Organizational Goals Assignment

Part: A

Task: 2

a.

There are some alarming results from the most recent employee survey that require quick attention. The following are the top three discoveries that require immediate attention:

Low Feeling of Value and Support from Senior Managers (20%):

Rationale: Senior managers are crucial in establishing an organization's culture and tone. Employee trust, engagement, and alignment with organisational goals are all fostered when workers feel valued and supported by their senior managers (Holland et al., 2017). Only 20% of the workforce feeling valued is a low ratio, which might be a symptom of a rift b/w senior leadership & the rest of the workforce. For the sake of creating a productive & harmonious workplace, this issue must be resolved.

Increased Workload (83%):

Rationale: An alarming 83% of workers say their workload has grown, which can cause burnout, lower productivity, and adverse effects on their general wellbeing. Employee performance suffers and personal development is hampered when they feel overworked and overextended. To guarantee that employees have a reasonable burden, promote a positive work environment, and avoid potential long-term negative consequences on employee retention and organisational success, this issue must be resolved.

Low Satisfaction with Training and Development Opportunities (33%):

Rationale: Employee engagement and growth depend heavily on training and development. Employees may get unmotivated and experience job stagnation if they believe their growth requirements are not being met. Additionally, the company can have trouble keeping top people who look for career prospects elsewhere. The company may improve employee capabilities, increase work satisfaction, and encourage internal talent retention by prioritising and enhancing training and development activities.

Additional Consideration:

Although the three aforementioned criteria are extremely essential, it's also critical to recognise the significant number of workers actively looking for alternative jobs (54%). This suggests that there may be a problem with staff satisfaction and retention. Addressing the three top concerns would probably improve worker retention rates and general job satisfaction.

Strategic Actions:

Enhance Communication and Engagement with Senior Managers:

Establish frequent platforms for top managers to communicate with staff, such as mentorship programmes, open-door policies, and town hall meetings. Employees will feel better connected to the organization's leadership as a result and will be able to voice problems and provide ideas.

Workload Assessment and Resource Allocation:

Make sure that the task is distributed fairly and evenly throughout the organisation by doing a comprehensive evaluation. To lessen the workload on employees, if required, think about redistributing responsibilities or recruiting more personnel (Villinski, 2016).

Revamp Training and Development Programs:

Obtain input from workers on their preferences and training requirements. Invest in thorough training initiatives that are in line with workers' career goals and the goals of the company. Offer chances for cross-training and upskilling to promote career advancement inside the business.

Proactive Stress Management:

Implement stress-management strategies that enhance employee wellbeing, including as wellness programmes, flexible scheduling, and access to mental health services (Tzenios, 2019).

Recognition and Appreciation Programs:

Create ongoing employee recognition programmes that salute and celebrate accomplishments of all sizes. To increase employee morale, make sure that efforts and contributions are recognised and appreciated.

Exit Interview Analysis:

Examine exit interview responses to find recurrent problems and areas that need improvement. Utilise these insights to improve HR procedures and develop a more inviting workplace.

Diversity and Inclusion Initiatives:

Support and improve the organization's diversity and inclusion policies continuously. Employees are more likely to be creative, innovative, and feel like they belong in a company that values diversity and inclusion.

b.

Strategic Initiative: Enhancing Senior Managers' Engagement and Support

Rationale:
Only 20% of workers feel respected and supported by top managers, according to the workforce poll. This conclusion is quite alarming since senior managers are crucial in determining organisational culture, creating a pleasant work environment, and increasing employee engagement. Employee morale, productivity, and the possibility of employee turnover can all suffer when workers feel alienated or underappreciated by senior leadership. To solve this issue and foster a more unified and engaged staff, it is crucial to plan and implement a strategic programme to increase senior managers' participation and support.

Critical Evaluation:
The lack of feeling appreciated by senior leadership is a key problem that was noted in the employee survey, and it is addressed by the suggested strategic plan to increase senior managers' participation and support. The organisation may anticipate a number of beneficial results by putting this effort into action:

Improved Employee Morale and Engagement:

It develops a sense of connection and dedication to the organisation when staff members believe that top management appreciate and listen to their thoughts (Bin & Shmailan, 2015). This raises staff engagement and morale, which has a beneficial effect on overall productivity and work satisfaction.

Enhanced Organizational Culture:

For staff retention and organisational success, a culture of trust, respect, and open communication is essential (Anitha, 2016). The effort helps to create a pleasant workplace culture by encouraging regular contacts and acknowledging employee accomplishments.

Increased Employee Retention:

Long-term retention of employees is higher when they feel valued and supported by their top supervisors. This improves the retention of top personnel and lowers the expense and disruption caused by excessive staff turnover.

Improved Leadership Effectiveness:

Senior managers may improve their leadership abilities by offering leadership training and development opportunities, which will improve team performance and create a more harmonious work atmosphere (Bakker & Leiter, 2017).

Enhanced Innovation and Creativity:

Employees who feel supported at work are more likely to express their opinions and take measured risks. Employees are more inclined to provide creative ideas that can help the company when they feel appreciated.

