Qlt1 Task 1
Note to students: Since the table below is based on another case study, please note this is just an example of how to present Task 2 and in no way suggests answers to the current case study.
Task 3: Recommendations: (2 pages)
In view of the discussion above, the following recommendations are made regarding actions that could be taken to manage (1) job related attitudes and job satisfaction and organisational commitment (2)motivation of the people identified in the case and (3) what actions could be taken to build a high performance team in the case. Managing Attitudes and Perceptions | Rationale | Peer Assistance Network (PAN) | Introduction of a Peer Assistance Network (PAN) as an advisory exchange would be appropriate as PBA do not have a dedicated HR advocate. Employees are selected to act as quasi-counsellors, hence process is based on peer to peer interaction conducted in-house. …show more content…
Employees at PBA are not aligned with the corporate culture due to all of these factors being missing from the onset; hence poor communications do not develop positive attitudes amongst staff members (Lawton in Human Resource Management International Digest 2008). | Leadership coaching | Leadership coaching is required from the Senior Partner to drive change, navigate strategic direction, retain talent, enhance relationships and build stamina for sustained developmental learning (Australian Growth Coaching 2003). For this to occur the Senior Partner needs to learn about coaching and mentoring himself as even though he holds the main managerial position, management is only about climbing the ladder efficiently. Leadership is knowing you are leaning the ladder against the right wall (Covey 1989). | Actions to improve motivation | Rationale
Task 3: Recommendations: (2 pages)
In view of the discussion above, the following recommendations are made regarding actions that could be taken to manage (1) job related attitudes and job satisfaction and organisational commitment (2)motivation of the people identified in the case and (3) what actions could be taken to build a high performance team in the case. Managing Attitudes and Perceptions | Rationale | Peer Assistance Network (PAN) | Introduction of a Peer Assistance Network (PAN) as an advisory exchange would be appropriate as PBA do not have a dedicated HR advocate. Employees are selected to act as quasi-counsellors, hence process is based on peer to peer interaction conducted in-house. …show more content…
Employees at PBA are not aligned with the corporate culture due to all of these factors being missing from the onset; hence poor communications do not develop positive attitudes amongst staff members (Lawton in Human Resource Management International Digest 2008). | Leadership coaching | Leadership coaching is required from the Senior Partner to drive change, navigate strategic direction, retain talent, enhance relationships and build stamina for sustained developmental learning (Australian Growth Coaching 2003). For this to occur the Senior Partner needs to learn about coaching and mentoring himself as even though he holds the main managerial position, management is only about climbing the ladder efficiently. Leadership is knowing you are leaning the ladder against the right wall (Covey 1989). | Actions to improve motivation | Rationale