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The organization also seems to be rather adept at evaluating employee performance regularly and fairly. The organizational leaders have, on the whole, established culture of trust, in which employees feel free to speak their minds and express their ideas without apprehension.
CHRA is not perfect, however. There are definitely some weaknesses in the organization as well. For example, some of the organization's leaders are not as skilled as they could be at handling conflict and negotiation. There is sometimes a lack of effective communication from the top down which results in problems that resonate throughout the company. When this happens, the conflict that ensues is not always handled as diplomatically as it could be. The "blame game" seems to be a popular pastime in the organization, which ultimately just serves to reduce morale.
My suggestion for overcoming this weakness is to send managers to training sessions on effective communication. In every organization, there are certain dynamics that influence the organizational culture in either a productive or a non-productive manner. It is ultimately the leaders' job to assess and understand those dynamics so that they can be channeled in a positive direction. Most experts agree that the manner of communication used between leaders and subordinates has an extremely...
As with just about any governmental organization, the gears of change and implementation often move very slowly due to the amount of forms needed to fill out and the numerous channels one needs to go through to make things happen. This sometimes makes the employees quite frustrated, which can lower their morale and cause them to feel somewhat disengaged from the organization. Therefore it is important that not only is efficiency improved, but also that the employees are trained to look at these situations as challenges and opportunities instead of as obstacles.
References
Bell, M.P. (2007) Diversity in organizations, Thomson Southwestern
Civilian Human Resource Agency (CHRA). (2010) "About Us." Retrieved from http://www.cpol.army.mil/employment/benefits_compensation.htm
Dessler, G. (2005) Human resource management. Prentice-Hall, 10th ed
Gilley, a., McMillan, H.S., and Gilley, J.W. (2009). Organizational change and characteristics of leadership effectiveness. Journal of Leadership & Organizational Studies, 16, 38-47
The relatively small degree of economic displacement during this recession has prompted the rise of the Tea Party and (to those who are not a member of this movement) incomprehensible fury against the federal government. (By noting that the economic pain now is "relatively small" I do not in any way to mean to suggest that many people have been not been devastated by the recession, merely to make
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