Project Goals and Activities Reflection
Reflecting back on the process of developing a business model for the Atha Corporation, I feel that I had a good plan and understanding of the process. Having to go through a similar process myself at a point in my career made me value and retain the knowledge I have shared, and this paper is going to briefly describe the goals set by the two departments, justification for those goals, why planning strategically is so important, and a little research that was involved.
Retaining existing employees is one of the goals listed in the SAW; the first activity is to offer the existing employees growth opportunities with the chance to relocate. A two year rotational assignment whether domestic or abroad jumpstart the enthusiasm and grow the skill set of an employee. Opportunities for growth and development help employees expand their knowledge, skills, and abilities, and apply the competencies they have gained to new situations. A proposal of continuing education courses, tuition reimbursement, career development, counseling services, skills training provided in-house or through outside training centers offers opportunities for promotion and internal career advancement. The opportunity to gain new skills and experiences can increase employee motivation and job satisfaction and help workers more effectively manage job stress. This can translate into positive gains for the organization by enhancing organizational effectiveness and improving work quality, as well as by helping the organization attract and retain top-quality employees. Plans are documents that outline how goals are going are to be met. They usually include “resource allocations, budgets, schedules, and other necessary actions to accomplish the goals. As managers plan, they develop both goals and plans” (Robbins, DeCenzo, & Coulter, 2013). Accounting and Finance
The Accounting and Finance Department purpose is to provide timely and accurate financial reporting and accounting services to Atha Corporation, its employees, departments, and stakeholders for compliance and strategic financial management. We are committed to leading in an honest and ethical manner while endorsing employee empowerment by providing an environment where everyone is stimulated to grow skillfully and individually. “Planning involves goals (objectives) are desired outcomes or targets” (Robbins, DeCenzo, & Coulter, 2013). The performance standards are guidelines for the employees to achieve the goal set by the executive management team. “Solid employees who are high in ability and motivation will continue so and may be able to contribute even more if the manager provides appropriate direct feedback, rewards and opportunity for development” (Hurd, Barcelona, and Meldrum, 2011). These points are the goals and activities of the SAW.
In conclusion, organizational change is necessary to meet the company’s goal. Internal forces can also create the need for organizational change that initiates from the internal operations of the organization. When an organization’s strategies are modified, “employees may face job redesign, undergo training to operate the new equipment, or be required to establish new interaction patterns within their work groups” (Robbins, DeCenzo, & Coulter, 2013). A stable organization in which managers have been in their positions for years might need to restructure jobs in order to retain employees, compensation and benefits systems might also need to be reworked to reflect the needs of a diverse workforce and market forces in which certain skills are in short supply “(Robbins, DeCenzo, & Coulter, 2013).
Amy R. Hurd, A. R., Barcelona R. J., and Meldrum, J. T., (2011). Recreation Managers can Use Rewards to Improve Employee Motivation, Retention, (accessed August 26th, 2014) via...
References: Amy R. Hurd, A. R., Barcelona R. J., and Meldrum, J. T., (2011). Recreation Managers can Use Rewards to Improve Employee Motivation, Retention, (accessed August 26th, 2014) via http://www.humankinetics.com/excerpts/excerpts/recreation-managers-can-use-rewards-to-improve-employee-motivation-retention
Robbins, S. P., DeCenzo, D. A., & Coulter, M. (2013). Fundamentals of Management (8th ed.). Upper Saddle River, NJ: Pearson. (Original work published 2004)
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