Business Leadership Organizational Authorities

Question: Discuss about the Business Leadership for Organizational Authorities. Answer: Managing opportunities for further improvement Part A: Theory review and application Methods to keep team members informed regarding continuous improvement Employees or the other team members in an organization are equally important as the higher authorities of the organization. It is therefore important to consider the role of every employee and make certain approaches that shall benefit the organization entirely (Lopes 2013.). A few methods to keep continuous improvement among the employees of the organization can be stated here: One-size fit approach has to be undertaken to inform all at a time Involving team members for all kinds of plan and strategic implementation Documentation of the practices that has to be undertaken (Cothran and Wysocki 2012) Creating a big picture of the business scenario to make things clear to the employees Regular checking of the improvement plans Importance of recording process to identify opportunities for improvement It is only by the means of recording the process of improvement and opportunities among the employees that the opportunity and the capability of an employee can be measured (Eisenberg et al. 2012). It is for the same reason, keeping a record of the complete process of improvement is indeed important. Other ways by which better opportunities can be gained by recording are: Helps to solve problems Creates a map and a flowchart of the things to be done during the organizational operation Help to make a field analysis A statistical analysis helps to identify the progress or decline of the business operation (Rummler and Brache 2012) Keeping a check on the internal and external factors affecting the business of the organization will result in identifying better opportunities for improvement Introduction of plans a) Documentation of work performance: It is suggested that the performance of every employee has to be kept under regular check. For this purpose, a clear documentation of every day performance of the employees shall be taken into consideration (Crosby 2013). The performance has to be recorded for at least one month and then the performance has to be measured. Moreover, at the time of annual reporting or during the ceremonial reward or award program, the deserving candidate can be given the proper position or can be recognized as per their capabilities. b) Reporting on achievements and problems It falls under the responsibility of the leader or the manager to report on the achievements and the problems of the employees of an organization. Employees that have achieved in course of its organizational operation shall be rewarded or awarded. It has been pointed out by Simons (2013), that motivation and rewarding is one of the best ways to make employees work and create a positive impact on the employees that makes them more productive and concerned about their organization. c) Information recording for further improvement The information collected as a means of recording the performance of the employees in the organization would help to understand the problems related to each employee and better scope that can be gained from each employee (Burke 2013). It is based on the reports and the findings as the manager or leader takes into account. It is based on these reporting, it can be said that future programs can be designed keeping the capable employees in mind. Identification of mistakes and improvements required Keeping a thorough record of each employee might become challenging. In such case, it is suggested that there shall be a manager or a leader who will be responsible for taking care of the performance scanning. If needed, it is also suggested to make small groups and assign each group with a leader (Parmenter 2015). In such cases, there is an expectation that the employees or the members can be easily taken care in a better way. It has to be understood that it is only when the mistakes or the problems are recognized in the findings better approaches can be made to make improvement in the operation of the organization. Part B: Case study Strategies that Jasper might use to monitor operational progress Better marketing and on-spot promotion and advertisements to attract more customers A number of CSR activities to create a positive image of the business among the visitors and other prospected customers (Simons 2013) Advertisements are always helpful to create mass awareness and portray a positive image of the organization among the people who are in association with the organization. Selected improvement and communication plan The plans and the strategies can be easily communicated among the members of the organization by the means of conducting meetings. In fact, once the plans and strategies are made, it is expected that the same can be disseminated by communicating through official mails. In the age of technology, communicating with people has become easier and convenient (Rummler and Brache 2012). Communicating by the means of official communicating platforms such as emails or by conferences or meetings are the easiest and impactful ways of communication plan. Inclusion of the improvement plan It is expected that certain activities like CSR or better marketing can be easily included in the business plan. The team members are also expected to take initiatives to support the communication and the marketing plan or the organization. With the inclusion of certain corporate social activities, it is expected that there shall be a creation of a positive image among the people who are directly or indirectly related to the organization (Crosby 2013). An improvement plan related to CSR activities or better advertising techniques is sure to gain positive response towards the organizational operation. Future prospective Japer might conduct survey at a regular basis to understand the reach and effectiveness of the plans made by the organization to undertake certain changes in the plans. It is expected that better advertisement could provide more opportunities to increase the performance of the business (Eisenberg et al. 2012). There is a great scope for the organization if such future prospective is undertaken and they are implemented in a positive manner. Reference list Burke, W.W., 2013.Organization change: Theory and practice. Sage Publications. Cothran, H.M. and Wysocki, A.F., 2012. Developing SMART goals for your organization.Retrieved March,25, p.2013. Crosby, A., 2013.Creativity and performance in industrial organization(Vol. 3). Routledge. Eisenberg, M.L., Zacks, J.M., Flores, S., Howard, L.H., Woodward, A.L., Loucks, J., Meltzoff, A.N. and Cooper, R., 2016. Higher-level goals in the processing of human action events. Cognitive Science Society. Lopes, L.L., 2013. Goals and the organization of choice under risk.Citado na pg. Parmenter, D., 2015.Key performance indicators: developing, implementing, and using winning KPIs. John Wiley Sons. Rummler, G.A. and Brache, A.P., 2012.Improving performance: How to manage the white space on the organization chart. John Wiley Sons. Simons, R., 2013.Levers of organization design: How managers use accountability systems for greater performance and commitment. Harvard Business Press.