The Importance of Personnel in Service Delivery and Business Growth
The importance of personnel in the delivery of services and growth of the business is recognized by Bring You Home (BYE). As a result, the management must adopt a variety of techniques to encourage the workers to increase their output.
Building a Formal Communication Framework
To ensure rapid expression of concerns about the quality of the service or business advancement, the firm must first build a formal communication framework (Lăzăroiu 98). Unlike the traditional methods of email, phone calls, or newsletters, the proposed plan will involve face-to-face conversations and dialogue with the management team, staff, and clients. Employees feel appreciated and involved in business operations because of this strategy.
Empowering Workers through Training
The second strategy is empowering the workers by offering appropriate training in customer relations, leadership, entrepreneurial, and communication skills among others. The tactic equips them with the necessary knowledge to contribute to the management processes and enhance service delivery (Jackson, Schuler and Jiang 24).
Involving Employees in Decision-making
Besides, the management shall seek the participation or input of all the employees in the critical decision-making process of Bring You Home (BYE). Implementing such strategies improves a sense of ownership and accountability for employees, which in turn motivates them to enhance output.
Equal Opportunities for Career Advancements
The third approach is offering equal opportunities for career advancements based on merit. In view of this, the management shall assess the performance of every employee and offer him or her an opportunity to seek promotion. Therefore, assuring the employees that they have the chance of rising from the entry level to senior management positions shall offer them the urge to improve their output (Jackson, Schuler and Jiang 37).
Encouraging Collaboration and Incentives
In addition, employees shall appreciate the role of one another and collaborate to popularize the services of BYE. Another viable strategy is the provision of incentives and encouraging bonding sessions amongst the workers. The incentives shall entail simple activities programs like offering a paid day off, providing shopping vouchers, movie tickets, or gift cards (Lăzăroiu 103). These incentives shall give workers peace of mind and allow them to concentrate on the jobs.
Conflict Resolution
The nature of operation of Bring You Home (BYE) is likely to generate conflicts within the workforce and the external partners. Therefore, the management shall implement a rational approach that entails accommodating the conflicting views through the following methods.
Understanding and Acknowledging Different Views
First, understanding the contentious issue and acknowledging the views of the different parties on the case (Katz and Flynn 398). Primarily, this stance shall enable the management to investigate the conflict and provide an amicable outline that addresses the concerns of every party.
Implementing Friendly Policies
The other approach for managing the conflicts shall entail implementing friendly policies that encourage the participation of every member in the execution of the programs. Therefore, the firm's approach shall limit or prevent any form of intimidation or coercion when implementing a change process that has the likelihood of generating emotional outbursts (Saundry et al. 7).
Collaboration and Win-Win Approach
The highlighted considerations shall justify the use of collaboration or win-win approach to problem-solving. Under this strategy, the management shall aim to establish a consensus and seek the commitment of the conflicting parties to think about the overall growth and satisfaction of one another (Saundry et al. 15). The strategy shall also promote team collaboration, enhance trust, and inculcate a long-term work relationship amongst the workforce to minimize antagonisms.
Incorporating Compromise Approach
The management also envisions incorporating the compromise approach to settle differences between actors. The tactic shall greatly enable the firm to execute programs that are mutually acceptable to satisfy the demands of workers to contribute to the overall growth of BYE. This approach is appropriate because it shall contribute to time management through efficient issue resolution and provide short-term solutions as the firm seeks permanent programs to avoid the issue (Katz and Flynn 401). Another justification for this framework is the capability to minimize tension that leads to conflicts. In special cases, the company shall consider withdrawing or avoiding activities that have the potential to escalate differences among the workforce or actors.
Works Cited
Jackson, Susan E., Schuler, Randall S. and Jiang, Kaifeng. “An aspirational framework for strategic human resource management.” The Academy of Management Annals 8.1 (2014): 1-56.
Katz, Neil H., and Flynn, Linda T,. “Understanding conflict management systems and strategies in the workplace: A pilot study.” Conflict Resolution Quarterly 30.4 (2013): 393-410.
Lăzăroiu, George. “Employee Motivation and Job Performance.” Linguistic and Philosophical Investigations 14 (2015): 97-102.
Saundry, Richard Arthur, et al. “Reframing Resolution-Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace.” Acas Policy Discussion Papers (2014): 1-21.
