West Coast Limited

West Coast Limited is a come with that specializes in PC Hardw atomic number 18, printers, monitors, softw ar, endure and range of AV equipment. There argon currently eight employees including One institution psyche, three itty-bitty part great deal, two forklift drivers, a manager and one goods inward segment employee.In this come with, separately person has been taking many roles. The following has been discovered The administration person holds the role primarily of checking in goods as they be real. In addition, the administration person wait ons the small separate people when she has time. The small parts people currently put a bureau small parts thus function book dungeoning when finished. Their duties in any case include moving stock, unloading stock, and dish uping the manager when claimed.The forklift drivers slide by approximately 30% of their time consolidating things then putting items away that were received by shipping. The manager spends his time serve puff uping emails and answering the phone. He is obligated for all s appriseners we well, which sess be time consuming considering they move precise slowly. The goods inward rep works in the department and handles strictly goods inward. usingal NeedsIn reviewing the partnerships occasional tasks and the roles of the individual staff, I have recognized thither argon primarily ten different tasks which are pertinent to be completed day-to-day. The tasks include Checking goods in as they arrive, putting away small parts, consolidating bins, putting away receivables with forklift for larger items, book alimenting, moving stock, checking paperwork, answering phones, answering emails and entryway scanners.There are five official titles including forklift driver, manager, goods inward department, small parts and administration. all told of these wrinkle titles are currently perform a mixture of functions which can be damaging to the organization. First, distributively pe rson is spending only a certain totality of time on their flying field then assisting otherwise field of operations. This is a problem considering there is a specific conjecture that unavoidably to be do to its fullest. Having a number of hands in the mountain of severally area is leaving too much room for error. It is soft to have a lack of communication when there are so many different people working at different times, in no apparent catalogue.The developmental needs begin with creating a job commentary for all(prenominal) title and defining the objectives that are needed to be completed insouciant. The job description should also allow for the tones needful in sanctify to be recognized for advancement, as well as what advancement opportunities ordain come next. Advancement opportunities need to be developed. This can include promotion to manager of that area, as well as the bump to post out of your department and try for a newfangled role. Doing this test ament advance employees to be ready for change, and gain excitement in that area.In sight to prepare advancement opportunities, individual performances should be measured. This should be measured p.a. beginning with this stratum. To begin the process of a pay scale should be created for distributively department and handly communicated to the employee in that area where they stand. The key elements of what is undeniable should be provided in a written job description. Additionally, the steps to be measured in a performance valuation should be provided to the employees. This go forth create an open environment and begin the process of communication as employees lead feel informed, every step of the way.Developmental Opportunities for the TeamTeam building exercises should fritter interject in do to build open communication. This can be through with(p) by each department. each department should evaluate what objectives that they need met at this time, as well as search fo r areas that they may be inadequate and need help. Times can be established that other departments and team members can be as soft touched to help the lagging department desexualize caught up. In return, the assisting department should be prepared with a list of items that they need help with, and be prepared to ask for the same help in return.Having excellent communication is very important in times of change. anyone handles changes differently, which is why it is important during a transition to emphasize on communication. In order to ensure a good development of this, group meetings should be held. An initial meeting, society wide should be held in order to advise employees of what transitions get out take place. An estimated time frame for restructure should be provided. An update as to the reasons for the transitions should be provided. A point of contact for questions and concerns should be established and provided.Once an initial meeting has been completed, a regular sc hedule for meeting updates should be provided. This will keep employees informed.Developmental Opportunities for each IndividualThe first step for development for an each individual is to schedule a time for the employee to meet with the manager. This meeting should consist of the employee receiving their job description. The job description should define fooling tasks and specifications. It should also provide the measurement faunas of this position. The yearbook review process should be introduced to employees, advising of the steps that they will bemeasured. The employee should also be boost to offer assistance when needed, to other areas that are delinquent in their daily completion of tasks. Considering each person will have delimitate duties, the process of doing their position part of the day then assisting other areas will be deleted. The individual will only assist other areas when it is determined by management that it is necessary to obtain special help versus offer ing overtime to the employees of that department. Additionally, any questions or feedback should be encouraged. provision opportunities need to be discussed in the meeting. This will include reviewing the job description with the employee to obtain any pertinent in orderion as to any study needs that they feel they need.Development Objectives Based on the Needs for Development, Opportunities for Team and Each IndividualIn order to define objectives for each individual, a short quiz or questionnaire should be provided containing the following questionsTake a minute to consider your daily work tasks and identify the tools and skills you will need to perform them.What personal qualities are needed to succeed describe the mental and physical skills and tools you use to amount motivated for classes, tests, presentations and reviews (ferret 2003)This will evaluate where the employee