Employee Satisfaction and Value Chain Management This week you will consider the
ID: 461929 • Letter: E
Question
Employee Satisfaction and Value Chain Management This week you will consider the human resource aspects and enablers of value chain management. It is widely accepted there is a distinct, measurable and positive relationship between employee satisfaction and customer satisfaction. In value chain management, the goal of creating customer value for the organization includes customer delight (exceeding customer satisfaction) and profitability. Organizational leadership plays a key role in establishing programs, policies, and process that enable ongoing employee satisfaction. Directions
1.Assume you are working in a role as a decision-making leader. You are tasked with the responsibility to create employee satisfaction programs and processes related to the following human resources enablers. Additionally, address how could you use these human resource enablers to improve employee satisfaction during times of change?
• People and Culture
• The Three People Traits: Knowledge, Skills, and Beliefs
• People and Trust
2.No references are required for this Unit 6 Discussion, but if you do use source material, apply no more than one APA formatted reference and citation per paragraph and use APA in-text citation within the response and list the applied reference(s) at the end of the response using APA formatting.
3.Compose a response of at least four paragraphs of 4–5 sentences per paragraph.
4.Proofread your response, run spell check and grammar check and proofread again. Post your polished response in the Unit 6 Discussion forum.
Explanation / Answer
Creating a positive work culture amongst the employees and the organization, is the key to employee satisfaction.
Simplifying goals which are employee oriented
Creating positive Work environment
Creating a fool proof work force engagement model, which makes all employees feel important and worthy.
During times of change the driving force of change should be the workforce itself. For getting this done, the Employees should be acknowledged of the implications of the change and how it will reinforce the above points, without changing the basic culture of the organization.
The organization should have a robust knowledge management and basic training opportunities in order to train the employees in new skills. Employees with more prospects than their present role or functionality, should be given open resources and options. E.g. external trainings, online trainings, demonstration for new technologies and processes which are new in the market. Employee self-belief is the crucial motivator for new skill development and enhancement of knowledge.
During times of change, the ADKAR model solely emphasis in the awareness, desire (belief), knowledge, action and reinforcement, which the three people traits: Knowledge, Skills, and Beliefs being the fundamentals of the same.
Recognition, Rewarding, Compensations, Work – life balance, Clear set goals, and open policies make the organization trust worthy for its employees. High employee commitment and low attrition rate, are the measuring tools for the Employee satisfaction, and builds the Trust between the people and the organization.
Making the employees performance system more linked to the actual performance of the employee and the organization, makes the Organization more committed towards the employee welfare. During times of change, Trust of the employees towards the company, and the vice versa, makes the transformation a success story.
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