Case Analysis

In
Human Behavior in
Organization

Submitted to:
Mrs. Concepcion Castro

Submitted by:
Bathan, Kimberly Carla N.
BSMA 1101
I. Executive Summary

Organization is born when more than one person coordinates to execute a work, such
as one person passing bundles to another person who puts them in an order. People
helping one another in work constitute an organization. In a certain company, firms or
organization there’s always a leader who leading people towards achieving
goals.  Leaders do this by influencing employee behaviors in several ways. A leader sets
a clear vision for the organization, motivates employees, guides employees through the
work process and builds morale. But sometimes regardless of culture or organization,
being an effective leader is a challenge. Even when provided with a clear definition of
what makes a leader effective, being effective in a leadership role is often easier said than
done. A big problem in developing leadership effectiveness is that most organizations
don’t create an environment supportive of making mistakes, practicing new skills or
trying out new behaviors, therefore much of mainstream leadership is routine, uncreative
and often just maintains the state of affairs.

Also if the leader doesn't handle external challenges well, the organization probably
won't, either. When group members feel that leaders are stressed or unsure, they
themselves become stressed or unsure as well, and the emphasis of the group moves from
its mission to the current worrisome situation. Also if the group member doesn’t know
what the goal of their team must to achieve at the first place, it may take a hard time for
them to work interdependently to achieve them. As any leader knows, every decision or
action taken by the person in charge can have more than the intended outcome, including
unforeseen or undesirable results. Often, a solution to one problem may create another
challenge. Therefore, the effectiveness of the person at the top can be determined by how
well he or she deals with the unintended consequences that come from the executive
decisions they make. While it is human nature for a leader to believe that he or she has
what it takes to run an organization effectively, years of research in the fields of
management, leadership, human behavior and motivation suggest that flexibility and
being open to changing the process is a more effective approach to avoiding, or at least
mitigating, unanticipated and possibly negative outcomes. Therefore, getting the most
outstanding results from your members and ultimately your institution requires taking a
leadership approach that builds a sense of teamwork among the workforce, and values
and utilizes the talent and skills of the people within the organization.  
I. Statement of the Problem

This case study aims to determine the symptoms and root causes of the following:

1. A good leader needs to be mindful of others;

Excellent leaders can help others in the workplace and improve their skills. So they
can achieve the organization’s mission, goals in a professional and effective way. A
mindful leader should not expect others to do the things that he or she is not willing to do.
Otherwise, there will be a disconnect between the leadership and the workforce. That can
gradually cause a deterioration of trust. Those in leadership positions should be aware that
their behavior and attitude will influence the culture of the organization and the people
working under them.

2. Within a team, getting to know each employee and recognize what motivates and inspires
them;

You can only motivate and inspire your team if they know what they are working
towards. Make sure your employees are aware of your vision and what your ultimate goals
for the business are. This encourages everyone to work together to achieve better results.
As well as this, regularly set clear and measurable goals that are framed by this vision so
that you and your teams can track progress and they are able to see their success in a
tangible way. This cultivates productivity and helps employees to feel valued and
motivated.

3. Giving and receiving effective feedback to enable and support performance and
development;

Providing employees with regular feedback is essential to their professional growth,

and most employees crave feedback. As such, consistent communication between
employees and their managers is typically connected to higher engagement. When done
right, it can motivate staff to perform better and can be a tool for building and maintaining
communication with team members.

4. In terms of short-term problem, improving their acquisition process;

In the acquisition process involves assessing the value of the target, identifying
alternatives for structuring the merger or acquisition transactions, evaluating these, and
selecting the structure that would best enable the organization to achieve its objectives,
and developing an offer. To identify a realistic valuation range, corporate leadership
should select best suitable method.

5. In terms of long-term problem, discovering for opportunities to collaborate in their

organization;
 This is important both within and outside of the group of organization. Within the
group, involve as many people as possible in decisions for discovering opportunities, and
make sure they have control over what they do. The more they own their jobs and the
organization, the more effective the organization will be and the more effective the leader
will be.

