Gap Analysis: Riordan Manufacturing Riordan Manufacturing is a leading manufacturer of plastics. As employee dissatisfaction grows, management is faced with the challenge to halt the decline, boost employee team spirit and increase pauperism. Looking at where the telephoner now sits and where eyeshade management wants to be can help focus on the come on, causes and possible solutions. Problem Statement Riordan Manufacturing will secure its position as a leader in plastics intersectionion for products and service by tearing and motivating top-performing employee and managers. End-State Vision Sales have begun to slump for Riordan Manufacturing (University of Phoenix [UOP], 2008). A revamped strategy and sales system may provide a reprieve from a continuing decline; however, another issue has confronted management, employee satisfaction and retention. Each department leader stresses a antithetical cause from poor work design to inadequate pay. If employee motivation and retention continue to slip, no sales strategy may save Riordan from a decline in profits. Therefore, the end-state vision for Riordan Manufacturing is: To be a top-100 company to work for; a top company to do business with; and a leader in product innovation and customer satisfaction.
Gap Analysis Through its mission statements, Riordan Manufacturing represents itself as being a leader in research and development, an progressive company with well-informed and trained employees (Riordan, 2008). To maintain this mission, Riordan needs to attract and retain employees with the same vision, mission and ability to perform up to the high standards expressed in its mission. Riordan has attracted talent but is soon is seeing an increase in employee turnover and a falloff in employee satisfaction (UOP, 2008a). A more-telling recent employee survey (Riordan, 2008) reveals that compared to a year ago, employees feel little connected to the organization, are less satisfied with rewards and recognition, and feel less... If you want to get a honorable essay, order it on our website:
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