As a large organization that has been in business for over thirty years, they have a set of mission and core values in place. These include having high level of professionalism and service standards. All these are made possible with the correct recruitment process and retention of professionals that make up the key teams in the business.
Being a cost-conscious organization, individual employees are required to account for their time spent at work. This allows the management to ensure that the efficient and effective recoverability of charges turn into profits. The managers are required to provide explanations if these are not met. However, the uneven distribution of jobs result in inaccurate recording of time charges due to the low level of work. Moreover, employees are also questioned and given demerit points if their total charge time is less than 50% on a monthly basis as the management perceive this as being unproductive. Performance appraisal occurs at individual level. These has resulted in low levels of communication, cohesion and poor performance.
Different working patterns and different motivational needs exist among the teams. Although there are currently sets of guidelines and checklists available to ensure consistencies in the jobs carried out, there are still occasions when these are ignored. In addition, members of a team are required to act as a backup for one another in case any staffs go on study, maternity or holiday leave. There are also staffs that take on night classes or moonlight due to the competitive remuneration package the organization offers.
To minimize the disruption or drop in the standard of work, the management must relook into job distributions that would provide optimal benefits and meet the needs of the staff at the individual and team level. Continuous training and educating the employees are essential in meeting the level of service that is expected of them, and making sure the employees are kept motivated and relevant.
Task 2.1: Impact of Problems on Attitudes and Perceptions
The problems that are evident in the organization are commonly shared and are influenced by the failure of management to further improve the situation. An attitude is an inclination of a person to positively or negatively react to someone or something in one's environment. On the other hand, a perception is "a process by which individuals organise and interpret their sensory impressions in order to give meaning to their environment" (Robbins et al. 2004 p. 45). Perceptions are influenced by a person's traits and background, environment and how a person looks at a situation.
The uneven distribution of work creates job dissatisfaction amongst the employees and causes negative attitudes. The lack of job involvement results in low commitment to the organization that may eventually experience problems in retaining professionals. The competitive remuneration package compels low-level employees to seek alternative jobs outside of work to satisfy their needs. Thus, they are unable to give 100% of their performance at work due to fatigue, dissatisfaction and low commitment. Because these negative attitudes arise together with the inaccuracy of accounting for their time due to low volume of work, the