stands and get a good musical theme of the additional training that they will need to receive if any i n order to do a good job. This questionnaire will also identify the employees objectives and interest in their current roles.Team building should be encouraged considering each person is used to putting their hands in a lot of areas. Everyone reacts different to change. therefore it is important to be prepared to handle different reactions to the changes being made. In prevention of lack of communication, the following points should be reviewed in company meetings1. Be aware of your feelings.2. See the value in diversity3. Treat people as individuals4. Treat people with consider5. Be aware of differences6. Listen7. Get involved8. Take risks9. Apologize when you make a mistake10. Speak out11. Encourage representation (ferret 2003).Another strategy should be used to encourage adaptation to change. This includes encourage. Encouragement should be in the area of changing the way of thinking. Currently the daily thought process includes looking at tasks as a partial project until moving on to a new area. This needs to be changed to looking at the big celluloid in effort to ensure quality and productivity. This can be done with a lesson. The recommended lesson isWorking in sidereal day Units (Davidson 2004) as The 60 Second cunctator (Davidson 2004) suggests, you need to take each project that needs to be done and organize this by each day. For this company it will include the amount of inventory coming in for the day, the amount of emails, vigorous phone times, busy email times, arranging inventory put away and small parts put away by the amount of volume. Organize the volume judge to be conducted by that department by the day and treat each day as an opportunity. Once this becomes a pattern then the company will be accustom to functioning in this manner.Assess the Program Against Development ObjectivesThe program that I knowing will meet development objectives. It is designed to bring out the training issues which may exist from each employee, and to format each person with a job description, to be sure that each area is being handled by someone that is familiar with the whole picture of that area. This will ensure a 100 percent focus on each area, instead of having someone who only does that part of the time, working in the area. The program is designed to create a smooth flow of operations, and provide initiatives for employees so that they want to stay with the company.In addition, the program is a developmental tool for each person. It will help to open communication and show each person that they are valued. It will encourage participation from those interested in advancement. When opportunities are provided along with objectives, people will meet those if they feel they will be rewarded and recognized.Planning the Work Activities for the TeamThe new structure for daily work activities will be as followsGoods inward department will check in goods as they come in and handle incoming scannersOne small parts girl will put away small parts The other small parts girl will consolidate the bins Forklift driver will put things away that require a forklift Forklift driver will move large items that require a forklift Administration will do bookkeeping, answer phones and respond to emails Manager will oversee daily operations, and review department objectives. He will measure areas that need improvement and delegate others to assist if departments are delinquentIf there is a time when the department is clear of duties, then a list of ongoing items should be compiled in order to keep busy, such as reviewing daily tasks to ensure completion as well as preparation for upcoming busy times.Gaining Commitment for Work Activities from your TeamHave employees sign a slip recognizing that they have been advised of their job description. Have a one on one with each employee to make sure that they are comfortable with the process and are aware of the changes that will be made. pass off them a mission statement of the company. Give them knowledge of what the performance evaluation will entail and the amount of raise they could receive next year according to their accomplishments.Encouraging Involvement and Assessing Progress of Work ActivitiesThe manager should provide imperative reinforcement. A good tool is to keep a white circuit card in the meeting area. A new affirmation should be listed daily for each person to review at their leisure. Whether employees comment on this or not, it is a authoritative reinforcement tool. An example of one of the affirmations could be Every day is an opportunity- I cant get to Friday until I step on Monday. (Harrell 2003) He should be out and in the work areas available to answer any questions, all while performing procedure verification to be sure that the people are doing daily tasks, and to check the progress of what is being done. He should be notified of any problem areas and then once the problem areas in order to provide compliance.Modifying Plans to Ensure th at Performance Objectives are Being Met and Relating this to Day to Day Management ActivitiesDay to day management activities should include reviewing the work areas for accomplishments daily and performing daily walk thrus. Morning meetings to reviews and accomplishments and goals should be conducted. This will also create enthusiasm and promote positive attitudes. Managers should establish a clear set of goals pertaining to what needs to get accomplished and follow up on those goals. One on one coaching and mentoring should be provided on a daily basis. One day a week can be spent with each area in order to accomplish this.ConclusionTheres a lot of work to be completed, however the most positive asset that this company has at this time includes the fact that each employee has a good knowledge of primarily all areas. Despite the fact that each person will have their own job description, this experience provides a broad overview of the company and gives each department some objectiv es to work toward if they are interested in advancement.In conclusion, this company has daily activities established. However they need to spend time to organize, inform, and provide incentives. Once the company is organized, they will be more productive, at which time more business will arrive. Once employees are informed, and given tools necessary to exceed they will feel valued and important. cherished employees are happy employees, which leaves little room for turnover.ReferencesFerrett, Sharon K. Peak Performance succeeder in College and Beyond. California Glencoe/McGraw Hill, 2003Davidson, Jeff. The 60 Second Procrastinator. Massachusetts AdamsMedia, 2004Harrell, Keith. Attitude is Everything. bare-ass York HarperCollins, 2003A