II. Causes of the Problem

This section states the causes of the problem of this case study:

 A careless leader can cause great damage on an organization, destroying unity and
disgusting members to the point where they start hiding from the turmoil, biding their
time till they can escape to another job. If any leader doing any of these things in the list,
stop and re-evaluate how you’re affecting your team. It takes a mature leader to admit
wrong doings and make lasting changes that demonstrate genuine care.
 In some cases, leader and members may have a disagreement about the quality of the
member's work. This may be a simple matter of a member who lacks self-awareness and
thinks he/she is doing excellent work. But other performance issues may not be so clear-
cut. Because of their leader that doesn’t have time to get to know them more and don’t
motivate them in their performances at work. Therefore, leaders need to give them
confidence and build them up through encouragement, praise, and positive affirmation.
 Leaders are missing opportunities to better engage and develop their workforce by not
efficiently providing feedback employees can use, or taking the time to listen to their
ideas or concerns. Some members may realize that they are not working to potential, but
would point to a lack of guidance, training and feedback as the cause of their
performance issues. Giving constructive feedback helps individuals grow by learning
how they can improve and by reinforcing the activities they are doing well.
 A challenge that company may face when it comes to improving the acquisition process
is that they simply don’t have the resources or personnel to try out new tactics or innovate
upon current acquisition methods, so they often revert to the same old tactics. To identify
a realistic valuation range, corporate leadership should select best suitable method.
 Poor relationships can happen when teams view themselves as rivals, competitors rather
than collaborators, or remain unreceptive to the ideas of others. It may take time to
resolve initial teething problems. Failure to recognize and resolve them will impede
collaboration, cause friction and delay outcomes. Building good relationships ensures
creativity flows and collaboration is fostered. Its absence will blunt the dynamic you are
trying to create, so that everyone can learn a little about one another and what they bring
to the collaboration.
III. Decision Criteria and Alternative Solutions

After analyzing the evident causes of problems and the problems itself, the
consultant came up with the possible alternative solutions:

 Focus on strength. Focusing on the weaknesses of your team members can

seriously affect engagement and consequently lower the team’s productivity.
According to Gallup research, employees who use their strengths every day are
six times more likely to be engaged in their jobs. Everyone is different - we have
different strengths, passions, and weaknesses. One of the cornerstones of a good
team leader is focusing on individuals’ strengths, and bringing together a team of
people that has a combined skillset to get the job done. As long as everyone
contributes by bringing a strong skill to the team, their weakness should not be
dwelt on.  

 Get feedback from everyone. Oftentimes, great ideas can come from unexpected
places. In order to achieve the long-term goals of the business, it’s wise to solicit
ideas and feedback from all roles within the organization – from the receptionist
to the CEO. If everyone within the organization can deliver meaningful feedback
using their preferred channel, and it’s obvious that management takes this
feedback seriously and makes appropriate changes – this creates an excellent
workplace culture where everyone feels valued. When people feel valued, they
work together more effectively.

IV. Recommended Solutions, Implementation and Justification

After the thorough analyzation, the consultant concluded the following

recommended solutions:

 Implementing the high involvement management work practices/approach by

engaging employees
 In this recommended solution, high-involvement work practices that
provide employees with the power to make workplace decisions, training to build
their knowledge and skills in order to make and implement decisions effectively,
information about how their actions affect business unit performance, and
rewards for their efforts to improve performance, can result in a win-win
situation for employees and managers. Employees seem to enjoy working in high
involvement workplaces, and managers reap enhanced performance from these
systems. Designing and implementing a high-involvement system is not a trivial
task, however. Although the four principles of power, knowledge, information
and rewards can be generalized to both manufacturing and service environments,
their application to any particular workplace requires fitting these principles to
specific and somewhat unique situations.

