CEA121-Skills for Tomorrow-An Analysis of the Organisation

A management consultant has been hired to fix the morale issues at a branch of Skills ForTomorrow (SFT) in Pennsylvania, United States. SFT is a government-sponsored organization tasked with helping at-risk young adults gain vocational training toward preparing them for a successful career in one of several areas, including automotive and machine repair, construction, health care and information technology. The program provides support to students beyond technical training, including the development of interpersonal skills, problem-solving skills and skills in effectively conducting a job search and interview - all towards the goal of graduating individuals that are prepared to live independently and become productive citizens (and taxpayers). Several factors are influencing the morale of the SFT management team, some of which point directly to the sponsor of the consulting project, the executive director at SFT Harrisburg. The consultant must identify the root causes of the management discord and derive a solution that can help solve the various issues. The consultant will need to consider the political and interpersonal aspects of the consulting relationship between herself and the executive director.

Introduction

(SFT) SkillsForTommorow is a government-sponsored organization providing vocational training to young adults to succeed in their career. This report states the possible reason and measures why the Harrisburg location of SFT fails to achieve higher rankings for several years from the view of a management consultant ("SkillsForTomorrow", 2018).

Discussion

The management con

Alvarez, the director hired the management consultant to analyze the issues related to the organization and him since he figured out the visible the cold responses and communication gap within a week at work (Young et al., 2015).

Besides, there lay various other ‘morale’ issues as reported by the employees in the workplace which possibly affect the productivity and the ranking of the organization.

The working structure is not friendly, besides every employee needs relaxation and breaks. Directors as well as the employees lacks team spirits and enthusiasm to work in a group (Agarwal, 2014) which eventually results in serious budgetary decision struggles within the organization. Besides, most of the employees follows cover your back concept and hesitate to help others which results in affecting the organizations productivity as a whole. Another important issue in the company is most of the people here do not like welcoming changes and follow contemporary methods. The major drawback of the organization lies in employee’s attitude towards lack of respect towards each other. In the interview most of them pointed out the issue of being looked down by the higher authority and there exist certain biases in workplace.

The management consultants penned down some of the specific parts to fix the morale issues for the Harrisburg SFT employees and the organization to succeed in the long run rankings of the organization. He explained the issues with the help of certain theories of human motivation and needs.

According to Huczynski and Buchanan (2001) and Abraham Maslow’s theory of motivation, physiological, safety, social, esteem and self actualization needs are the basic requirements for employee motivation (Boin, Stern & Sundelius, 2016).

Physiological Needs, for example, giving contribution to worker pay rates ,rewards and recognitions. Security needs like guarantee in the right devices for the activities which are accessible. Social Needs, for example taking the team out for a break or a gathering, out of the regular schedule for better employee interactions. Regard needs, for example, perceiving teammates for dedicated commitments for the tasks. Guaranteeing each and every members feels their importance and sees that they and their role are vital to the venture (Howard et al., 2016). Self-Actualization Needs, for example, considering each colleagues proficient objectives when doling out assignments, enabling colleagues so they can create and develop. These are the basic factors to be looked upon in the organization to ensure the quality of work and services since students care about the quality of services SFT provide ("SkillsForTomorrow", 2018).

Conclusion

The employees of SkillsForTommorow showed a clear picture of the organizational culture and environment. Personal issues among directors and personality differences effecting work culture is a big issue to look after.It is the duty of the employees of the organization to work as a team, keeping aside all the personal grudges and provide support to youngsters to shape up a their bright future. 

References

Agarwal, U. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41-73.

Boin, A., Stern, E., & Sundelius, B. (2016). The politics of crisis management: Public leadership under pressure. Cambridge University Press.

Howard, J., Gagne, M., Morin, A. J., & Van den Broeck, A. (2016). Motivation profiles at work: A self-determination theory approach. Journal of Vocational Behavior, 95, 74-89.

SkillsForTomorrow. (2018). SkillsForTomorrowAManagement. Retrieved 19 January 2018, from https://file:///C:/Users/User/Downloads/1956864_1707205029_SkillsForTomorrowAManagementTe%20(1)

Young, W., Davis, M., McNeill, I. M., Malhotra, B., Russell, S., Unsworth, K., & Clegg, C. W. (2015). Changing behaviour: successful environmental programmes in the workplace. Business Strategy and the Environment, 24(8), 689-703.