Interview
Managing Director: Hello members, welcome to our 20th CareCo Ltd Directors meeting. Thank you, all directors, for the ambitious efforts to make this organization match the level it has reached today. As we all know, CareCo Ltd is an organization that provides personal care and in-home support to aged people and encourages them to continue living in their homes for a long time. As a company, we are focused on the provision of care services that are of high quality. As the managing director, and per the constitution of this organization, my role is to know how to allocate resources and strategically lead this organization. I have the director of operations, director of sales and marketing, director of finance, and director of human resources. It is true that I continuously receive reports from you as the company’s top personnel. I joined the company a couple of months ago, and as per the hour of this meeting, I take a huge minority share of the company ownership. However, there is a lot of problem in this organization currently that if the situation continues like this, the organization will be uncompetitive and make significant financial losses for the first time since Memorial. Let’s hear your views, dear directors, and I will leave this noble chance to the Director of Operations.
Director of Operations: Thank you, senior, for organizing this meeting. I have been in this company for over nine years. This organization is responsible for the cleaning services teams, non-medical teams, nursing teams, and the logistics planning team. Our department has the largest budget and hence manages a lot of the employees. Our head office here in Plymouth only has one logistics and planning team. We have team managers who run the offices outside Plymouth and have complained that they need to contend with the services offered by the human resource department. Even after the department recruited the most experienced employees. There are so many costs associated with the recruitment and selection of these employees. Director of sales and Marketing, the platform is yours.
Director of Sales and Marketing: Gratitude fellow Director. Dear colleagues, Sales, and marketing is the largest department immediately after the operation department. It’s also the second-largest department with the highest budget. It’s now one year since there has been a struggle in making sales to prospective customers. There have been complaints from prospective customers to the team that they read the reviews indicating an increase in careers. The reviews belonged to the existing customers. Prospective customers are also becoming price-sensitive when choosing a care provider. This is according to the market research we conducted a couple of months ago.
Director of Human Resources: As the director of HR, I’m responsible for providing support to other managers, processing payrolls and employee records, and also devising HR strategies and policies related to the management of employees. My department usually employs 8 CIPD-eligible managers. Additionally, it employs the director and four administrators. Compared to our competitors, this is twice the size of their human resource departments. This department has a role in recruiting and selecting new employees, performance management, and ensuring employees have access to appropriate learning and development opportunities.
Director of Finance: As the finance director, I oversee the accounting operations. I am also responsible for the organization’s long-term financial health growth. If need be, I also change current practices to increase efficiency. We had agreed with the HR department on the budget, which will be exceeded, and the budget for the operation department. However, if things are done this way, there will be a loss in the company for the first time over the year. There is also an increase in the cost of recruiting and selecting employers, which interfere with the yearly budget.
Managing Director: There are reported cases of employers resigning, and upon the interview by some of us, they are saying that they’ve left the work because they are unhappy with the behavior of the team managers. Other workers have also reported that they have left because of the misunderstanding nature of the organization. This is regarding their development needs and also their performance. I have realized that the company is under a management crisis. Therefore, I ask all directors to compile a detailed report regarding the department so that we have a consultative meeting next week on the same day and time. Thank you all for attending, and the meeting is now officially adjourned.
Meeting Annotation
Managing Director
It is true that I continuously receive reports from you as the company’s top personnel. I joined the company a couple of months ago, and as per the hour of this meeting, I take a huge minority share of the company ownership. However, there are a lot of things that could be improved in this organization currently. If the situation continues like this, the organization will be uncompetitive and make significant financial losses for the first time since memorial.
The most senior full-time executive of the company is the managing director. As dictated by the board’s overall strategy, the managing director is responsible for the company’s performance. The director gives strategic guidance and direction to the board to ensure the achievement of the company’s objectives and missions (Naciti, 2019, p.200). Controlling and directing the company’s operations, enduring the retention and recruitment of trained and motivated workers. The director also helps prepare annual business and corporate plans (Fuente et al., 2017, p.740). Similarly, the person also conducts monitoring of the preparation plans for the company objectives to be achieved.
The managing director gives guidance and advice to the board members and the chair for development awareness. The person ensures that favorable policies are made to achieve the mission and objectives of the organization (Wilkinson and Dundon, 2021, p.60). The director should also prepare the annual budget and ensure that the company targets are achieved. The head should also maintain a good public relations strategy and marketing in promoting the image, services, and the product of the organization in the society.
Director of Operations Management
Our head office here in Plymouth only has one logistics and planning team. We have team managers who run the offices outside Plymouth and have complained that they have not contended with the services offered by the human resource department. Even after the department recruited the most experienced employees. There are so many costs associated with the recruitment and selection of these employees,
The operations director holds management positions in many companies. The management team, together with the operations directors, make major business decisions, hence promoting the company’s growth and profitability. The operations directors develop the processes and policies (Hamouche, 2021, p.10). The director also ensures the organization’s smooth running and achievement of the organization’s target. The policies implemented are always related to quality control and the cost to ensure profit in the budget. Management of the budget is another significant role of the Director of Operations Management. This is done to ensure that the company’s cash flow is maintained and that they track the revenue and costs (Wilton, 2022, p.50). Similarly, the Director of Operations Management promotes a good working environment, motivating workers. The person also ensures that there’s also a well-developed relationship with the vendors and also suppliers.
Director of Sales and Marketing
There have been complaints from prospective customers to the team that they read the reviews indicating an increase in careers. The reviews belonged to the existing customers. Prospective customers are also becoming price-sensitive when choosing a care provider. This is according to the market research we conducted a couple of months ago.
