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Gap Analysis Riordan. Gap Analysis: Riordan Manufacturing All people today
have different reasons for working. Some reasons for working ...
Gap Analysis: Riordan Manufacturing. Running head: GAP ANALYSIS: RIORDAN
MANUFACTURING Gap Analysis: Riordan Manufacturing University ...
GAP ANALYSIS: RIORDAN MANUFACTURING. ... Gap Analysis The outcome for Riordan
is to increase it sales and the company's profitability. ...
GAP ANALYSIS RIORDAN. ... Gap Analysis Riordan Manufacturing a Fortune 1000 company has
been facing declining sales and uneven profits for the past two years. ...
Gap Analysis: Riordan Manufacturing. Gap Analysis: Riordan Manufacturing
In order for an organization to achieve the highest-level ...
Submitted by goddessoftf on January 17, 2008
Category: Miscellaneous
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Running head: GAP ANALYSIS: RIORDAN MANUFACTURING
Gap Analysis: Riordan Manufacturing
Marlene Elizabeth Fain
University of Phoenix
Gap Analysis: Riordan Manufacturing
Restructuring Riordan's Organizational Human Capital
Development and Reward Systems
Strengthening customers' relations begins with organizational alignment and if seeds of discontent are operating through out the company then alignment is in jeopardy, as is the case with Riordan. The issues stem from Riordan's reward systems currently in place and the means by which they develop their human capital assets.
The opportunity for Riordan is to explore the varied sources of job dissatisfaction that became apparent when the winds of corporate change became imminent. Aligned organizational change should have been in operation but it was not. This paper will explore the gap between Riordan's organizational performance and the reward systems in place that impact the performance and motivation of Riordan's human capital. "We can not solve problems by using the same kind of thinking, we used when we created them" (Albert Einstein).
Organizational strategy factors, such as desire to increase innovation, recognize the value of teamwork, and reach new customers with new products have come into play. But simple things like how to equally reward and motivate employees with different needs also deserve consideration. The company recently conducted an annual employee survey, which showed a decrease in overall job satisfaction, particularly in the areas of compensation and benefits. The current reward system is barely based on performance, instead recognizing cost-of-living increases, seniority and position. Faced with declining morale and work ethic, Riordan managers have been pressuring the CEO to "do something" about the rewards system.
Sales management wants an improved commission structure...
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