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The organizations does not have a clear cut policy to solve problems.

  • Ignore Complaints
  • No priority to solve issues
  • Extended Complaint response times
  • No accountability
  • Problems not solved properly

To hire a Professional H.R. company to help rewrite the organizational policy for the RCMP.

Ease of implementation, Cost effective in the long run, Timely and solves at least one other Central Problem.

Bob Paulson and the board will be the ones to set up this plan. Once started:

  • RCMP can start the workplace environment department.
  • Rules and regulations clear cut
  • Delegates authority and accountability to prudent members of the RCMP
  • Increase safety needs of employees

Managers and supervisors turn a blind eye to issues with the organizations.

  • Gender inequality
  • Management of reward and punishment
  • Norm and culture

Create a separate functional department-Workplace environment department.

The board members will help select and promote employees from within the organization for this department. The role of top managers and the duty of the department. This will be in charge of:

  • Power lead to changed behaviour
  • According to goal theory, the organization will perform efficiently
  • Provide a direct channel to report

Set a Punishment Policy

Ease of implementation, Cost effective, Timely and solves at least one other Central Problem.

With the help of the new organization policy, The workplace environment department will create further clear instructions for disciplinary actions.

The workplace environment will be in charge of this policy clarification.

  • Reduction of harassment
  • Clear disciplinary results
  • No gender bias to rules and regulation

Issues that are reported are not looked at seriously. The RCMP puts off problems within the organization.

Increase female leadership

Ease of implementation, Cost effective in the long run, Timely and solves at least one other Central Problem.

While creating the new Workplace environment department, promote female employees to help with the decision process.

When the board selects the new department they would consider a balance of men and women. As a result this will:

  • Provide fair opinions on solutions
  • Contribute insight of how women feel
  • Help organize and expedite solutions
  • Provide motivation to women
  • Women feel secure when reporting issues

Management don't feel accountable for the harassment, bullying and emotional problems being reported to them.

Managers and supervisors placed in charged of their own departments

Ease of implementation, Cost effective, Timely and Solves at least one other Central Problem.

While creating the new workplace we also need to set up regular meetings with higher management to guide and advice as well as to keep track of current issues.

The workplace environment department will be the ones to appoint the managers or supervisors to be accountable for their department. They will report to the workplace environment department if problems are out of their scope of control. This will cause:

  • Faster decisions
  • Monitor problems in each separate department
  • Motivate managers with the new authority
  • Builds relationships among each department

The distinct roles and behaviour of males out number the females within the organization. This causes them to hold in their feelings and not speak up. Further making the situation worse is they feel like they have no one to talk to.

Periodic surveys, encouragement to participate and raise awareness of gender inequality among leaders

Ease of implementation, Cost effective, Timely and Solves at least one other Central Problem.

Have surveys to be filled out and reviewed, this will help the workplace environment department to monitor and spot problems early on. Encouraging women to speak their opinions and to participate will help both sides feel included and equal.

The managers of each department will be in charge of helping women participate and the workplace environment department will be in changed of the surveys. When combined we will see:

  • Increase women confidence
  • Ability to identify issues before they happen
  • Increase femininity and to create an ethical culture
  • The equality of women and man within the RCMP will even out

Conclusion

Management of problems:

Rewrite policy

Problems not resolved properly:

When selecting new department,

balance women and men for a fair and balanced opinion

Gender inequality

Problems?

Blind eye:

Create Workplace Environment Department

Solution?

No accountability:

Managers and supervisors given responsibility and authority of their department

Gender inequality:

Periodic Survey and encourage participation

Bullying and harassment:

Set disciplinary rules and regulations

No accountability

Problems?

Solution?

Problems not solved properly

Bullying and Harassment

Problems?

Harassment and bullying not only within the organization, but also negatively effects job promotions

Solution?

Routinely turning a blind eye

Problems?

Effective

Solution?

Advantage

Low cost; use existing resource;

Management of problems

Problems?

Solution?

RCMP REPORT

By:Garry Lee, Huynh Anh Tran, Yi Dong Li, Luis Garcia Vargas and Meng Sun

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