 Applying the behavioral theory of leadership

The most important assumption underlying the behavioral theory is that
the leaders can be made. It tries to show that not all are not born leaders but
there are particular behaviors that can be learnt to become leaders.  So, this
would mean that people can be trained to become leaders. In this regard, the
behavioral theories also sound common sense because if it was not true, there
would not have been leadership programs churning out leaders. So, people
can get leadership training to start leading others. This is how many have
become leaders simply by emulating the more successful leaders. There are
specific skills that may be learnt to lead. The behavioral theories have in this
way provided a better perspective on leadership by showing that leadership is
not meant only for specific people but that anybody can be a leader given that
he can properly demonstrate leadership behavior. It shows leadership in a
more positive light and helps us take a more open minded approach towards
leadership.  

 Make use of motivation in workplace

Motivation can emanate from with an employee with a passion and

desire to work and produce results. This kind of motivation is self-driven by
an employee in order to elevate his feelings to accomplish. However, in
extrinsic motivation, an external factor such as a reward is used to boost the
employee’s moral and desire to work. As is a normal case, employees work in
exchange for compensation for their hard labour but how far they go depends
on how motivated they are.
 V. External Sourcing

After determining the problems and solutions about the team building session for
executive team retreat, the consultant used there sources to support the investigation:

 A strong company culture helps even large organizations work like a well-oiled
machine, where every employee acts in-line with the company values. It’s much
easier for Human Resources to engage employees in companies with a good work
culture because they all know what needs to be done, why and how, and they work
together to achieve it. When everyone from senior management down is rewarding
behaviours that contribute positively to the culture, it becomes deeply embedded in
the company. Organizational culture is a long term investment, but it pays off.

Environment is improved

An organization with a clearly defined culture is a more pleasant place to work.

The company culture will give everyone shared assumptions that help everyone know
what’s expected of them, this makes for a more enjoyable social and psychological
environment. When everyone knows how to behave, it makes it easier for everyone to
get along nicely and reduces the friction within the workplace. Similarly, when
everyone knows what’s expected of them, it removes any uncertainty or ambiguity
from their role. This is important for the mental wellbeing of your wonderful
employees.

Quality of work is improved

When the culture isn’t as strong, the alignment to company values isn’t quite so
clear. This means that more effort needs to be placed in controlling employees,
monitoring their behaviour and keeping them working as efficiently as possible. The
advantages of a good company culture are obvious. It means that less monitoring is
required by managers and team leaders and that the work of the employees is of a
higher value to the company. This means that company culture helps improve
organizational performance.

Onboarding is more efficient

A company with a clear culture will be able to easily induct new employees into
the company’s set of beliefs and encourage ways of working that cohere to the
company’s goals and visions as a whole. Employees within a company with a good
culture are also more engaged, motivated to succeed and display more loyalty, which
can take the form of being less likely to leave the company and being more likely to
become an advocate of your company.

Teamwork is encouraged
An increase in group cohesiveness is one of the most powerful by-products of a
good organizational culture. Employees know where they stand within
their teams and they trust everyone else to do a good job. They also feel valued and
that their contribution is important to the success of the business.

Informal learning is enabled

With a greater focus on collaboration and teamwork, you also create opportunities
for informal learning to occur. In any work environment, only 10% of what your
employees learn comes from the formal training content – the rest they pick up on the
job and by interacting with their colleagues. And of course, the more training your
employees receive, the better they become at doing their jobs and the more successful
the company will be. This all combines to create a good team working environment
and a community of engaged employees, where everyone can contribute for the good
of the whole, like. Clearly a good culture is something to aspire to. Not only does it
breed a good working environment, but it improves engagement between employees,
teams, departments and the organization as a whole.

Retrieved from: https://www.growthengineering.co.uk/improve-organizational-

culture-10-quick-tips/

 Create a strong team environment

Strong employee engagement is dependent on how well employees get along,

interact with each other and participate in a team environment.

