Changing an organization's culture requires that every employee Research Paper

Changing an organization's culture requires that every employee embrace change - Research Paper Example To this end, the current CEO was installed to spearhead the reform needed to address the problems and institute changes. This department has been selected to lead the reform initiative. A survey will, hence, be designed as a preliminary step to this measure. In the context of the change intervention being planned by the Human Resources, this survey will identify the potential challenges within the department from the perspective of the employees so that they can be addressed and prevented in the future. In a way, this survey will serve as an evaluation of the organizational climate for various problematic issues. This follows the principle that employees serve as the sounding board for problems and that taking time to know what they think and feel will lead to the identification of â€Å"red flags† or warning signs that include workplace safety, ethics, corporate culture, and other organizational vulnerabilities. Surveys like this tend to reveal the reality of how and whether policies and procedures are effective and beneficial. (Burke and Cooper 2004, p. 246) The feedback obtained will collectively make up the basis of the changes to be implemented and the approaches to achieve this objective. II. Complete Survey Layout The employee survey will be divided into six sections. All of these would answer the specific objectives of the survey: employee profile; the corporate culture; perception about CF&F; Quality of Benefits, services, and support; and, Open questions. The format is a typical five-level Likert scale except in the open question section, wherein respondents are free to express their thoughts. It is expected that the data that will be collected will reveal patterns that would allow the effective and successful creation and implementation of reforms. Section I: Employee Profile Important personal information that could correlate with answers and perceptions such as gender, age, educational attainment, job position, tenure, job description, and s o forth. Section II: Corporate Culture Self-description of organizational values, initiatives and policies. The following are sample questions: I identify with CF&F’s core values. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree My colleagues treat me with respect. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree I am willing to offer an extra amount of time and effort in order for the organization to be successful. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree I am satisfied with the career path and opportunities offered to you at CF&F. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree Section: III: Organizational Perception This section will contain employee knowledge of organizational policies and initiatives; the employees’ perception, among others. For example: Organizational policies positively affect my work performance. Strongly Agree Disa gree Agree Strongly Disagree Neither Agree or Disagree Organizational policies and strategies are clearly communicated. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree Senior management takes time to listen to me. Strongly Agree Disagree Agree Strongly Disagree Neither Agree or Disagree Section IV: Support, Benefits, Training. The existence as well as the quality of support and services available to employees, including employee benefits,

Accounting & finance Financial Ratio Anlysis Essay

Accounting & finance Financial Ratio Anlysis - Essay Example Prolong Limited’s gross profit margin decreased from 42.4% in 2009 to 37.5% in 2010. This can be due to the considerable increase in the cost of goods sold from $680,000 in 2009 to $750,000 in 2010. Prolong Limited’s net profit margin was 19.8 % in 2009 and decreased to 13.9 % in 2010. This was due to the increase in the operating expenses of the company. This rise in costs can be due to the rise in the inflation rate in the economy. Prolong Limited should take measures to control their costs of producing the goods. 60% of the current assets are tied up in stock due to which the liquidity position of the company is not very good. Prolong Ltd does not have ample cash to repay its creditors and due to this amount owed to the creditors have increased. Prolong Ltd should improve upon its liquidity position so that it can repay its debt on time. The overall liquidity of the company in 2010 has improved because of the bank loan taken by Prolong Ltd. But still, the creditors of Prolong Ltd are accumulating and it would be difficult for Prolong Ltd to repay its debt if the company does not generate ample cash through sales. Moreover, most of the cash of Prolong Ltd is tied up in non-current assets. Prolong Ltd can generate cash by selling off some of their non-current assets which will improve their liquidity position. Asset turnover indicates the sales that are generated from $1 investments in assets. Prolong’s Ltd asset turnover remained relatively stable in 2009 and 2010. Although the sales increased marginally by $20,000, the total assets increased by $99,000. The investment in the assets was not translated into the corresponding increase in sales revenue. Days inventory ratio of Prolong Ltd indicate that it took 79 days on average to sell the goods in inventory in 2009 and 93 days in 2010. The days inventory has increased in 2010 and this high days inventory figure is not very beneficial for the company. Days debtor ratio indicates