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Company Analysis
Company XYZ is a growing company beginning from 20 employees to 280 employees in one decade. The organization therefore sets and, to a large extent, achieves its organizational goals. The company mainly works with the Department of Health and Human Service. This government federal agency has an annual budget of 317 and a fiscal budget of 2.6 trillion. The company’s organizational hierarchy is vertical. At the head is the Director, and directly under are the Office of Management and the Office of Regulations. Below these two offices are the offices of science, the office of health and the office of compliance. The organization makes its efforts to be attractive to the employee and retain the best employees to ensure organizational performance. The company has, however, faced challenges in this regard. An investigation into the problems within the company reveals that the business does not deal with poor performers. The company also does not promote employees on the grounds of merit, leading to employee dissatisfaction and reducing workplace morale and employee motivation to perform. Closely related to this phenomenon is that employees are not recognized for their performance, and consequently the leaders of the company do not provide the needed inspiration for employee performance, commitment and motivation.
One of the significant issues in the company is that the business does not deal with poor performers. For an organization to be productive and successful, low performance among employees needs to be addressed by the organization. Low-performing employees can significantly affect organizational performance because they cause low morale in the workplace and can negatively influence other employees. One of the ways organizations deal with low performance is by instituting programs to train employees with performance issues on how to be more productive at work. Companies can also discharge employees of this nature. In Company XYZ, the survey report issued annually for employee feedback on pertinent issues affecting the organization reveals that many employees feel that the people they work with do not cooperate to get the job done. The score for this particular question was 77, implying that almost a quarter of the employees feel that their colleagues’ performance at work is subpar. Additionally, the company scored poorly (39) on whether the employees feel that performance at the workplace is recognized in a meaningful way. The results indicate that the issue of dealing with low performance is the company is a significant issue that needs solving.
The other major problem in the organization is that employees are not promoted on the grounds of merit. The employee survey in 2019 reveals that the company scored 39 in the category on whether employees feel that the organization recognizes performance in the workplace. The company also scored poorly (61) on whether employees feel that the company uses their talents well in the workplace. The employees also feel that the organization does not afford them opportunities to improve their skills at the work center as the company had a score of (67) in this category. Consequently, the company had a score of 69 on whether the employees felt satisfied with their jobs. The high level of dissatisfaction can be explained by the fact that the organization does not offer development chances and that performance is not emphasized in the work center. As such, employees are disillusioned because of this issue, which makes them dissatisfied with their work. They feel that the company is unfair in how it offers opportunities for career development.
The other major problem facing the company is that employees feel that their performance is not recognized. The company scored a measly 3.3 percent as employees believe that the company does not have adequate talent. The low performance in talent is closely related to low satisfaction among employees (61) and the belief that the company’s leadership does not recognize performance in a meaningful way (39). When the company does not recognize the organization’s talent pool, employees who want to progress in their career are disillusioned. When employees feel that the organization does not appreciate their performance, their performance is likely to reduce, and their overall commitment to the organization is significantly affected. Consequently, the organization’s performance suffers from this low performance. Additionally, the fact that the organization does not recognize performance implies that the employees feel underappreciated by the organization. Such beliefs in the organization lead to high turnover rates, which has an adverse impact on the organization financially. Furthermore, the organization also suffers from the disruption that emerges in the organization structure and culture as a result of this high turnover in the organization. Consequently, the organization’s leadership has instituted policies to recognize talent in the office. The company has started giving out awards for outstanding accomplishments and achievements. Additionally, the organization has started giving employees financial or time-off awards for those whose performance reviews indicate high performance.
The other problem facing the company is poor leadership. Employees do not believe that the organization’s leaders offer the appropriate inspiration and motivation. The leaders also do not inspire commitment from the employees in the workplace. The survey reveals that the employees are dissatisfied with the decisions that affect their work, with an score of 57 in this category. The company also scored 65 in the category on whether the employees are satisfied with the communication from management on the various facets of their work. Furthermore, the company scored lowly (41) as the employees believed that the survey would not contribute to any real change in the company. Such low scores indicate that the employees are disillusioned about the effectiveness of the organization’s leadership. Such low confidence in leadership explains why many employees think that the organization is not a good place to work and that the employee performance is not recognized.
From the data, it is clear that the company’s most significant problem is the organization’s poor leadership. The poor leadership in the organization has made the employees believe that performance is not valued in the company. It has also made the employees to believe that promotion is not based on merit because of the low performance of the company’s leadership. The poor leadership in the company has thus led to employee dissatisfaction with the organization. Therefore, to address the problems facing the company requires that the leadership of the company is reviewed. With competent leadership, the other problems in the company will be solved.