Make sure that the Expert doing this understand Management Audit. I will attach some PowerPoints from my classes which you can read and apply to this assignment.
Design Management Audit & Employee Engagement Plan Assignment Learning Objectives: At the end of this assignment students will be able to: • Explain the drives that motivate and engage employees and how to fulfill them. • Design and apply strategies for motivating employees in the Workplace • Explain how to build culture of Employee engagement and participation Case Scenario: • Sarah is the vice president of HR at ‘AccountingFast’, a midsize financial services company. • AccountingFast is facing a major problem with employees’ satisfaction, engagement, and retention. • Sarah has hired you as their HR consultant to urgently tackle this major problem. • Sarah wants you as their HR consultant to create and roll out a management audit that will help her uncover the reasons behind the high employees’ turnover and then based on the management audit results, help her put new employees’ engagement programs and policies in place. o Here is the information Sarah gave you in your first meeting with her: ▪ “Nearly 100 employees had given the notice to leave the company in recent weeks.” ▪ “Our turnover rate is up to 35%.” ▪ “We are growing — in revenue, profitability, and reputation, I just don’t understand why people are leaving us fast,”. ▪ “I need to present these numbers to Mr. Richard Leo (CEO) at the end of the week, and I can’t do that without a theory on what’s happening and a solution to propose. That’s why I called this meeting,”. ▪ “This is even surprising given that our work culture is our biggest selling point.” Note: A management audit is an assessment (in the form of questionnaire) of how well an organization's management team is applying its strategies and resources. A management audit evaluates whether the management team is working in the interests of shareholders, employees, and the company's reputation. A management audit does not evaluate individual managers but rather the overall management of the company in its ability to achieve its goals. Assignment Instructions: • You can make any appropriate assumptions about the management audit results that will help you complete your research and assignment. • This assignment is to be done individually. Carefully read the scenario below and write a 1,800-2,000 -word research report In MS Word, double spaced, 12-point font, APA standards. • Your case analysis must include a minimum of 10 external academic resources. Assignment Questions: Part A: Your task is to carefully design the management audit questionnaire in the light of theories/concepts/Canadian Laws discussed in the class. • Explain the different sections and elements in your management audit design. • Explain the purpose and relevance of the different management audit questions and how will the questions help you to know the causes of employee turnover/dissatisfaction. • Explain the reasoning behind your design using academic research, the course concepts, case information, and critical thinking. • Helpful tips: o You can include the actual management audit questions in the appendix section, so you don’t run out of word count. o Create your own questions from scratch. Copied questions from the internet and other sources will be marked down. PART B: • Based on areas of improvement identified through the management audit in part A, design and create an employee engagement/satisfaction plan for AccountingFast that will help them reduce employee turnover and increase employee engagement. • Explain the reasoning behind your suggested plan using academic research, the course concepts, case facts and critical thinking. Evaluation Assignment will be marked in its entirety out of 100. The following rubric indicates the criteria students are to adhere to, and their relative weights to the assignment overall. ACTIVITY/COMPETENCIES DEMONSTRATED % of Final Grade A. Content (80%) a. Thorough research and analysis of all relevant employee motivation and engagement concepts and theories. Including but not limited to the interdependence between engagement, motivation, and retention. /55 b. Designed management audit and employees’ engagement programs are supported by text external academic and non-academic sources. Research includes reference to at least 10 academic references. /25 B. Communication (15%) a. Uses clear language, with topic-specific terminology used correctly and effectively. Information organized intelligently and holistically /5 c. Proper introduction and conclusion to paper incorporated /10 C. Attention to Detail (5%) a. APA formatting (title, headings, and references) applied accurately. No errors in spelling, grammar, and sentence structure /5 Employee Satisfaction Employee Satisfaction Employee satisfaction, motivation, and well being Learning Objectives Discussion Topic - 1 Why do people quit their jobs? List all the reasons that lead you and your friends to quit your jobs. Motivation at work What motivates people? How can we use this information to make sure that organizational processes motivate our employees? Four basic emotional drives (needs) guide people: Drive to Acquire Met through organizational rewards Drive to Bond Promoted through commitment to teamwork, friendship & openness Drive to Comprehend Based on effective job design Drive to Defend Based on performance management & resource allocation process How To Fulfill the Drives That Motivate Employees Corporate Culture Cultural Audits Audits of the culture and quality of work life in an organization How do employees spend their time? How do they interact with each other? Are employees empowered? What is the predominant leadership style of managers? How do employees advance within the organization? Pleasant workplace Creating a pleasant workplace makes good economic sense. Wages