Case Study Analysis Paper Essay Example | Topics and Well Written Essays - 1500 words

Case Study Analysis Paper - Essay ExampleDoug leave behind be required to conduct a diagnosis of the newly initiated orientation program and the prevailing work surroundings so that he can send the puzzles contributing to the poor employee participation. A diagnosis will help Doug determine whether or not his program or the work environment or some(prenominal) are causing problems relative to participation in new employee orientation program (Jackson et al, 2011). It is only after Doug has conducted a diagnosis of the program and the employee work environment can he effectively construct an action plan (Jackson et al, 2011). Doug must be careful however, to check the results and look for additional information which can observe other aspects of the problem (Kubr & Prokopenko, 1989, p. 67). Doug will get to ram into account a large spectrum of variables. As von Hippel (1994) informs, in order to solve a problem, information is necessitate and problem solving capabilities must be utilized (p.429). In this regard Doug will be required to process the results of his diagnosis and reevaluate six particularized facts of a workable strategy stated goals diagnosis of the environment strategizing evaluation of the strategy implementing his strategy and control of the strategy (Schendel & Hofer, 1979). In strategizing, it will be merely necessary for Doug to take account of the people that he seeks to set goals and strategies for new employees. In anticipating and setting strategies for new employees and the work environment, it will be necessary for Doug to take into account pre-employment expectations, experiences following employment and any gaps that power influence new employees morale (Sutton & Griffin, 2004). For instance, high expectations prior to entering the workplace may not have been fulfilled and thus employee motivation and morale might be low. Dougs strategy may have to be reorganized around reaching by to employees as a means of motivating emp loyees rather than merely orientation strategies. In other words, a diagnosis of the program and the employees environmental conditions might inform Doug that his program does not correspond with the experiences of the new employees. Thus an action plan will have to take these factors into consideration. Doug must take all bonny steps to ensure that he is responsive to the lack of participation by new employees. If the problem turns out to be a mere scheduling problem he might want to reschedule his program so that it accommodates the schedules of a majority, if not all of his new employees. Scheduling may only be ace of the problems that require Dougs attention. It might also be a problem with the gap between pre-employment expectations and post-employment experiences. A review of the literature informs that there are a number of solutions that Doug may consider and these solutions relate to long-term solutions that are built into the working environment. First and foremost, the idea is to create a culture that transfers motivation and training throughout the organization by virtue of a socialization and invocation process. This can be accomplished by virtue of building competency indoors the organization among employees and local supervisors (Forman & Jorgensen, 2001, p. 71). It is also necessary to encourage employee involvement in the planning and execution process relative to tasks and