Problem Observation

Reduced working morale is a key problem facing most organizations today. They, therefore, have to keep their employees motivated to ensure maximum production. This is a real challenge and requires maximum reliability to maintain the high expectations. This calls for them to come up with the necessary strategies of keeping the employees fully motivated for maximum outcomes.

Etisalat an electronics production company is suffering from decreased working morale which is as a result of the retirement scheduled for most of its top management officials. Having come of age, the top managers are expected to leave the company soon. However, the none-existent Human Resource function of this company has not prepared for the succession of the leaders (Swale, 2013).

Since the company does not have an established Human Resource function, the functions of the human resource activities are under-developed with most of them being non-existent. Most Human Resource actions therefore go un-planned and add no value to the company. A selection system which previously existed was of immense value to the company as it recruited on the personal initiative factor  (Engeström, 2014). The employees of the company, especially the top managers are therefore smart and creative and the constant development of new products is an indicator of this (Mahto, 2008). Despite this, the internal recruitment and succession plans is poor particularly for top managers and marketing leaders a situation that breaks the hearts of the employees and reduces their work Morales.

The outgoing employees demonstrated unbeatable levels of commitment and royalty and impacted the lives of the junior employees in a positive manner. The remuneration activities provide evidence for their actions (Basadur, 2015). The renumeration activities introduced led to pocket friendly salaries and bonus payments.  The bonus scheme ensures that the employees are adequately rewarded for their innovations and creativity which brought additional value to the organization (Kumar, 2013). The output of the employees determines their pay as the most productive employees are paid better. The decreased morale of the employees lies in their fear in that the departure of the managers would mean the elimination of those services.

2.2 Issues facing the company

Etisalat is an unprepared for the current top managers to retire from the firm

There is a non-existent succession plan

 The morale of the staff has become decreased as they feel that the development opportunities will decrease in a big way. There is also an increasing resentment from the staff members who feel like they qualify to take the roles.

Product Definition

As a way of trying to fill the gaps, the outgoing top managers who have been serving for three years tried to perform some internal training to staff they deemed fit but the results were increased resentment. Since the announcement of their departure, there hasn’t been any new developments in the company (Polkowski, 2013).

 The current top managers have questioned their succession and the impact it will have on the development of products. In their suggestions, the outsourcing of better qualified product engineers is the best solution (Van De, 2014). The other staff members do not however agree with the opinions and are opting for internal promotions with each of them hoping that they will be given the promotion (Wood, 2013).

The problem has been most evident in the product development department as they will be the most affected by the departure.

The existing top managers, the marketing specialists, the product development team, the product leaders and the possible future top managers.

 The top managers have not been fostering the development of their staff to equip them fully for more responsibilities, the current working relationships are too dependent on friendships.

The company is to establish and recruit members to establish a Human Resource Function. It could alternatively hold onto the leaving top managers until other managers can be recruited. Also, the promotion of the deputies of the top managers regardless of their qualifications or it could outsource the top managers from external sources. Working for a period without the top managers as the company searches for other top managers. Incentives to motivate the employees who have lost their working morale or retraining of existing employees to take on the management jobs

The first idea has the time limitation and would result into multiple other functions before a solution can be identified. A temporary HR department would have to be created, more employees incorporated, with the result of increased expenses before the top managers can be replaced and the morale of the workers restored (Gati, 2013).

Another solution could involve retraining the existing staff to equip them with the knowledge required to take on the top positions. This will also require additional time and resources (Gakidis, 2013). Another solution to the problem could be retaining the existing managers for a period until the solution can be solved. The solutions has a weakness in that holding on might complicate the situation even more.The promotion of deputies despite their qualifications has a weakness as some might fail to be qualified enough. Incentives to motivate the workers would be a short term solutions as their lack of morale arise from the departure of the top managers and until they are replaced, the employees cannot be fully in peace.

