Personnel Dilemma In An Organization Case Study

Metaphors allow the human mind to expand, grow and be creative. This has profound implications on how an individual think, reasoned and theorized. Similarly, for organizations, the realization of growth is salient, thus, ontogeny requires adaptations and innovations. This paper analyzes the personnel dilemma in an organization from the perspectives of both machine and organism.
The State Department of Education has over 50 sections and divisions that provide programs for public schools and higher learning institutions. In an effort to reorganize the department of education, a planning commission was established with an understanding that an additional secretarial position would be created to perform the secretarial duties for the
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White interviewed and hired Edith Reichel. Reichel was less experienced, but was hired based on Jordan’s sympathy for her as a single mother of two. Reichel struggled early on, created a backlog, and compounded the workload for other administrative staff. Ms. White reported the performance issues to Dr. Jordan, but it was dismissed and no corrective actions were initiated. As a result of Reichel’s incompetency, coupled with the lack of strong leaderships, animosity grew amongst the employees, which created a hostile working environment for everyone.
The State Board of Education was facing several problems during the restructuring process. The issues were: heavy workloads, lack of strong leaderships, unqualified candidate, ignoring red flags, and lack of accountability. A critical analysis of this case study revealed some of the most prevalent metaphors in a public organization, namely, the machine conception of organisms. It gives a good illustration of how an organization operates as a machine and how the many organisms were unable to do more than what they were designed for. First, management recognized and realized the workload was too overwhelming for one
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First, a pre-established hiring process must be developed and adhered to as an organization’s standard. If the hiring process was handled by the Human Resource department, it would have allowed the administrative assistant to focus on more pressing issue. Moreover, a training program would have benefitted the organization and the new employee. Accordingly, organizations set the standard as to what the environment should look like and through training and development, employees would have to either meet those expectations or be terminated from employment. The training/probationary period would allow the trainer to evaluate and document employee performances; when an employee is deficient, the documentation will support a decision to terminate and vise-verse. Furthermore, accountability and strong leadership are crucial in an organization that is environment driven. The dominant managerial figures were not held accountable for decision making nor were any of the staff-thus created a confusion with everyone waiting for someone else to make a decision. The proposed solution creates a system that fosters a team-based environment, which each department is held accountable for their actions by department heads. Finally, the team-based concept will allow the organization to be adaptive to changing environment and improve

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