Benchmark state-of-the-art organizational process improvements Research Paper

Benchmark state-of-the-art organizational serve up improvements - Research Paper fontThese include implementation of the Triple Bottom Line (TBL), Sustainability and bodied Responsibility (CSR) and organizational variegate principles. The picture is to use Proscis change management methodology and the recommendations include changing the leadership style, using the Corporate KSAO (knowledge, skills, ability and other characteristics) during the employment process and facilitating learning rather than fostering for all employees. As a result, CF&F will improve its performance, profit margins, communication strategy, employer to employee relationship and an organizational culture that integrates both individual and organizational change management. Introduction Custom Food and Feed Corporation (CF&F) specializes in the fruit and grocerying of food and ingredients for animal feed. The Corporation faces an array of allegations including mismanagement, failure to adhere to stipul ated federal and state regulations on safety, quality and environment, noncompliance with the federal and state labor laws and unfair HR practices. As a result, CF&F has been under investigation for the last 10 years. This has resulted to creation of poor public image, loss of market share, nosedive in its performance and a drastic drop in profits. In order to dampen the negativity associated with the Corporation a new CEO was appointed to oversee it through a change process. The CEO mandated the president to do an analysis of the organizations culture to detect the source of the allegations. This office was then delegated to the vice president who decided to do the corporate research on the tech division. This is the newest auxiliary in the Corporation. It runs seven lines of production on a daily basis for 24 hours where fermentation process is used to change dextrose (sugar) into a myriad of feed ingredients (if care is not taken microbes specially salmonella which pose grave health concerns can easily grow). The workforce at the tech division comprises of 92 managers and 300 employees. After the analysis, it was detected that the tech division did not adhere to the stipulated quality, safety and environmental standards. It was similarly determined that there is a poor employer-employee relationship because of the style of leadership used. The managers implemented an authoritarian leadership strategy which had only managed to build barriers between the management and the employees. In incident, the employees were not at all sceptred since they worked under pressure and were not free to air their views and concerns. As a result, employees were opting for unionizing. Another source of the allegations was from the fact that the production decisions made by the managers were implemented by supervisors who had been given the promotional rank without consideration of the Corporations KSAO (Knowledge, Skills, Abilities and different characteristics) guidel ines. In fact, it was determined that the tech division was highly infested with nepotism. On the other hand, the promoted employees were not subjected to any training that would nurture their competence and leadership skills. Moreover, it is the duty of the managers to ensure the given directions are appropriately implemented. In addition, the homophile resource manager oversees all the human resource activities of all the divisions in the Corporatio