The overseeing the sales operation in an organization is done by the director of sales and marketing. According to Konopaske et al. (2018, p.120), the roles of the sales and marketing director include developing relationships with clients, evaluating costs to determine their product pricing when selling to customers, and designing plans to meet sales targets.
Director of Finance
We had agreed with the HR department on the budget, which will be exceeded, and the budget for the operation department. However, if things are done this way, there will be a loss in the company for the first time over the year. There is also an increase in the cost of recruiting and selecting employers, which interfere with the yearly budget.
The finance director is behind the company’s long-term financial growth and health. According to Aguinis et al. (2022, p.680), the finance director should establish strategies that will earn profit and produce accurate reports on where money is going. The finance directors oversee accounting operations and change current practices to increase efficiency.
Director of Human Resources
My department usually employs 8 CIPD-eligible managers. Additionally, it employs the director and four administrators. Compared to our competitors, this is twice larger the sizes of their human resource departments.
The talents recruited include establishing an onboarding process for the new hire, scouting prospective candidates, and coordinating interviews with qualified applicants. The Director of HR reports to the accounting department as the person who also supervises the payroll department and ensures that all the payments are made effectively. The director in this position oversees the newly hired employees’ training and the existing employees who want to upgrade their skills (Brethower et al., 2022, p. 3). The head also looks into the relationship of employees and also addresses the issues of the workplace. Additionally, the director also facilitates communication between the employees and managers of the company. With the executives, HR manages talents and ensures that the employees deliver the most value.
Employees Conditions
Managing director: The team managers often give him feedback on the dissatisfactory support rather than the service provided by the human resource department. Besides the department employing personnel with high experience and who highly qualify, there are also reported cases of employers resigning and upon the interview by some of us, they are saying that they’ve left the work because they are not happy with the behavior of the team manager who often refers to them as “short on time and short on temper and no a people person.”Other workers have also reported that they have left because of the misunderstanding nature of the organization. This is regarding their development needs and also their performance.
Promoting a good environment for both employees and the organization is very important in the age of high employee burnout. Companies with strong cultures achieve more worker engagement rates than those with poor company cultures. Company performance, profitability, and engagement go hand in hand when it comes to organizational culture though its aim is to improve the company’s efficiency (Raychenko, 2022 p.49). Expanding engagement requires a break even with a center on organizational communication and representative well-being. Higher engagement is specifically connected to superior representative execution and efficiency, as well as progressing operational productivity for the organization. Cultivating effective cooperation and moving forward with representative resolve illustrates a company’s solid values whereas making strides in generation and execution.
Summary
In any organization, transparency is essential. When a fashion brand’s producer encourages transparency, their staff is more likely to trust them and feel invested in the company. They need to let them know when times are difficult. The brand’s members can all gather and discuss before deciding where to go from there (Braithwaite et al., 2017 p.76). Additionally, the team should celebrate the employer’s professional successes when they occur (Erthaland Marques, 2018 p.670).
Employers should inform their staff when revenue increases, a noteworthy accomplishment occurs, or the fashion industry is expanding. They feel content working for their employer as a result. The way employees interact with one another is a key indicator of an organization’s organizational culture. How teams and leaders decide to communicate also conveys information, so it’s not just the subject matter of the conversations that matter (Bhuiyan et al., 2020, p.1000). Notably, businesses have shifted towards a more collaborative style of leadership that welcomes input and openness. This pattern persists. A corporate strategy called transparency emphasizes open communication throughout the entire company, not just with senior leaders and decision-makers.
Reference List
Aguinis, H., Jensen, S.H. and Kraus, S., 2022. Policy implications of organizational behavior and human resource management research. Academy of Management Perspectives, 36(3), pp.857-878.
Bhuiyan, F., Baird, K. and Munir, R., 2020. The association between organizational culture, CSR practices and organizational performance in an emerging economy. Meditari Accountancy Research, 28(6), pp.977-1011.
Braithwaite, J., Herkes, J., Ludlow, K., Testa, L. and Lamprell, G., 2017. Association between organizational and workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), p.e017708.
Brethower, D.M., Dickinson, A.M., Johnson, D.A. and Johnson, C.M., 2022. A history of organizational behavior management. Journal of Organizational Behavior Management, 42(1), pp.3-35.
Erthal, A. and Marques, L., 2018. National culture and organizational culture in lean organizations: a systematic review. Production Planning & Control, 29(8), pp.668-687.
Fuente, J.A., García-Sanchez, I.M. and Lozano, M.B., 2017. The role of the board of directors in the adoption of GRI guidelines for the disclosure of CSR information. Journal of Cleaner Production, 141, pp.737-750.
Hamouche, S., 2021. Human resource management and the COVID-19 crisis: Implications, challenges, opportunities, and future organizational directions. Journal of Management & Organization, 1, pp.1-16.
Konopaske, R., Ivancevich, J.M. and Matteson, M.T., 2018. Organizational behavior and management. New York, EUA: McGraw-Hill Education.
Naciti, V., 2019. Corporate governance and board of directors: The effect of a board composition on firm sustainability performance. Journal of Cleaner Production, 237, p.117727.
Raychenko, A.V., 2022. Organization management tasks formalization. University Bulletin, p.49.
Wilkinson, A. and Dundon, T., 2021. Contemporary human resource management: text and cases. Contemporary Human Resource Management, pp.1-100.
Wilton, N., 2022. An introduction to human resource management. An Introduction to Human Resource Management, pp.1-100.