MBA 530 GROW Model Karen Boyd

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School

Southern New Hampshire University *

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530

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Business

Date

Jan 9, 2024

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docx

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Uploaded by MajorDog3688

MBA 530 GROW Model Template Name: Karen Boyd Date: 09/25/2023 10/19/2023 Identified Trends 1. Company & Strategy: “My company cares about its employees.” It has had a drop of 15% over the last four years. As employees feel less cared for by their employers, their morale decreases and there is an increase in turnover. 2. Job Satisfaction: “My supervisor shows appreciation for the work that I do.” Between the current year and four years ago, there is a drop of 17%. “ Studies have shown that when employees are more satisfied with their organization, they are more productive and less likely to leave and that recognizing and empowering employees can increase motivation and improve performance across the organization .” (O’Flaherty et al., 2021) 3. Working Conditions: “Provides leadership who act in just and ethical ways.” Employees want to work for ethical companies and expect their leaders to be ethical. In the last four years, there has been an 18% drop in how employees feel about their leader's ethical ways. If employees do not think that their leaders are being ethical, it dramatically impacts how they feel about their job satisfaction, the company, and strategy. Employee Survey Results Data

Focus Areas 1. Within the company strategy, the survey indicates that the company does not care for its employees and that the leaders are not aligning their behavior with the mission and vision of the company. This creates a waterfall effect that is evident in the survey results. 2. Job satisfaction is down due to the lack of leadership sharing the company's goals. People want to know they are appreciated for all their hard work and time spent at work. Though the employee is getting compensation for the work that they are doing, they still need to know that they are appreciated for their work and time. 3. Ethical behavior is the most critical aspect of any company. “ Business ethics help ensure a good reputation for your company. Not only does it feel good to be part of a company with a great reputation, but it is great for business.” (Charter College, 2020) Reality—Current State 1. The constant decrease in the lack of caring for their employees will keep the turnover rate at an all-time high. 2. Losing employees who have been with the company for years means losing years of knowledge and experience. When younger managers come into the business and do not show appreciation for the long-term employees, it sets the manager and others up for failure. The more employees feel underappreciated, the more they will leave and take customers with them. 3. The company's current state, with a decrease in how employees have rated this question in the survey, shows that this situation has not been addressed within the four years of the study and is decreasing at an alarming rate. Desired Future State—Where Would You Like to Be? 1. The company needs to show that it cares for its employees. To find out what is lacking in the level of care for their employees, survey to find out what the needs are and what is truly making the employees feel this way. With this information, the company can try to fix the issues causing the percentage to drop. Invest within our people. 2. Praise is simple, and “Thank you” can go so far with people. According to Stanleigh (2010), as a leader, it is essential to give appreciation because it enhances self-esteem for both the giver and receiver and creates a human connection. As a company, having employees who feel appreciated and respected is crucial to the company's success. 3. Those in leadership positions must commit to the company's mission statement and a higher standard of ethics. Having an ethics committee with leaders and employees ensures that everyone is part of the process and feels that they are being heard. Identified Gaps—Obstacles 1. The lack of care for our employees could be due to a cultural difference between management and their team. Management is pressured by upper management to get the job done quickly and cost-effectively, thus resulting in the feeling that the company

does not care about its employees. Management believes they can replace anyone who does not meet their needs. 2. We may have a member on our team of managers who is not accustomed to the needs of a generation. Younger managers may not know how to show that they care for employees who have been with the company for many years, thus causing employees to feel that they are not appreciated and not crucial to the business. 3. Employees fear that they could lose their jobs if they report unethical behavior, and employees feel that management does not care. Goal Revision 1. No revision is necessary for this goal, but there are additions to the goal. It just needs to be genuinely invested in by the employees and management. Leaders must practice the lost art of listening more than speaking. (Bedwell, 2019) Adding the coaching step by walking around one-on-one with team members to truly understand their concerns and what the company means to them. 2. No revision is necessary for this goal as long as management understands that recognition is a simple way to demonstrate the company's investment and commitment to its employees. 3. No revision is necessary for this goal—however, additions are needed to create the desired outcome. According to James Kouzes and Barry Posner, leaders who take the time to envision the future and share that vision with their people have a tremendous impact on the motivational levels of others and workplace productivity. (Kouzes & Posner, 1987) Training and having the management team honestly buy into the Vision of the company is one way to address the ethical issues that have become an issue. A Way Forward—Action 1. It is creating a team with both management and employee representation that can meet and discuss the areas of concern and how to address such concerns that do not hinder the work environment but improve it. 2. Sam Walton stated, “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it is amazing what they can accomplish.” (Pozin, 2014) Creating an environment that encourages the growth of its team shows recognition for a great job. It is essential to be consistent with recognition; it can help raise the percentage when the company surveys in another two years. 3. Creating leadership training and skill building to ensure the importance of ethical behavior among the management team, creating a way for the employees to report non-ethical behaviors anonymously and without fear of retribution. Make sure that if there are issues or reports, they are investigated, and actions are taken if necessary to ensure the continued support and improvement of the company.

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Citations Bedwell, N. (2019, January 7). Council Post: Why Caring About Your Employees Matters More Than Engagement . Forbes. https://www.forbes.com/sites/forbesagencycouncil/2019/01/07/why-caring-about- your-employees-matters-more-than-engagement/?sh=3ff8dec04a76 Charter College. (2020, January 23). Why Are Good Ethics so Important to Businesses? Charter College. https://www.chartercollege.edu/news-hub/why-are-good-ethics-so-important- businesses Kouzes, J. M., & Posner, B. Z. (1987). The Leadership Challenge . Jossey-Bass. O’Flaherty, S., Sanders, M. T., & Whillans, A. (2021, March 29). Research: A Little Recognition Can Provide a Big Morale Boost. Harvard Business Review. https://hbr.org/2021/03/research-a-little-recognition-can-provide-a-big-morale- boost#:~:text=Studies%20have%20shown%20that%20when%20employees%20are %20more Pozin, I. (2014, April 10). 16 Leadership Quotes To Inspire You To Greatness . Forbes. https://www.forbes.com/sites/ilyapozin/2014/04/10/16-leadership-quotes-to-inspire- you-to-greatness/?sh=72d09fe967ad Stanleigh, S. (2010, April 16). The Power of Appreciation in Leadership | | Business Improvement Architects . BIA. https://bia.ca/the-power-of-appreciation-in-leadership/

MBA 530 GROW Model Karen Boyd

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