Sample Business Plan Writing

Public Disservice Report
BUS 176
Meredith Rose

BUS176 Management and Governance (2015)
Contents
Contents......................................................................................................................................2
1.0 Executive Summary..............................................................................................................1
2.0 Introduction...........................................................................................................................2
2.1 Report Topic.................................................................................................................................2
2.2 Limitations....................................................................................................................................2
2.3 Sources of Data.............................................................................................................................2
2.4 Organisation of Report .................................................................................................................2
3.0 Poor Leadership and Team Development ............................................................................3
3.1 Leadership Relations and Team Development .............................................................................3
3.1.1 Leadership Style.......................................................................................................................................................3
4.0 Lack of Training and Development .....................................................................................4
4.1 Development Opportunities .........................................................................................................4
4.1.1 Employee Skill Sets.................................................................................................................................................4
5.0 Poor Job Design....................................................................................................................5
5.1 Job Enlargement ..........................................................................................................................5
5.1.1 Job Enrichment .......................................................................................................................................................5
6.0 Poor Reward Design ............................................................................................................6
6.1 Growth as Reward........................................................................................................................6
6.1.1 Job Satisfaction through Recognition.......................................................................................................................6
7.0 Recommendations.................................................................................................................7
8.0 Conclusions...........................................................................................................................8
9.0 References.............................................................................................................................9
10.0 Appendices........................................................................................................................13
10.1 Appendix 1: SWOT Analysis...................................................................................................13
10.2 Appendix 2: Primary Problems ...............................................................................................14

1.0 Executive Summary
This report is being provided because of low staff retention rates, undesirable performance outcomes,
and poor staff morale. It is hoped that by amending the causes of these issues, the department’s
organisational structure will be improved. Without immediate change to rectify the issues seen in the
department, the effects seen will not improve and continue to decline. As our analysis shows, the most
suitable way to address these issues is to refocus the organizational structure.
This report finds four main primary problems. These problems include poor leadership and team
development, lack of investment in team training and development, poor job design, and a poor
rewards system. Analysis has found that it is both poor employee and manager motivation, which
contributes to the significance of these primary problems. We have reported ten recommendations that
we believe if fulfilled, will work towards amending the secondary problems experienced by the
department.
Our findings suggest that by focusing efforts toward developing more effective leaders, employee
motivation will improve. This conclusion has been established by applying Fiedler’s Contingency
Theory, Lewin’s Change Model, Alderfer’s ERG Theory, Vroom’s Expectancy Theory, and Social
Learning Theory to the department within the case study. In addition to this, by applying our
recommendations, it is presumed that a reduction in the impact of poor leadership and team
development, lack of investment in training and development, poor job design and poor rewards
system will occur. It is of particular importance for the department, with the upcoming of senior staff
retirement, that significant action be implemented in the knowledge transfer and training of current
staff members thus ensuring employees possess the necessary skills to perform the job effectively.
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2.0 Introduction
2.1 Report Topic
The purpose of this report is to explore possible causes that result in the department’s inability to
perform at a desirable level. It is of particular significance to recognise such problems so possible
solutions and recommendations can be implemented by the Human Resource Department. By doing
this, the negative influences of the primary and secondary problems can thus be reduced.
2.2 Limitations
Our findings may be limited by the investigator's lack of experience and a comparably small scope of
research data relevant to the significant issues that the department faces. Given the sources of data
used, some information may be subject to interpretation that may further limit the findings.
2.3 Sources of Data
The data analysed to construct this report is of a secondary source nature. However, effort has been
made to ensure the data included has received an appropriate level of peer review.
2.4 Organisation of Report
The report will be organised as follows. Firstly, exploration will be conducted into the primary
problems surrounding the department’s productivity. Recommendations will then be provided as to
how the department could positively work to rectify the issues and negative outcomes that we have
identified. A conclusion will then be drawn.
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3.0 Poor Leadership and Team Development
Leadership is essential in reforming the department’s organisational structures and improving
employee effectiveness and efficiency. Leadership style is often forced to change when a significant
transformation in teamwork structure occurs.
3.1 Leadership Relations and Team Development
The evident lack of leadership within the department has contributed to poor team development and
coordination resulting in a lack of project quality and timeliness. In particular, poor group coordination
has adversely affected motivation, as the resources required to achieve organisational goals have
proved inaccessible. According to Vroom’s Expectancy Theory, instrumentality contributes heavily to
workplace motivation levels (Lee 2007). As instrumentality is undermined by the lack of resources
and employees’ perception of tasks, the staff exhibits poor motivation (P-O) as they do not believe the
goals are obtainable. This has a ripple effect within the department; strength and coordination of teams
in and outside the department is not met (Shaw 2011). This indicates that instrumentality and aid in the
achievement of a desired valence should increase for success (Renko, Kroeck, and Bullough 2011).
