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Organizational Analysis Essay

Every organization existing within the boundaries of business industry needs people to strengthen their firm. In this regard, there is an exceptional importance placed upon the human resources department, as they are the ones handling the concerns of the firm’s labor force. Whatever type of an organization a certain business firm is, it could not be denied that the people working for it is the main source of the organization’s security on being able to exist within the system of the business world. Indeed, as mentioned by Michael Beer in his book Human Resources Management,

“Human resources are one of the most important features of many businesses- especially in an economy where there is an increasing shift towards service-based industries. Human resources account for a large portion of many businesses’ costs and it is the people that invariably drive a business. Management of these resources therefore is an integral part of business success”. (1985) Many companies already lost their chances of being widely accepted by the society because of the simple fact that they are not able to support their people force well.

It must always be remembered that the employees are people too. Along with the fact that they have a

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job to earn their living, a certain level of satisfaction must be able to be realized by each employee. This is due to the fact that they too have expectations from the job they are working at and from the companies or business firms they are working for. Take note that these people are not robots. They do not just do the things, which they are programmed to do. On the contrary, their performance depends on how well they are rewarded for their hard work.

This is the main concern of every human resource management department. Seeing to it that every employee gets what they want and what they need from the company is the main reason why the Human Resource Department exists. Looking at an actual example of a company undergoing the challenges of effectively handling people in the business as well as adhering to their demands from the company, the possibilities in which the HR department could face such situations would be discussed. Along with this, the company’s effective and strategic management of their human resources shall also be examined.

The way they reward their employees accordingly with what the said people do for the company as a part of the organization shall be carefully observed. The Company The Sydney commercial law firm Wynton Wynne Moore and Associates is now facing a dreadful problem regarding their employees. Although advertised by Charles Wynne, the association’s Chief National Partner, that the company is doing very well compared to the past five years of its operation, the employees say otherwise.

Contrary to what he opted to say in his speech during a meeting, the employees feel so deprived of their rights for recognition from the company they are working for. Consequently, many employees are influenced to change their jobs and shift to other firms for better benefits and better rewards for their hard work. Aside from this, gender discrimination is also an issue in the company. As the profiles of the company shows that at least 60 to 70 percent of their entire organization is dominated by men. Meanwhile, Felicity Fairchild is the company’s new Director of Human Resources.

As mentioned above, there are several problems that have to be addressed by the Human Resource Management at the time of Felicity’s engagement with the firm. In this way, she is then subjected to face the challenges that have to be solved in the present system of human resource assistance that the firm is able to give for their employees. Concerning this, there are numerous grievances about the treatment of the management towards their subordinates. This is especially elated to the rate of payment they give. Many employees complain about being underpaid.

They claim that they are not rightfully paid for what they are due. Their talents and their skills, which they invest in the company, do not get reasonable “interest” for their self-satisfaction. These problems are waiting to be solved by an expert in managing human resources as well as facing the necessary grievances of the people in aim of reviving the trust and loyalty back to the company. So far, as Felicity’s record on the field of Managing human resources is concerned, her careful examination of the situation, which the company currently faces, could give promising results for the firm’s revival.

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