On their first day, the new troopers will be welcomed to the barracks and be offered a job description defining their responsibilities. They will be given a tour of the barracks to orient them with the facilities available. The commander will explain his expectations of the troopers providing details about the expected conduct. Troopers will be given a document with the rules that they are expected to observe. Some of the experienced troopers will be selected to mentor the new troopers. Their main role will be to guide the new troopers in their first days in the force. They will be introduced to the rest of the troopers in the barracks and informed about the hierarchy of authority that has to be observed. Assigned mentors will induct the troopers into the police culture as well as the organizational structure. The troopers will be encouraged to interact with other troopers to forge work relationships essential in improving cooperation. After the induction, the troopers will be assigned their first task. The commander will explain the expectations for the month which will serve as the troopers individual goals for that month. At the end of the first month, the commander will hold check-in meetings aimed at assessing the progress of the troopers. He will explain long-term goals and provide resources to the troopers for personal growth. The induction and onboarding process will be aligned with organizational rules which prohibit discrimination hence will ensure fair treatment of all troopers irrespective of their color, ethnicity, race, or nationality.
Limiting political behavior
A strict process for potentially political issues will be observed when dealing with promotions, performance evaluation compensation, and organizational design and territory. A well-structured performance and compensation reviews will be conducted to ensure that wage increases is fair and minimize politics. This process will be guided by an airtight policy which involve all stakeholders in evaluating the compensation process. The organizational design will be evaluated regularly and information needed in decision making process without revealing to the troopers the organizational plans. The evaluation minimizes conflicts between executives and prevent information leaks which can lead to lobbying.
Job promotion process will be conducted based on merits instead of political favors. A criteria for promotion will be created to outline the requirements that one has to achieve to be considered for a specific position. This will make the promotion process more formal and visible to the employees. It will give all stakeholders confidence that the company promotes the employees based on merit and result of the process will be explain the promotion decisions made (Belzil, 2010). The promotions decisions will be further validated by a board of directors who will either accept or reject them through popular vote.
Reducing organizational conflict
A workplace-conflict guidelines will be established to resolve conflict that may arise among troopers or between them and the managers. The guidelines will include steps followed when reporting a conflict and actions taken to resolve or prevent conflict. A conflict resolution training program will be offered to all troopers including managers to develop the skills they need to resolve workplace conflicts that arise. This will give them confidence to resolve conflict at different levels. Communications skills training will also be offered increase the troopers ability to communicate effectively with the managers and their counterparts as well as manage communication problems that lead to organizational conflict (Stiefel, 2009).
The staff will be encouraged to forge positive work relationships. The troopers will be given a chance to socialize and know each other well. This will be done by providing opportunities for staff engagement and offering tasks that require cooperation. Team building activities will be implemented to enable the staff to connect and feel comfortable with each other. These activities will be designed to offer team members an opportunity to know each other, learn acceptable behavior, and determine how to resolve team problems and conflicts that arise.
Strong communication channels will be adopted in the workplace to improve communication within the organization. Some of the channels to be used include problem-solving meetings and informational campaigns. The staff will also communicate via a range of organizational communication tools such as face-to-face discussions, online meetings, voice mail, bulletin boards, texting, email, and videoconferences. The managers will also clarify to employees about organizational goals and priorities. Often, conflicts arise due to differences over goals, values, or facts. By ensuring all troopers are informed about organizational objectives and plans, the probability of dysfunctional conflict will be reduced.
Instead of just being leaders, managers will be trained to problem solvers to address conflict and help troopers focus on their work. The managers will be trained to become mediators in conflict and gain negotiation skills. These skills help them managers to be empathetic and play an active role in conflict resolution in the workplace. Also, managers will be educated about workplace biases particularly gender bias which is a major source of conflict. They will be trained how to focus on the problem instead of pointing fingers and learn how to hold staff members accountable for their actions and develop a solution to prevent such problem from occurring again.
System of personnel evaluation
The managers will craft a transparent personnel evaluation process to alleviate anxiety among the staff members and increase the effectiveness of the process. Staff will have free access to questions and forms involved in the process. Employees will be given the chance to provide ideas in the restricting of the process to ensure the standards established are reasonable. Involving the staff in the evaluation process will help them to understand its purpose and encourage them to participate. The managers will ask employees to provide feedback on their performance and that of the organization. Employees dont work in an empty space and one major criticism about personnel evaluation process is that it does not considers the impact of the workplace on employee performance.
The system of personnel evaluation will be optimized as an evaluative tool applicable to all employees irrespective of their positions or specialization. This is key in obtaining accurate data showing employees productivity as well as issues affecting their performance (Klingner, 2015). The organization will benefit from the system as it will give the management a chance to determine ways to achieve the organizational goals. With clear evaluation process, objective standards, feedback, and follow-through, the system of personnel evaluation can be effective in determining individual performance as well promoting growth for the staff members. The impacts of an effective and efficient system are many and will offer employees a vital source of satisfaction.
Belzil, C., & Bognanno, M. (2010). The promotion dynamics of American executives. In Jobs, Training, and Worker Well-being (pp. 189-231). Emerald Group Publishing Limited.
Klingner, D., Nalbandian, J., & Llorens, J. J. (2015). Public personnel management. Routledge.
Stiefel, F., Barth, J., Bensing, J., Fallowfield, L., Jost, L., Razavi, D., ... & participants. (2009). Communication skills training in oncology: a position paper based on a consensus meeting among European experts in 2009. Annals of oncology, 21(2), 204-207.
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