The resultant increase in motivation afforded through leadership relations and team building will lead
to further increase performance, goal fulfilment, and job satisfaction in the department.
3.1.1 Leadership Style
Leadership is the most influential and critical position in any organisation, holding a level of
significance that has been overlooked by the senior management within the department. The
management team fails to demonstrate successful leadership, which in turn has jeopardised the morale,
productivity, and quality of individuals resulting in resignations and declining productivity (Hoffman
and Satish 1999). According to Fiedler’s Contingency Theory (Appendix 4), the department’s current
situational characteristics represent the need for a task-orientated leader. Following a situational
characteristic change to a team focus, a relationship-oriented leader is recommended. However, this
highlights a fundamental limitation to Fiedler’s Theory; that a leader’s style is an “enduring
characteristic” and cannot change. Houses Path Goal Theory, on the contrary, recognises that leader
style must change with the situation while outlining actions leaders can take such as clarifying the path
to goals through the removal of obstacles (Waddell, Jones, and George 2013). Through leading by
example, leaders can demonstrate how to complete tasks, counteracting the disorganisation that often
follows the shift to teamwork and thereby, increases performance (Schermerhorn 2011; Knight,
Shteynberg, and Hanges 2011). Additionally, the disambiguation of departmental objectives will
lower the frustration stemming from the misalignment of goals between the minister and employees
(Knight, Shteynberg, and Hanges 2011). As performance improves, leaders can take on both a
participative and supportive style, utilising employee’s inputs, while adhering to their personal needs.
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Such changes can increase enjoyment and manager-subordinate relations in the workplace, creating an
atmosphere that is conducive to further improvements in performance (Schermerhorn 2011).
4.0 Lack of Training and Development
The present and future success of an organisation depends greatly on the training and development of
their employees. The lack of investment seen by this department indicates a compromised system
prone to diminishing skills and knowledge (Dornan 2012).
4.1 Development Opportunities
Human Resource Management has failed to prioritise staff development within the department,
undermining their ability to develop valuable employees (Olaniya and Ojo 2008). Staff development
aims to prepare employees for future opportunities through the acquisition of new knowledge, skills,
and attitudes (Dornan 2012). Currently, the “critical knowledge and experience” of senior staff is at
risk of being lost as these experienced employees approach retirement. Additionally, junior staff have
reported concerns regarding the lack of promotional and developmental opportunities, a factor leading
to poor motivation and low staff retention. When applying this element of the case study to Alderfer’s
ERG Theory (Appendix 5), it is apparent that motivation/retention problems stem from a lack of
opportunities to satisfy the growth needs of employees. A clear opportunity exists for some of these
needs to be fulfilled through the implementation of staff development programs aimed at transferring
the knowledge from senior staff to lower level employees. This works to ensure knowledge retention
as well as staff retention, while equipping employees with the skills necessary to achieve outcomes
and develop alongside the organisation.
4.1.1 Employee Skill Sets
Employee's performance, development, and adaption to change can be evaluated through the use of an
effective monitoring program (Parker et al. 2013). This can be augmented with 360 degree feedback
to provide management with a bottom up evaluation of the effectiveness of their leadership style while
alerting them towards the evolving needs of subordinates (Salvendy 2012). This may assist in better
matching individual skills to within group tasks to increase the efficiency and performance of teams.
It can also reveal individual employee performance, allowing for more targeted training programs to
ensure individual skill sets are adequate for the completion of tasks (Garavan, Morely, and Flynn
1997). It is important that trust and respect amongst staff is corrected in order to quell any bias that
may hamper the reliability and representativeness of the feedback (Salvendy 2012). The collection of
top-down quantitative data as well as bottom-up qualitative data allows for the inclusion of a variety of
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perspectives on the results of team performance and the satisfaction of individuals within teams
(Salvendy 2012).
5.0 Poor Job Design
Creating a job design in which roles are clearly defined is important in maintaining a healthy work
environment. Activities included in job design may include individual or team tasks and may alter
such tasks through job enlargement and/or job enrichment (Salvendy 2012; Saleem, Shakeela, and
Saleem 2012).
