and demerits. The merits could be stated as the hassle free implementation of decision undertaken by a handful of members (Jiang, et al., 2012). The demerits related to such a leadership is that, the risks that are borne by the owners do not reach the employees, hence, they would not undetermined by the current situation that the firm is being through. It is an important responsibility of the Human Resource Director to maintain the issues prevailing in the leadership trait of the organization. Such organization must maintain a specific form of efficient leadership in the organization that must be supported by a good communication system (Brewster, Mayrhofer Morley, 2016). This would ensure that all the members related to the organization are acknowledging the current situation of the firm. Power, Influence and Motivation In order to maintain the efficiency within Wilson brothers limited, the organization must develop a powerful and influential effect on the employees. This would help in motivation them and engaging them towards the organization. Employment engagement is quite vital for the firm, as it would help in maintaining the efficacies of the firm. Employee engagement generation should be a key aspect for the HR director (Purce, 2014). The policies must be implemented in such a manner that would help in incorporating better management of the firm. The leaders of the firm must be influential enough that would instigate a sense of motivation among the employees. The firm along with job guarantee to the employees must generate reward programs. The appraisals to be generated by the organization must be based on performance of the employees that would instigate a motivational aspect for the employees of the firm (Kramar, 2014). Better-implemented ideas would leave a positive impact on the productivi ty of the organization. Reference Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. 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