Staffing and Controlling Issues, Case Study Example

Control Mechanisms: What Fits Best?

Display the status of the accomplishment of routine scheduled preventive maintenance activities by plant engineering department.

System Control: since it is the function of this control to indicate whether or not a particular function of the business works towards the success it aims to achieve (Bateman, et al, 2009, 34), it is best able to provide the needed information that could provide a relative report regarding how the scheduled maintenance activities of a plant engineering department is actually affecting the current status performance of an organization.

Track the number of repeat patient chart requests fulfilled beyond a stated two-hour response time-limit.

Bureaucratic Control: This particular control aims to establish a unified system of response on the part of the employees with regards the authoritative process of leadership that should be recognized alongside the systems of operations stipulated through the said guidance (Bateman, et al, 2009, 36). To be able to track whether or not patient char requests are fulfilled accordingly, it is important to impose on the employees how they are able to accomplish the two-hour response system that the organization imposes to be a source of established guidance for completing tasks regarding patient chart requests.

Follow the processing of a letter of complaint from its initial receipt to the disposition of the problem

System Control: this control shall allow for the reestablishment of a system that makes it easier for the processing of complaint letters and the response attention that they require to receive from the management (Bateman, et al, 2009, 36). Utilizing the system control shall allow the process by which the current operational systems of the organization could be better defined according to the requests and complaints stipulated in the letters from valuable clients.

Track the timeliness of the clinical laboratory’s response to STAT test requests

System Control: aiming to establish a uniformity of time response to STAT test requests, identifying operations leading to such condition could be better evaluated through the utilization of the system control approach(Bateman, et al, 2009, 35).

Track the department’s financial operating results as compared with departmental budget

Market Control: seeing how the organization’s financial standing assumes the business’ place in competition with other organizations in the market (Bateman, et al, 2009, 37), the market control could be better used to assume and evaluate the value of the financial operating systems used within different departmental budget assumptions compared to the actually budget used for operation. Through this approach of control, identifying the reasons behind the spending and the capacity of the organization to earn and save could be better defined.

Report on employment turnover throughout the organization by quarter and by year

Clan Control: establishing unified employee behavior and identifying how it affects the overall turnover of employees within a specific span of time could be identified through the clan control approach (Bateman, et al, 2009, 38). With this, it is assumed that the people would be able to respond accordingly to the type of turnover culture that is assumed to have an effect on the current position of the organization especially relating to its internal relations with its man power.

Case Analysis and Discussion

Perform a detailed critique of the Employee Retention Committee meeting. List the occurrences or omissions that you believe indicate faulty committee practice and state why you believe so and what should have been done differently.

First to note is the unpreparedness of Andrews. Being the one who was assumed in responsible command of the meeting, it was important for him to make proper preparations especially that he even has another meeting in the next few minutes. Having no specific files dedicated for the said meeting, it was hard enough to get anything done (Ulrich, 1996, 58). It was obvious that there was no itinerary that the meeting is grounded upon. Andrews, being focused in discussing employee turnover was not that fixed on the issue; having the files copied during the actual time of the meeting, not giving correlative instructions to the members of the committee as two when they should arrive and what they should bring even added up to the commotion. It could also be realized that recognition of the bureaucratic position of Andrew was lacking as everyone kept cutting in as he tried to establish the meeting.

Comment on the composition and membership of the Employee Retention Committee and indicate how you would structure and position such a committee and how you would thoroughly describe its mission, purpose or charge.

Coming from different departments of the organization, the members of the committee had their own responsibilities to attend to. Nevertheless, they should not forget that being a part of the committee, they are expected to respond to certain responsibilities that should be given attention to in regular consideration (Wright, 2011, 32). This means that meeting regularly should be an established culture therefore setting the members of the committee to prepare themselves within the target dates for the said meeting (DeGraff, 2010, 56). Minutes of the meeting should also be better defined hence allowing each member to prepare himself for whatever is going to be tackled in the discussion. Setting aside time for the meeting through arranging his or her schedules accordingly is an important consideration for each member to give attention to (Ulrich, 1996, 54). It is only through this that the meeting could be further handled in focus and in target of what needs to be addressed in the organization.

References

Bateman, T. S., & Snell, S. A. (2009). Management: Leading and collaborating in a competitive world (8th ed.). Newark, NJ: McGraw-Hill.

DeGraff, Jonathan E. (21 February 2010). “The Changing Environment of Professional HR Associations”. Cornell HR Review.

Wright, Patrick. “The 2011 CHRO Challenge: Building Organizational, Functional, and Personal Talent“. Cornell Center for Advanced Human Resource Studies (CAHRS).

Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press.