and benefits are not the main reasons people like their jobs or stay with an employer. Social relationships among co-workers and supervisors are strongly related to overall job satisfaction. Employee satisfaction Dramatic changes in organizations Managers are focusing on motivating and leading people, making collaborative decisions Change has resulted in new employment options being offered or requested by employees May depend on career timing or preferences Employee retention Strategies. In good times, focus is on rewards, satisfaction, and retention of employees In bad times, issues such as stress, decision making and coping are important Enhancing Employee Well-Being at Work Employees are increasingly complaining that the lines between work and private life have blurred. has led to more personal conflicts and stress. Why? Creation of global organizations; the world never sleeps Communication technology; people bring work home Organizations are asking employees to work longer hours Organizations must help employees strike a balance or risk losing key employees and future candidates. Creating a Positive Work Environment Positive Organizational Scholarship how organizations develop human strength, foster vitality and resilience, and unlock potential. This approach challenges companies and managers to focus on how to enhance employee strengths rather than dwelling on their limitations. Improving Ethical Behaviour Ethical Dilemmas and Ethical Choices Required to identify right and wrong conduct Pressured to cut corners, break rules, engage in other questionable practices Ethics The study of moral values or principles that guide our behaviour Inform us whether actions are right or wrong Help us “do the right thing” Employee Recognition Programs Employee recognition programs from private “thank you” to high profile recognition According to expectancy theory, the key component of motivation is the link between performance and reward Using reinforcement theory, providing recognition immediately following positive behaviour leads to repetition. Management Reward Follies Motivating by Job Redesign Job Design The way the elements in a job are organized can act to increase or decrease effort Also suggests what those elements in the job are The Job Characteristic Model The Job Characteristic Model (JCM) can describe any job in terms of five core job dimensions Skill variety Task identity Task significance Autonomy Feedback The Job Characteristics Model Relational Job Design How to make jobs more pro-socially motivating How can managers design work so employees are motivated to promote the well-being of the organization’s beneficiaries? Beneficiaries include customers, clients, patients View of job design shifts focus from employee to those whose lives are affected by the job How can this be done? Better connect employees with the beneficiaries of their work Examples of Flextime Schedules The Social and Physical Context of Work Policies such as job rotation, employee empowerment, and employee participation have positive effects on productivity, at least partially because they encourage more communication and a positive social environment. Social characteristics include interdependence, social support, and interactions with other people Employee Involvement Employee Involvement Participative process that uses employees’ input to increase their commitment to the organization’s success Examples of employee involvement programs Participative management Representative participation Employee Satisfaction HRMT 625: MANAGEMENT & EMPLOYEE RELATIONS Online Class Ground Rules Enjoy the learning. Let’s keep it interactive. Ask, ask, ask….. Share your experiences, thoughts and opinions. Attend the classes and fully participate. Respect the class. Important Notes Class Recording Attendance recording Instructions for online asynchronously learning activities on Thursdays: •Students have to post their responses to a weekly question/case in 200-350 words following APA. •The posts will be checked for plagiarism. •The faculty will monitor the discussion and will provide feedback. •Attendance will be monitored for student participation during these 2 hours. Tophat access Tophat Quizzes: Week 2-week 8 at the beginning of the online session on Thursdays synchronous in nature and administered under Top Hat's Proctoring functionality. (information will be sent by email) Group project teams Self selected teams (Min 5 students). Send me names by end of week 1. Randomly selected students. Class Participation Criteria for class participation: Below 70 – Student didn’t make any effort to participate in class. Mostly missed the classes or joined late 70-73 – Student tried to contribute in class but barely spoke and was informed by instructor in class that student’s participation is not good enough 74-77 Student participated in all the classes and actively shared ideas however the ideas were mostly based on logic. Student attended all classes on time and participated in each one of them. 77- 85 - Student demonstrated that they watched videos and read chapters before coming to class. 85-100 – Students were very well prepared and read material on their own/searches extra material and discussed with instructor in class about those papers and videos that they have gone through before the class. Lesson Plan – Week 1 TopicTextbookComments Motivation in Action Langton et. al, chapter 5Focus of assignment # 1 Workplace Wellness: Work–Family and Health Promotion Programs Kelloway, Francis & Gatien Chapter 14 Focus of Quiz # 1 Employee Satisfaction Employee satisfaction, motivation, and well being Week 1 – In Class Activity Room 1 What motivates and demotivates people at work? Why do people quit their jobs? Draw an “employees engagement model” that capture all important factors. Room 2: Define the following concepts in the context of organizations: Emotional Labour