Positive Employer Branding:

Employers who value and assist their staff are viewed favourably in the employment market. This might improve the company's employer branding and draw in top personnel.

c.

To: employees of the company,
From: CEO of the company
CC: To the owner of the company
Subject: You Said, We Listened - Your Valuable Feedback Matters!
Dear Team,
Subject: You Said, We Listened - Your Valuable Feedback Matters!
Dear Team,

We truly trust you're doing well. We want to truly thank each and each one of you for taking the time to take part within the most recent employee survey. Your advice is amazingly noteworthy to us, and we are committed to acting on it to progress things for the superior interior our company. We learned a part from the survey about how you see administration and authority within the association. Your conclusions have been taken into thought after careful examination of the information, and we need you to know that. 

We are excited to learn that 65% of you like attending to work each morning. Your enthusiasm and commitment are a witness to our A C Llyod team's dynamism and drive. It is empowering to know that 80% of you are feeling energized and regarded by your associates. In arrange to form a strong and comprehensive work environment, a strong sense of collaboration & camaraderie is fundamental. Feedback on senior management support is one area that needs quick improvement. We recognise that it is concerning that just 20% of you feel appreciated by top management. We are dedicated to acting strategically to increase our top managers' engagement and backing.

We have established feasible tasks to be accomplished in order to address these issues and improve our working environment:

Enhanced Communication Channels:

Senior management and all employees will have open and honest lines of communication. It will be encouraged for you to participate in one-on-one conversations and regular town hall gatherings to express your opinions.

Leadership Development:

For the benefit of our top managers, we will make significant investments in comprehensive leadership development programmes. These programmes will concentrate on enhancing their capacity to establish a supportive workplace atmosphere, emotional intelligence, and active listening abilities.

Employee Involvement:

We respect your opinions, and we'll do our best to include you in decisions whenever we can. To ensure that your opinion is heard and taken into consideration, your feedback will be requested on significant organisational projects and policy changes.

Recognition and Appreciation:

We realise how important it is to acknowledge your efforts and achievements. As a result, we will put in place a systematic recognition programme that emphasises exceptional performances and recognises team achievements.

The study also revealed the team's increasing workload and sporadic feelings of stress. We take these worries seriously and are looking into practical solutions to solve them. We have taken notice of the comments on the chances for training and growth. We will be updating our training programmes to better fit with your career aspirations and our organisational goals in order to promote a culture of development and constant learning. Your health and job happiness are our top objectives at A C Llyod. Your input has given us insightful information, and we are dedicated to fostering an environment where you may succeed professionally and personally. We'll frequently keep you informed on how these efforts are doing.

We would like to express our warmest gratitude once more for your active involvement in the survey and for helping to keep our organisation successful. Your devotion and tenacity motivate us every day.

Together, we will create a workplace that is more robust, encouraging, and ultimately, gratifying.

Best regards,

[Your Name]

[Your Position]

[Company Name]

Part: B Reflective Personal and Professional Account Journal Entry: Reflecting on Integrity and Ethical Practice Date: [Today's Date] Dear Journal, Today, I'd want to reflect about one of the fundamental professional areas from the CMI Code of Conduct and Practise that really speaks to me: "Integrity and Ethical Practise." In my professional opinion, integrity is the cornerstone of quality, trustworthiness, and all other elements of our business. Maintaining moral standards is advantageous for the organisation as well as for one's personal development and for society as a whole. Understanding the Importance of Integrity and Ethics: Integrity is the quality of being truthful, open, and responsible in all of our relationships with others in the workplace. It entails upholding a set of moral standards and ideals under adverse circumstances. Making judgements in an ethical manner requires being fair, just, and courteous to all parties involved in the decision-making process, in addition to adhering to rules and regulations. Applying Integrity and Ethical Practice in My Current/Future Professional Career: As a project manager, I place a high value on honesty and moral behaviour. I am in charge of managing important projects, working with several teams, and making essential choices that may affect the organization's performance and the welfare of my team members. I will put particular emphasis on the following areas in order to use integrity and ethical practise in my present and future professional careers: I'll act with the utmost honesty and set a high bar for my decisions, setting an example for my group and my coworkers. I'll make sure my behaviour reflects the organization's ideals and moral standards. Building trust among team members and with stakeholders requires open and honest communication. I'll make sure to be honest in my communication about the project's objectives, difficulties, and development while offering all the data you need to make wise choices. I will value each team member's distinctive contributions and viewpoints while embracing and celebrating variety within the group. I'll foster an accepting atmosphere where everyone is acknowledged and valued. There will inevitably be ethical problems in project management. I will handle these problems by carefully assessing the circumstance, taking into account the ethical ramifications, and consulting with advisors as appropriate to make judgements that are reasonable, just, and in the interests of all parties involved. As a project manager, it is my duty to put the needs of all parties involved, such as clients, workers, shareholders, and the community, first. I'll make sure project results advance the organization's ideals and the greater good. I'll respect the strictest standards of privacy and data security, making sure that sensitive data is protected and handled properly. In order to better my comprehension of difficult ethical dilemmas and enable me to make more intelligent decisions, I will continue to study about ethical standards and professional practises.

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