Numerous dilemmas can hinder the way an organization performs. It takes a great leadership team to combat those issues. To hire within or outside the workforce is the question. The lingering issue I find impacting my organization is the lack of organizational alignment within the organization. What do I mean by that? Through careful analysis of my workplace, Westwood College, we are struggling as a whole to combat disengagement with an engageded workforce and the ability to work cohesively through shared culture and values. Through relational systems method organizations can experience success
In recent events at my organization there seemed to be a trickling effect from one thing to another. In a recent Town Hall, employees of the SFOC (Student Finance Operation Center) were informed that they would not be receiving pay increases. For some, it did not mean a thing but for others it hit them straight in the eye. Newly acquired employees, less than a year tenure, did not seem to quarrel much over this but longer tenured employees were enraged. Quickly following the Town Hall 3 of 4 supervisors put in a two week notice to leave work. This now meant a new leadership team had to be formed. Two of the new supervisors were hired from within, leaving one from outside the company being hired. This change in leadership sparked a time for rejuvenation.
An organization that is characterized as having great employee engagement is seen as thriving. There are many definitions of what employee engagement means to each individual and or organization, but they all ultimately share a common theme of a mutual commitment between the organization and the employee. This relationship is also seen as very beneficial. According to Mishra, Boynton, and Mishra (2014) an organization’s communication practices have an important influence on the degree to which employees trust their managers. This helps with communication which decreases disengagement. When the workforce is truly engaged there is shared success for both parties. Communication, culture of the organization, and professional development all play a role in regards to employee engagement. Kelleher (2014) suggests that employee engagement can result in great attendance that translates into higher productivity and profitability for the company (p. 15).
Disengagement on the other hand can be extremely degrading to an organization. One way to identify disengagement is through performance evaluations of an individual and or group. Opportunities for advancement, little to no pay increase and opportunities for professional development are the underlying issues seen within my organization. Westwood, as seen after recent events that resulted in management and leadership change, can see that some individuals engagement is just not there anymore. Quality assurance scores dropped five percent and productivity seen a drop as well, seven percent. Other sights of disengagement can be just an employee...