This assignment paper investigates the implementation and evaluation of the future at Galaxy Toys, Inc. It covers the organizing, directing, and controlling functions (P-O-L-C). The case study will involve looking at the "Galaxy Toys, Inc." manufacturing floor via the organization function lens, developing an organizational chart, and analyzing decision-making authority connected to the organizational structure. The study will also evaluate change and describe motivation from a leadership standpoint, as well as investigate the role of controlling by looking at project specifications, data interpretation, and corrective measure assessment.
To ensure the successful creation of a good or service, visualization must exist before real conceptualization. This imagination calls for accurate planning for production to occur smoothly.Organization planning should include long term and short term planning. Failure and incompetence could sometimes lead to massive delays and should be catered for before it's too late, and hence planning considered to be very crucial before any commencement of work.Planning takes place prior to the organizational role. Itza Yu', an organizer is obliged to synchronize and combine the human, physical and financial resources for the company. Implementation of short-term goals production goals and objectives by harmonizing the resources and people he has collected by bringing about capital to begin production. Structuring the starting periods of the different branches is also key to beat the set out deadline of production to begin, which was January 31, 2018. Efforts should be put to control Christmas products shipping and delivery which had been time framed to start in July of the same year production started. Surpassing the total production budget by each branch should be identified and minimized by careful discernment by the organizer.
The Proper organization requires the manager to take up the following activities: Recognize the company's undertakings to be performed and arranging them in an orderly manner with each undertaking following the other logically. Should incorporate a "to-do" list that leaves no one uninformed about the necessary actions to be attended to and resources to be incorporated.
Choose the correct role and assign to personnel with the specific qualification to be responsible for all tasks henceforth.
Dissatisfaction arises from the disorganization of work posts and brings about frustration due to difficulties arising while trying to execute the assigned work. (Alexander, 2013).
Create departments into which he will place activities which are similar.
Small segments grouped together are easily more manageable on a regular basis compared to larger forums of uncategorized persons. The flow of work from one point to another is easily identifiable and if an unwarranted break down is to occur, it could be easily rectified and controlled per segments.
Develop a management structure and generate rules and policies for the smooth running of the company.
Prosecution and legal proceedings should be imposed to whoever chooses to disobey an enforcement notice and a fair verdict should be passed. This, in turn, will save time and cost and ensure there will be no copy pasting in tasks carried out.
Make the organization structure known to the employees.
Clarification of the hierarchical flow of power from the most superior to each personnel concerned is important so that each worker can know who to answer and is subject to.
A hierarchical flow chart in an organization was created to show the systematic flow of authority.
It is a pictorial representation meant for one to visualize the setup of an organization from the executive manager to the lowest rank employee.
The outline of executive, managerial and supervisory positions within the company can be deduced to create the organizational chart.
The organization structure
The company has different production phases headed by a supervisor who answers directly to the manager. Each supervisor gets maximum collaboration and support from the management as they offer their services to the employees. Each production phase has a 24hrs working IT expert allocated to it working in morning and evening shifts. The specific companies flow chart is used since it allows all employees in areas they have been appointed to work with clear instructions of where to take orders of work from and where to report to. It helps to provide detailed instructions to workers that helped optimize the way tasks are to be performed the implementing processes so workers can be trained to perform their specialized sequence of motion in the most efficient way.
The hierarchy of authority in the organization is very important to the sustained success of the company and is designed to benefit the company and the employees being that it is a method of maintaining managerial integrity.
Efficient communication paths between the employees, departments, and divisions of the company are created easily by the help of the hierarchy. The hierarchy of authority helps an employee to understand who is to receive guidance from, and in turn, helps that employee to see where his manager is getting her career development from.
Part two: Leading Motivation
Galaxy Toys Company acknowledges that incorporating state-of-art technology in both toy design and production is important in meeting their expectations.
The use of 3D printing as a means of production, reducing material and labor costs while shortening production time is what such companies are encouraging. Such techniques only discourage efforts put in by employees (Alexander,2013).
Itza Yu is faced is expected to treat his employees like family.
He should value each and every employee's input into the business and assure them of success. Yu should embrace diversity and should be willing to listen to the ideas the employees have to offer. The management and employees' performance should be reviewed often (Miner, 2015) for the prolonged working of staff at Galaxy Toys Inc.
Subjecting the employees to an unreasonable workload should also be looked into.