5.1 Job Enlargement
As the department focuses on implementing and sustaining high performing teams, job enlargement
will be a key factor in boosting performance and motivation (Maxwell 2008). Job enlargement works
to equip team members with a broader range of skills, allowing them to complete a wider range of
tasks within groups (Cooney 2004). Specifically, junior employees can rotate between lower level
tasks to provide variety and breadth (Salvendy 2012). While this can help to reduce boredom and
increase staff retention, poorly implemented enlargement can increase stress if individual employees
are overloaded (Saleem, Shakeela, and Saleem 2012). This is why it will be important to follow steps
to address these changes. Lewin’s Change Model depicts how enlargement can be gained and
maintained long-term (Appendix 3). As the unfreezing stage is the hardest process, active participation
is needed to best decide solutions within teams (Kritsonis 2005). The second stage, change, will need
to be supplemented with team training activities to reinforce the behavioural movements away from
the status quo (Kritsonis 2005; Waddel, Jones, and George 2013). This may take time as employees
shift their focus to the success of the department. Finally, the refreeze stage will maintain the change
of job enlargement by providing feedback and celebrating new teamwork conditions (Weick and
Quinn 1999).
5.1.1 Job Enrichment
The current job design offers little autonomy for individual employees as well as teams. Job
enrichment refers to the giving of tasks that constitute greater responsibility, autonomy, and growth
(Maxwell 2008). Implemented into a team framework, enrichment allows teams to devise strategies to
achieve goals set by management through cooperation, interdependence, social interaction, and
knowledge sharing (Yan, Peng, and Francesco 2011). Enrichment may also allow groups to self-
schedule their workday by deciding which assignments to complete and when to do so (Aswathappa
2005). Rather than replacing management, enrichment allows for a greater managerial focus on
clarifying goals, acquiring necessary resources, and monitoring performance to provide feedback
(Aswathappa 2005; Vybornova 2014). Although opportunities exist within group enrichment for
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teams, it is important that management is privy to individual employee’s desires (Aswathappa 2005).
Job enlargement may be all that is needed if employees are satisfied with their current level of
responsibility, but by implementing both enlargement and enrichment into a team framework, a wide
spectrum of opportunities will exist to motivate all employees towards increased performance.
6.0 Poor Reward Design
For many departments, reward design is key to motivating employee performance. In this department,
the reward design needs to change in order to increase staff retention, performance, motivation, and
increase job satisfaction. At the root of these problems, is limited recognition/praise, job satisfaction,
and opportunity for development.
6.1 Growth as Reward
Growth through promotional advancement is an important reward and motivator as it links recognition
for achievement with extrinsic valences such as pay increase (Frank and Lewis 2004). However, the
demand for promotional opportunity far outweighs its supply in the department, leaving lower level
staff unmotivated and compelled to seek employment opportunities elsewhere. This promotional
opportunity deficit risks compromising team building success, as employee focus shifts from cohesion
of teams to competition for individual gain (Salvendy 2012). To lower this deficit, growth needs can
be fulfilled through a reward system, which provides greater autonomy to teams in exchange for
performance, cohesiveness, and higher productivity (Waddell, Jones, and George 2013). This can be
augmented by providing enrichment opportunities to individuals within teams (greater responsibility
or status) who display notably high performance, creativity, and innovation. Performance management
will be important to ensure employees know what actions and standards they must meet as part of a
team and individually that will lead to the desired rewards.
6.1.1 Job Satisfaction through Recognition
As a recent pay increase didn’t curtail staff retention issues and currently there is limited
recognition/praise for teams, the department needs to focus the reward design on job satisfaction.
Herzberg’s Two Factor Theory suggests that meeting workers needs can both prevent dissatisfaction
and promote satisfaction (Dinibutun 2012). Hygiene needs such as salary, work conditions, and
interpersonal relationships with managers prevent dissatisfaction, while motivator needs such as
achievement, recognition, responsibility, and advancement promote satisfaction (Dinibutun 2012). As
no satisfaction needs have been sufficiently met, Herzberg’s Two Factor Theory suggest that emphasis
needs to be placed on the needs that management are in a position to fulfil. Pay should be a secondary
consideration, while emphasis should be placed on improving work conditions and interpersonal
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relationships (Long 2010). Additionally, limited advancement opportunities exist, so achievement,
recognition, and increased responsibility should be emphasised to promote satisfaction (Long 2010).
Increasing recognition can provide multiple consecutive gains by instilling a sense of achievement in
employees whilst improving interpersonal relationships and work conditions (Hernandez, Long, and
Sitkin 2014).
