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It could be achieved through the implementation of the following strategies:
a. Offering training programs especially designed to the characteristics of each position b. Enrolling the employees into training programs based on time quality management (increasing task quality in the same amount of time) or the concepts of the learning organization c. Implementing and promoting change as an ongoing process and a part of the organizational culture, rather than a sporadic event, and finally d. Implementing reward systems, such as premiums, bonuses or even promotions. These will further motivate the staff members to increase their performances, contributing as such to the creation of the dynamic and challenging working environment.
The strategies proposed are extremely complex and are aimed to generate benefits on the long-term. This automatically means that their implementation will require patience and attention to details. Aside this, the change plan will also require financial resources....
The punctual courses of action will be developed by the Human Resource Department and will then be implemented. The HR specialists will monitor how the employees respond to the new strategies and will accordingly adapt them. If for instance, the employees are not stimulated by the promotional perspectives, but by schedule flexibility, the reward system will be reanalyzed and adjusted. The implementation of the change strategies will occur as soon as the HR department has developed the courses of action and the estimated time is of two months.
References
Mansfield, R., 1989, Frontiers of Management: Research and Practice, Routledge
Oakland, J.S., Morris, P., 1997, TQM: A Pictorial Guide for Managers, Butterworth-Heinemann
Peyton, P.R., 2003, Dignity at Work: Eliminate Bullying and Create a Positive Working Environment, Psychology Press
Storey, J., 1996, Blackwell Cases in Human Resource and Change Management, Blackwell Publishing
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