While most employees understand that workloads can fluctuate, requiring an employee to keep up with an unreasonable workload for too long is a recipe for burnout and resentment.
High turnover rates.
When an employer has high turnover, it puts undue stress on the entire organization since remaining employees have to pick up the slack. Additionally, if the turnover comes from the employees being laid off frequently to incorporate machines and other resources, remaining employees lose confidence in their job security.
Lack of communication from the superiors to the employees at critical times of extreme changes creates resentments and presents opportunities for rumors to run wild since the employees feel like they are kept in the dark.
The ability to communicate up the chain of command is highly important to enhance the employee's sense of engagement.
Morale is also lost when there is no clear employee development plan.
When there is no development plan, there is a high risk that employees will feel dissatisfied and unable to work at their full potential in the role they are in. They are likely to start looking for other avenues to get new opportunities. With a clear line of how to progress one's career and achieve their goals employees are able to have a long-term vision of what they will take on next. However, the company and the employees have to be on the same page for clear employee development plans to be laid out and the employee will with time take on new roles over time.
Morale can also degrade by the lack of trust to complete the work assigned with perfection and consistency.
Many employees would prefer to do their work to the best of their abilities and make appropriate judgment calls without having their actions called into question at every turn. Machines, however, work inconsistently with little or no mistakes, unlike the human ability. The man is subject to error and therefore this repercussion should be expected.
Remedies
To help prevent morale issues Yu should interact with the employees by engaging in both indoor and outdoor activities with them. In such, he will be able to identify their problems and solve them. Managers should spend time communicating their vision to ensure it is understood. They should communicate widely and allow their messages to be discussed in person or at staff meetings in order to be effective. By providing an open forum or providing one-on-one time, employees can express concerns and feelings and also give input on business developments: creating collaborating and supportive workforces. Managers can earn trust by being accessible, authentic, and fostering openness. Creating positive morale is accomplished by a diversified approach to relationship building, recognition, and compensation. The management should revise the policies that might compel employees.
These new policies should be meant for the company's growth by bringing the company's decision closer to those who have to implement the decisions, thus empowering more workers and motivating others.
The policies and internal changes should enable the company to adapt to uncertainty and to respond to its competitors more quickly. With the goal of increasing production using the new MMTJE1 supply in 2017, employees should be encouraged to appreciate these changes in technology wholeheartedly (Bart).
Control
Three departments, Toledo, White Plains, and Huntsville realized a gross cost of 7.56 in total.
Dayton and Juarez gave a much higher gross cost of more than 0.3 units. As seen from above, it is evident that the three departments worked at a minimal time of 7.32 while the other two spent more time (Cummings, & Worley, 2014).
All the above-mentioned departments set a standardized at1 which is way beyond the quality control problem.
Four departments met the expected 30 hours of training apart from Juarez which managed an average only 25 hours.
Shipping problems were minimal and no department went beyond the threshold of 1.
White Plains had the lowest at 0.133 while Juarez scooped a manageable 0.4 recorded to be the highest. 3D problems were minimum and that were considered courage able. The standard value was 0.2 which was normally distributed among the five groups with the highest at 0.4 and the lowest at 0.1, a very encouraging trend. Huntsville gave the highest production at the end of the year followed by White Plains, Dayton, Toledo, and lastly Juarez. The departments attained their target for production of 400,000 pieces for the year.
Identification and elimination of the causes of a problem involve carrying out corrective actions so as to prevent its reoccurrence. Though unrealistic, Keith needs to reconsider the value for the quality control problem.
Report
Employees in Galaxy Toys Inc. are faced with uncertainties concerning their employment.
They are not aware of what the company's future holds for them. This might affect production. Hence the workers need to be motivated for them to enhance production. Juarez has recorded negative impacts so far. The rate of turnover should be dealt with as a matter of urgency before it becomes too late.
Sustainability is also a concern for a company to get maximum returns.
As the company grows, production increases, hence more returns. With such a profit margin expanding, the company will not face loss if it considers increasing the remuneration scale. In fact, the move will attract qualified personnel and retain the experienced ones.
Growth is achieved through innovation.
Since the change Galaxy Toys treats the employees as family and, in return, the employee is very receptive to working with the 3D printers. Production has increased. However, the workers need more training when it comes to controlling the problems. Juarez's department should be closely monitored because it is working at the minimum threshold.
References
Alexander, K. (2013). Facilities management: theory and practice. Routledge.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
