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Reflection on the Workplace Action Plan
The Workforce Action Plan at Mi-ORG focuses on employee retention, succession, and the development of strategic relationships. To reduce turnover, three key areas have been identified as important: improving diversity, enhancing morale, and ensuring proper compensation for work well-done. The succession plan focuses on identifying individuals with leadership potential and developing them from within the organization. The foundation for developing strategic relationships lies in the cultivation of an organizational that reflects the values and beliefs of both the organization and its employees so that there is total alignment.
A workplace action plan like the one at Mi-ORG is helpful for providing focused guidance on problem areas that can be improved to enhance the performance of the organization. An Average Day at Mi-ORG reveals some of the daily problems that a manager will face, typical of just about any organization: pressed for time, managers have to squeeze in individual meetings between larger group meetings; time is often budgeted poorly; managers can feel rushed, inadequately nourished, and stressed by the amount of meetings they have to be part of....
Issues crop up, such as workplace drama, conflicts and advice-seeking; people have problems that need to be addressed, and the manager has to find a way to address those needs while also getting to his own work. Some do not take the meetings as seriously as others, come late, or spend the entire meeting on the phone without seeming to pay attention. This kind of inattentiveness can hurt moraleand a manager has to find a way to address these issues without causing resentment. Then there is the problem of the logistics of communication: with so many emails coming to an in-box, one has to parse through messages, some of them relevant but many of them not, and that eats up a good amount of time that could be better spent as well. Focusing ones attention via a workplace action plan is a good way to deal with the issues that affect ones daily habits, routine, and interactions in the workplace. At Mi-ORG, organization, morale, attentiveness, and culture are all important.
The Workplace Action Plan appears to understand these issues, but it focuses primarily on retention, succession and strategic relationships as a way of dealing with them. It rightly identifies organizational culture as the ultimate basis for forming strategic relationships, and really culture should be viewed as the basis of addressing turnover and leadership succession as well. Organizational culture is the fundamental building block: without it, there are going to be gaps and cracks throughout the organization, manifested in various problemslike turnover, or like a lack of leadership development. As Learning Topic: Organizational Culture points out, organizational culture is the sum of…
References
An average day at Mi-ORG. (n.d.). University of Maryland.
Learning Topic: Organizational culture. (n.d.). University of Maryland.
Learning Topic: Organizational subculture. (n.d.). University of Maryland.
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