7.0 Recommendations
• Change the structure of the department from individual work to a teamwork focus
• Facilitate access to resources, including specialist skills from other departments
o This will allow for teams to perform and achieve outcomes, increasing department
performance and motivate employees
• Leadership must establish clear goals for team projects and ensure the path towards such goals
are obstacle free
o This will reduce employee stress while increasing performance and goal attainment
• Implement a directive leader to demonstrate methods for task completion in a team context
o This will assist in ensuring teams are functioning to attain goals through the fulfilment
of tasks
• Implement staff development programs aimed at transferring knowledge and skills of senior
employees
o This will ensure knowledge retention within the department
• Monitor performance using a mixture of 360 feedback
o This will allow the department to view employee skills to better place teams and
increase performance
• Provide training to increase skill sets and facilitate job rotation
o Therefore enlarging and enriching job design increasing motivation and satisfaction
• Increase the autonomy of teams as a reward for good performance by allowing them to devise
strategies for goal attainment through co-operation, interdependence, social interaction and
knowledge sharing
• Change to a relationship-oriented leader following the successful functioning of autonomous
working teams
o This will aid in fulfilling relatedness and growth needs of individual employees
• Meet commendable performance with recognition/praise
o Leaders must both encourage and recognise staff performance
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8.0 Conclusions
By no means is changing organisational structure any easy task when dealing with a public sector
department. Change will be a difficult and long process, however, if new forms of leadership, training
and development, job design, and reward design are not transformed, the department will continue to
follow a rapid downward spiral. The first plan of action must be to integrate a team based framework
into the department. If overlooked, there will be little hope of maintaining a healthy work
environment. It is believed that by following the recommendations provided that the department will
see drastic improvement in the effects of primary problems.
Following the implementation of teams, a number of steps are required to facilitate the elimination of
departmental issues. Motivating employees to increase performance can be accomplished by
addressing leadership relations of newly developed teams. With newfound motivation, it will be easier
to implement training and development programs in which knowledge is transferred between senior
and lower-level employees. This knowledge and identification of skills will allow the department to
increase performance by adequately aiming goals through leadership styles. If this is not
accomplished, the future of the department is bleak as senior members are soon to retire. However, the
increased performance will not be effective or efficient if job design is not changed to recognise
enlargement and enrichment as being essential to teamwork. As job design is changed, the reward
design will need to address the new autonomy, breadth, and variety of work. Employees will be more
satisfied with their position within the company only if they feel they are being rewarded on the team
and individual level. It will be known quickly if employees do not feel as they are being rewarded
properly as there will be a decrease in motivation, performance, and satisfaction.
The Human Resource Department will need to enforce and maintain these changes, as it is a difficult
process to change employee mindsets so quickly. Although, as the department sees an increase in staff
retention, higher performance, and employee morale, the new organisational structure will be easier to
maintain.
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10.0 Appendices
10.1Appendix 1: SWOT Analysis
Strengths
Great work being done in sustainability
Focused on promoting change
Recent pay increases
Strong reputation for developing people
Interesting and challenging project work
New minister with intent to transform the
department
HR working with the new minister
Weaknesses
Political investment *
Poor reward system design *
Poor job design *
Political appointments (not merit based)
Falling productivity
Morale problem
Staff retention issue/growing turnover
Lack of coordination between work groups
Lack of resources
Lack of project timeliness and quality
Increased resentment among staff
Lack of appreciation/disinterest in achievements
Increased pressure on lower and mid-level staff
Unpaid overtime/poor work conditions
Small department
Opportunities
Newly relaxed skilled immigration rules
Threats
Private sectors and other departments have many
opportunities
Budget cuts
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10.2Appendix 2: Primary Problems
Primary Problems Secondary Problems
• Lack of leadership from senior
management and teamwork among staff
• Lack of investment in staff training and
development
• Poor job structure/design/organizational
structure
• Poor reward system design
• Political investment by Senior
Management
• New employees are not developing the
important skills held by senior staff
• Lack of coordination and teamwork
between different working groups
• High performing staff are not given
promotional opportunities
• Poor work conditions/unpaid overtime
• Decreasing productivity/project quality
• Some staff are overworked
• Poor job satisfaction
• Low staff retention rates
• Unmotivated staff members
• Poor morale amongst staff and
managers
10.3 Appendix 3: Lewin’s Change Model
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Kurt Lewin developed Lewin’s Change Model in 1951 under the assertion that “you cannot
understand a system until you try to change it” (Weick and Quinn 1999). The model depicts three
stages of change – unfreeze, change, and refreeze (Waddel, Jones, and George 2013). Viewing each
stage as a force, Lewin’s Model illustrates how those forces promote or inhibit change (Kritsonis
2005). The following diagram shows each stage in the model as a series of steps to follow for effective
change (Zwart 2011).
