Developing Corrective Actions Essay

Question:

Discuss about the Developing Corrective Actions.

Answer:

Introduction:

Every problem at the organizational level needs to be corrected immediately; however, some problems keep repeating and those are not resolvable through a quick intervention. Such repeatable issues and problems are needed to be resolved to get long-term benefits (Massett et al., 2016). This study is also aimed at identifying suitable interventions or corrective actions to reduce the stress level of employees and enhance their satisfaction level who is working in RSPCA, Australia. The work nature at the RSPCA is probably the core reason behind the increasing stress in employees. However, some other reasons are also there, which are mainly linked to the employee on how they see their job (Jones, Sharp & Norris, 2015). The assignment uses the Hayes Interventions to introduce the required corrective actions for RSPCA (Mass.gov, 2018).

Developing corrective actions (interventions) using Hayes Interventions:

Using appropriate interventions for the identified issue and the area of opportunities:

Hayes Interventions was being introduced by Mr. Hayes who is popularly known for resolving various kinds of critical issues like suicide cases also. Mr. Hayes has developed an eight-point checklist that Mr. Hayes follows to rectify the issue (Mass.gov, 2018). However, all of the interventions may or may not be feasible to the issue identified in RSPCA. Following is the list of appropriate interventions that are being taken from the Hayes List of Interventions (Mass.gov, 2018):

Training

This is one of the interventions of Hayes Interventions. It can be used in RSPCA for educating its employees on the nature of work. They may also be put to counseling sessions. Counseling session will focus on listening to the issue of employees and providing them the relevant answers. Opportunities include like employees will be educated on the nature of work and the employer’s expectations from them, the benefits of being caregivers to animals who have no shelters will be highlighted and a bonding between the employees & the employers will be formed (Nunan, 2017).

Identification and Screening

This intervention will help to identify and screen the issues of each employee. Opportunities include such as employees will feel valued as they have been asked by the employers to share the individual issue (Kurtessis et al., 2017).

Communication

This is very important as senior managers of RSPCA are found as less indulgent in the organizational matters. This may provide several opportunities such as communication gap between the senior managers and the employees will be resolved, both will get to understand the each other’s expectations and they might try to meet the requirements of each other’s (Nunan, 2017).

Supervision

As discussed earlier, this is missing notably in RSPCA because senior managers have been found as less indulgent in organizational matters in the Assignment 2. An effective supervision may provide several opportunities such as the participation of employees, which is suspected to reduce in the coming future (Nunan, 2017).

Involvement

As discussed in the assignment 2, the senior managers of RSPCA are less indulgent to the organizational matters. Additionally, employees are dissatisfied and feeling tired as well. The tiredness is due to the job nature. Involvement from both ends is missing. This intervention may give opportunities like manager’s involvement is expected to increase and employees will feel energetic (Nunan, 2017).

Reporting

This will enable a system that will facilitate the reporting system where employees will report to the senior managers about any of their issues. Moreover, managers will also show a positive acceptance to the report. Opportunities include such as communication between the managers and the employees will become smoother and moreover, employee’s issues will be acknowledged, which may help employees to gain in trust over the senior managers (Gigler et al., 2014).

Follow-up

This is indeed very necessary as it will avoid any negative consequence of the implemented interventions. A follow-up procedure will help the senior managers to know the level of adaptation in employees to the training materials. This may provide opportunities such as senior managers will have knowledge of how the intervention is progressing and also the differences that it has brought to the employees (Nunan, 2017).

Discussing the selected intervention:

Hayes Intervention has been selected for resolving the issues, which are slowly becoming an epidemic in RSPCA. The intervention is selected because Hayes Intervention has been identified as a useful measure against the social causes like suicides, organizational matters like employee’s performance and much other (Mass.gov 2018). Intervention is useful because it offers a list of the checklist, which systemizes the works. Nevertheless, systemization misses notably in RSPCA (Mass.gov, 2018). There is very less connectivity between the senior managers and the employees. This is just threatening to the future of RSPCA as employee’s dissatisfaction is remaining unnoticed by its senior managers. The nature of work is expected to add fuels to the dissatisfaction level. Moreover, some of them might end of quitting the job (Lu & Gursoy, 2016). The Hayes Intervention will help the senior managers and the employees to have a strong bonding between each other. Moreover, they will be able to understand each other’s responsibilities, which may motivate employees to have patience as their job needs the same (Mass.gov, 2018).

Put forward the expected future after implementing the Hayes Interventions:

The expected future after implementing the Hayes Intervention may be much brighter for RSPCA. Fair communication may establish between the managers and employees. The counseling process may help the employees overcoming their negative thoughts (Masdonati et al., 2014). Every single issue will be addressed seriously by the senior managers. Employees will have positive attitudes, which are missing significantly at the moment. The RSPCA Company will prosper to have a better business due to a changed organizational practice like committed senior managers and the dedicated employees (Van der Kolk & Schokker, 2016).

Conclusion:

To conclude, RSPCA may be benefitted from Hayes Intervention as the intervention will bring a much-needed change in the think tank of both the senior managers and the employees. Employees will get to know their responsibilities, which will help them to stay positive while taking care of the animals. Senior managers will involve them in the various kinds of organizational matters. This will improve the organizational communication and will help to reduce the communication gap that exists at the moment.

References:

Gigler, F., Kanodia, C., Sapra, H., & Venugopalan, R. (2014). How Frequent Financial Reporting Can Cause Managerial Short?Termism: An Analysis of the Costs and Benefits of Increasing Reporting Frequency. Journal of Accounting Research, 52(2), 357-387.

Jones, B., Sharp, T., & Norris, J. (2015, April). Welfare considerations for cat management. In 2015 National Feral Cat Management Workshop (p. 95).

Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.

Lu, A. C. C., & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention: do generational differences matter?. Journal of Hospitality & Tourism Research, 40(2), 210-235.

Masdonati, J., Perdrix, S., Massoudi, K., & Rossier, J. (2014). Working alliance as a moderator and a mediator of career counseling effectiveness. Journal of Career Assessment, 22(1), 3-17.

Mass.gov (2018). [online] Mass.gov. Available at: [Accessed 8 Jan. 2018].

Massett, H. A., Mishkin, G., Rubinstein, L., Ivy, S. P., Denicoff, A., Godwin, E., ... & Abrams, J. S. (2016). Challenges facing early phase trials sponsored by the National Cancer Institute: an analysis of corrective action plans to improve accrual. Clinical Cancer Research, 22(22), 5408-5416.

Nunan, D. (2017). Does learner strategy training make a difference?. Lenguas Modernas, (24), 123-142.

Van der Kolk, B., & Schokker, T. (2016). Strategy implementation through hierarchical couplings in a management control package: an explorative case study. Journal of Management Control, 27(2-3), 129-154.

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