A Change in the Management Style

It was in our findings that, through the team report, that particular activity took place at Mr. Cooper which drastically undermine the level of production of the company. This mainly touched on the employees as they were dissatisfied with the way management was being effectuated, and 46% of the employees had a problem with this. Through lack of a decisive management style, this gave rise to the absence of employee morale which affected 28% of them and finally, communication was also a barrier at the organization as it changed 22% of the workers. The following vices need to be addressed if at all the company may want to experience high levels of productions thereby reviving its operations effectively and sufficiently.

We, therefore, recommend that the company look into its management style in a bid to changing how it operates. This will be carried out through an internal exchange programme within the business, regular training of workers and the implementation of favorable working hours for them. This may also be referred to as happy hours; it will go a long way in creating meaningful relationships at work not only with the management but also among employees themselves.

Training of Employees

The organization may consider a training programme after every two years as this will enable them to comprehend the nature of their job better and to also coexist peacefully with each other thereby leading to productivity. The training should be undertaken by managerial employees to diminish the micromanaging nature of management.

Specifically, training and development will enable employees to learn as this is the overall objective; it is, according to (Noe, 2016) the art of acquiring knowledge, skills, and behaviors associated with competencies. For this report to be useful, the training should not only be conducted for the sake of it. Instead, but it should also take a keen interest in the pattern of the process. It should be weighed against its credibility by looking at its developmental functions to both the managers and employees; it will have to showcase how it will contribute to the company's competitiveness as it improves employees' performance thereby bring about a clear business strategy.

In implementing this process, the company may want to thoroughly incorporate explicit and tacit knowledge with the former being about the documentation of such experience in that it is presented in a manual thereby making it easy to effectuate a transfer of the same from one individual to the other. Tacit knowledge on the hand entails the personal knowledge that is usually cultivated by one's own experiences, and it often proves challenging to have it well stated and presented in a manual. Mr. Cooper, in attempting to get the best out of their employees, should have regard to both of these types of knowledge.

-6324607448551. Needs Assessments Findings

An analysis of the company

A personal (employee) analysis

A task-oriented analysis

00

1. Needs Assessments Findings

An analysis of the company

A personal (employee) analysis

A task-oriented analysis

27889206915152. Preparedness for the Training

Ensure employees have the right mindset for the upcoming process.

02. Preparedness for the Training

Ensure employees have the right mindset for the upcoming process.

For the company to have a successful training programme, they may wish to adopt this approach as is presented by the flowchart below:

234315032067500

409511623177500

-2362203409954. Development of a Valuation Plan

Identifying an evaluation design

Determining a Plan that is related to cost-benefit analysis

004. Development of a Valuation Plan

Identifying an evaluation design

Determining a Plan that is related to cost-benefit analysis

34671003409953. Creation of a Conducive Environment

Reliable programme administration

Set learning outcomes

Relevant learning materials

003. Creation of a Conducive Environment

Reliable programme administration

Set learning outcomes

Relevant learning materials

2971800549275

Happy Hours and Recognition Programme (screenshot)

To revamp the management style of the company, we also recommend the inclusion of happy hours that are budget friendly to the worker. This will go a long way in smoothening the interaction between the management and workers. We suggest that this may be included on every Fridays for each month and it should last for one hour which ideally should be as from 4-5pm. The benefit of this is that it will give the managers a higher chance of getting to know the employees better and even understanding their work life. This will, in turn, cultivate to empathy in the event emergencies arise which affect employees.

This concept was developed by in the 20th Century, but it continues to bring with it positive results into various businesses around the globe. This is important because then employees will be able to get some air in between and cool off from all the hard work. This will not only boost the relationship between the management and employees, but it will also increase the levels of production at the workplace, as the saying goes; happy employees are, without a doubt, the best workers as explained by (Leslie, Manchester, Park & Mehng, (2012). This may be incorporated through different social activities such as sports or even dance sessions.

For this activity to be a success, the management should take into account the following steps:

47396401403353. Voluntary Social Activity

The employees should not be forced to attend the planned universal joints.

03. Voluntary Social Activity

The employees should not be forced to attend the planned universal joints.

25527001403352. Taking into Account the wishes of the Employees while Planning

This is to make sure that they are part and parcel of the preparatory process.

02. Taking into Account the wishes of the Employees while Planning

This is to make sure that they are part and parcel of the preparatory process.

-838201022351. Presenting an Offer to the Employees

This is in an attempt to take into account the different needs and preference of your employees.

001. Presenting an Offer to the Employees

This is in an attempt to take into account the different needs and preference of your employees.

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4358640173355

In incorporating such concepts as happy hours, Mr. Cooper will be directly and indirectly benefit as well as retaining its human capital (Dobre, 2013) as it will be acting as a motivational factor for the employees.

The company may also consider the recognition method as this just like the happy hour concept, also goes a long way in bringing out the best of the employees. Mr. Cooper should come up with a process in which they recognize those employees who have dedicated themselves in their work thereby giving rise to exemplary performances. They may be materialized through an act of reward, be it financial or non-financial.

1524083820EXEMPLARY PERFORMANCE

00EXEMPLARY PERFORMANCE

2423160129540RECOGNITION/REWARDS

00RECOGNITION/REWARDS

17602204343400

3459480284480

2948940158115Recognition

Monetary pay

Payment in kind

00Recognition

Monetary pay

Payment in kind

This practice, according to (Tessema, Ready & Embaye, (2013) impacts on the employees positively and also motivate them in equal measure.

Internal Exchange Programme

This will be realized through the switching of employees in the various departments that are in existence within the organization; the process will be technically handled by the departmental managers as they should be made aware of the same. This will see the department managers switch their team players with others from the several departments for a period not exceeding one month. At the end of the period, each employee will be required to issue a detailed review regarding their respective managers to examine the strengths and weaknesses of each management style.

in order to achieve this, there for a comprehensive plan on how the whole process will be carried out clearly stating the commencement of the process and indicating the duration it shall take. The real intention of the process also needs to be discreet to eliminate any possibility of pretending on the part of the managers. Finally once the reviews are out (as written by the employees), there needs to be an aftermath mechanism that should be put in place to deal with the reviews actively. This takes into account the costs that will be incurred in coming up with the various tools such as investigating panels that will have a look into the strengths and weaknesses highlighted in the reviews and come up with viable solutions.

In conclusion, Mr. Cooper is trying to mitigate and possibly do away with the vices that were present in our team report, may take into account the above-mentioned recommendation having regard to the various limbs that fall under it and test their effectiveness to revive the company and bring about the productivity that befits it.

Reference

Noe, Raymond. (2016). Employment Training & Development (7th ed.). New York: Ingram Publishing. Retrieved from

book/3677136/409b6

Dobre, OVIDIU-Iliuta, (2013) Employee Motivation and Organizational Performance. Journal of Economic Studies, 5, 53-60. Retrieved from

Employee motivation pdf- ftp.repec.org>opt>RePEc>rse>wpaper

Leslie, Lisa, Manchester, Colleen, Park, Tae-Youn & Mehng, Sihan (2012) Flexible Work Practices: A Source of Career Premiums or Penalties? The Academy of Management Journal, 55, 1407-1428. Retrieved from

https://www.jstor.org/stable/23414261

Tessema, Mussie, Ready, Kathryn & Embaye, Abel (2013) The Effects of Employee Recognition and Benefits on Job Satisfaction: Cross Country Evidence. Journal of Business and Economics, 4, 1-12. Retrieved from

http//www.academicstar.us