Unfreezing, the first stage of this model, acts on the core issues defining the team job design by
determining what needs to change (Kritsonis 2005). For this department, these issues include lack of
teamwork, respect among staff, resources, and work conditions. As job enlargement is seen as the best
solution, the change stage will implement the new department priorities such as teamwork, training,
and development (Levasseur 2001). This middle stage generally takes time to achieve which is why it
is important for all staff to communicate and be involved in the process (Kritsonis 2005; Levasseur
2001). The third stage in the process intends to make the movement seen by the change stick. Refreeze
is accomplished by providing feedback, gaining leadership support, and celebrating new work
conditions (Weick and Quinn 1999). By following Lewin’s Change Model to implement job
enlargement, the department will be filled with hard working, high performance, and strong morale
based teams who complete projects with effectiveness and efficiency.
10.4 Appendix 4: Fiedler’s Contingency Model
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Fiedler’s Contingency Model focuses three situational characteristics in determining the type of
situation an organization faces (Waddell, Jones, and George 2013). The theory suggests that when
situational performance is low or of an undesirable standard, the cause of action is focused on the
manager in charge. The following diagram explains Fiedler’s identified eight leadership situations and
how the situational performance is assessed (Matthews 2013).
Currently, within the department, leader to member relations are poor. Leaders lack engagement with
their subordinates and inferior employees suggest that their superior managers and unapproachable
and unhelpful. Whilst task structure is high, the poor training and knowledge held by employees mean
that much of the tasks are unattainable leading to poor motivation. We have identified positional
power within the department to be low due to the lack of responsibility and autonomy held by
individual employees. Thus, according to Fiedler, this department has a type 6 situation, being
relatively unfavourable. In following this theory, to change from a relationship-oriented leader to a
task-motivated leader is only accomplished through the firing and rehiring of a leader.
Following the implementation of our recommendations of a team-based organizational structure, the
situational variables will change. Leader to member relations and position power will be good and
strong. However, task structure will change to low. This is because as the variety and breadth of work
increases, individual task structure will decrease. This changes the leadership situation to type 3,
recommending a task-oriented leader. A task-oriented leader would aid in team structure where there
is a broad job description and need of a strict guidance.
As Fiedler’s Contingency model states that leadership style is an inherent characteristic of the leader
(and therefore unable to change), an integration of House’s Path Goal theory is required to better
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conceptualise this transition to an increasingly favourable situational characteristic. Additionally, the
integration of the two theories offers a greater amount of leadership styles to choose from to facilitate
a smoother transition. For Example, following the advent of teamwork, a directive and task oriented
style can be adopted to address the disorganisation of newly formed teams. As the situation improves
and the autonomy of teams is increased (see job design and reward system sections), leaders can adopt
a supportive and participative style. Consistent with this integration, leaders may need to retain a task-
orientated style for sometime after change to address new teams or teams exhibiting low performance.
10.5 Appendix 5: Alderfer’s ERG Theory
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Alderfer’s ERG Theory focuses on the idea that individual motivation is a result of the fulfillment of
three main needs these being existence, relatedness, and growth needs (Law 2009). It suggest that
needs can be met at multiple levels however, if a higher need is not met, a frustration regression will
occur making lower-level needs more important to meet and motivation breaks down (Caulton 2012).
With reference to the department, an unsatisfactory fulfillment of growth and relatedness needs is a
contributor to the low levels of motivation evident within the case study. Growth needs represent a
desire for personal development, self-fulfillment, and self-actualization and have a positive effect on
the performance of employees when met (Caulton 2012). It has been noted that efforts by the
department to motivate employees through financial means has been unsuccessful. It could be
assumed that this is a result of employees having already satisfied their existence needs in which case
they are now striving for a higher level of needs. It appears that staff are seeking greater responsibility
and fulfillment within their working environments; a clear demonstration of a desire to fulfill growth
needs. Because the senior management within the department fails to facilitate this desire, low levels
of motivation are thus resulting. Relatedness needs refer to the desire one has to maintain
interpersonal relations (Arnolds and Christo 2011). It has been found that respect and relatedness from
one's supervisor is one of the higher avenues of satisfying one’s relatedness need (Wilcove 1978).
Staff report dissatisfaction that senior management are unapproachable and fail to engage with
inferior employees. It is evident because of this, that the employees are exerting a desire for fulfillment
of their relatedness needs. The senior’s management’s failure to recognise this is resulting in many of
the secondary problems shown within the case study particularly low staff morale, cooperation, and
retention rates. By following Alderfer’s ERG theory, the department will need to adopt new policies
and courses of actions that integrate ways employees can feel both fulfilled.
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