Idea Generation

To avoid the creation of a large divide between the staff members with the duty of moving the company forward after the departure of the top managers (Stiemerling, 2013), the first solution would be perfect but least preffered due to the time constraint. Given the professional experience of the deputies to the departing top managers, the automatic promotion of the deputies becomes the most preffered alternative to restore stability to the company, improve the working morale and lead to better productivity (Bradford, 2012).

It is also the easiest to implement solution though it might be likely to face some little opposition. Increasing the time contact and the to-be top managers ad setting of goals which will require cooperation from both parties will be the best way to start creating working relationships.

The promotion of deputies will be easily dealt with as their remunerations will be increased and the roles read out to them. Having been at the top and interacted with the top managers, the deputies possess the best and easiest chance at restoring the morale and the productivity of the company (Büyüközkan, 2014)

To protect my ideas, I will copyright them to prevent them from being produced, copied or used in any other manner without my permission. I will involve a lawyer to help me identify the aspects that can be protected through trademarks, trade secrets  and patents.

For improved working morale, choose you the top managers easily. In this proposition it will be clear that the top managers affect the morale of the other junior workers and should therefore be chosen wisely. It is comprehensive, clear and with a clearly defined way forward.

My business model would involve creating my own Human Resource Consultancy that would involve inviting and vetting employees for top firms. Through creation of an online presence, which the employers can use to post their employee needs and where the necessary employees who qualify can pass through the company to vet their competence.

The company board of directors, the top managers and product leaders are part of my value chain and are willing to put the ideas into practice.  My business will also require buyers, both big and small business enterprises, lead firms and local collectors. It will also require business support services from BDS providers such as consultants, training & skills, technical and support services from banks and insurances.

The finances are expected to come from capital and preference shares, form debentures and bonds, medium term loans from financial institutes, Governments and commercial banks. Other expected financial sources include leases and hire purchase finance.

Conclusion

In conclusion, it is apparent that the human resource management of the company requires a radical overhaul. This is so as to increase its recruiting ability and to ensure that recruitment of top managers has an impact in eliminating the existing reality. Concomitantly, it should strategize on employing the top managers on a permanent basis so as to implement the long term plans. This involves constant implementation in human resource firms so as to keep at par with its competitors.

References

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Bradford, N. (2012). The policy influence of economic ideas: Interests, institutions and innovation in Canada. . Studies in Political Economy, 59(1),, 17-60.

Büyüközkan, G. &. (2014). A fuzzy-logic-based decision-making approach for new product development.,. International journal of production economics, 90(1), 27-45.

Engeström, Y. E. (2014). Polycontextuality and boundary crossing in expert cognition: Learning and problem solving in complex work activities.), . Learning and instruction, 5(4), 319-336.

Gakidis, H. &. (2013). U.S. Patent Application No. 09/933. 458.

Gati, I. &. (2013). Prescreening, in-depth exploration, and choice. Contemporary models in vocational psychology. A volume in honor of Samuel H. Osipow, (s 6),, 54.

Kumar, S. &. (2013). Managing recalls in a consumer product supply chain–root cause analysis and measures to mitigate risks. International Journal of Production Research, 49(1),, 235-253.

Mahto, D. &. (2008). Application of root cause analysis in improvement of product quality and productivity. . Journal of Industrial Engineering and Management, 1(2),, 16-53.

Polkowski, L. T. (2013). Rough set methods and applications: new developments in knowledge discovery in information systems (Vol. 56).

Stiemerling, M. (. (2013). Etisalat protocol semantics.

Swale, R. P. (2013). Etisalat  protocol requirements (No. RFC 3304).

Van De, A. &. (2014). Nominal versus interacting group processes for committee decision-making effectiveness. . Academy of Management Journal, 14(2),, 203-212.

Weiss, C. H. (n.d.). Evaluation. Upper Saddle River. 2014.

Wood, D. B. (2013). The role of tutoring in problem solving. Journal of child psychology and psychiatry, 17(2), 89-100.