People Management

1) In relation to motivation, Electro Logic has strengths in the following areas. First, the selection process for the heads of staff depends on knowledge of candidates on the VFVA technology and the ability to manage people. Second, the company offers raises to employees based on the outcome of performance appraisals. In terms of weaknesses, most of the people working in the administrative staff section are women. This is discriminative to women considering that most of the employees in this category are hourly employees.

2) In appointing senior members of the technical staff, the process should be transparent and open to all qualified potential candidates. In the current system of appointment, the president appoints persons into these positions solely. Most of the senior members of the technical staff are former students of the president. Staff members are aware of this practice and express their dissatisfaction through the interview conducted by the external consultant. The President’s availability for consultancy should be consistent. As one employees point out to the external consultant, the president is often too busy for consultation.

In addition, the president should employ a participatory approach to people management. Bob a member of the technical staff says that the president, Professor Morgan Steve, sometimes alters proposals forwarded to him, entirely rewriting them without attaching explanations. Also, there is a need to harmonize salaries for staff working at a similar level of position. For instance, Chris Chen, a research scientist claims that senior members of the technical staff earn higher raises than research scientists. Finally, by use of appraisals, employees should be allocated positions based on skills and interest.

Reference

Cameron, K. & Whetten, D. (2007). “Developing Management Skills”. Upper Saddle River, NJ:

Prentice Hall

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