Provide constant feedback on the positives

When people know what they’re doing well, they’ll keep doing it – or, even
better, do more of it. Providing someone with a little recognition on what they’re
doing well can go a long way toward boosting morale. This is not to say “ignore
the weaknesses” – just don’t make the weaknesses the only focus area of
feedback. This doesn’t mean you should not create accountability, it actually
means the opposite – but, if all you do is criticize, people will learn how to hide
their mistakes or shift blame.

Give immediate feedback

Feedback is two way communications. It is the opportunity to share opinions

and find solutions. Too many managers think should be the province of the
annual personnel revue. It’s not. It should be a daily occurrence.

 Support employees in their work and growth

How many of you have responded to a subordinate’s idea as brilliant or even

good. Success begets success. You can support employee growth by providing
education and learning opportunities, cross training, coaching, and any other
interactions that support employees’ personal development.

Collaborate and share on problem-solving

When employees get the idea that their manager or leader is the one who has
to solve all the problems, it takes away from their sense of empowerment, and
ultimately is likely to decrease engagement over time. Encourage team members
to take responsibility, and work through problems or issues on their own, or
collaboratively. It’s not the manager’s job to fix everyone else’s problems.

Retrieved from: https://www.torbenrick.eu/blog/performance-management/20-tips-to-

improve-employee-engagement-and-performance/
  Clearly define the change and align it to business goals.

It might seem obvious but many organizations miss this first vital step. It’s one
thing to articulate the change required and entirely another to conduct a critical
review against organizational objectives and performance goals to ensure the change
will carry your business in the right direction strategically, financially, and ethically.
This step can also assist you to determine the value of the change, which will quantify
the effort and inputs you should invest.

Develop a communication strategy

Although all employees should be taken on the change journey, the first two steps
will have highlighted those employees you absolutely must communicate the change
to. Determine the most effective means of communication for the group or individual
that will bring them on board. The communication strategy should include a timeline
for how the change will be incrementally communicated, key messages, and the
communication channels and mediums you plan to use.

Provide effective training

With the change message out in the open, it’s important that your people know
they will receive training, structured or informal, to teach the skills and knowledge
required to operate efficiently as the change is rolled out. Training could include a
suite of micro-learning online modules, or a blended learning approach
incorporating face-to-face training sessions or on-the-job coaching and mentoring.

Implement a support structure

Providing a support structure is essential to assist employees to emotionally and

practically adjust to the change and to build proficiency of behaviors and technical
skills needed to achieve desired business results. Some change can result in
redundancies or restructures, so you could consider providing support such as
counseling services to help people navigate the situation. To help employees adjust to
changes to how a role is performed, a mentorship or an open-door policy with
management to ask questions as they arise could be set up.

Retrieved from: https://www.pulselearning.com/blog/6-steps-effective-

organizational-change-management/
I. Executive Summary

Every business company or industry has nuances that are peculiar to that

market. Marketing your company to stand out from the rest of the pack isn’t easy,
especially if you’re in an industry where your competitors offer similar services. It’s
not about the latest buzzwords or pithy phrases. It’s about capitalizing on what makes
your organization unique. To do that, hold a mirror up to your organization and then
do your best to articulate what you see. Your company’s physical appearance has its
own story to tell. A customer might not remember what was talked about when they
came to your office for a visit, but how the place looked might be their sole lasting
memory. A good marketing strategy is often the difference between landing the next
customer and closing shop. But as the number of new business ventures continues to
rise across the globe, a business's marketing strategy is quickly becoming one of the
most important factors in landing investors.

For any business, potential investors, like your customers, will not find you unless
you put the word out. They’ll also not go with a business that hasn’t figured out its
customer acquisition strategy, something that requires a well thought-out marketing
strategy. It's also important to understand exactly what motivates customers to buy.
When you differentiate your business, you make it memorable and credible. It helps
your prospects quickly understand what you do and what sets you apart from your
competitors. It takes a lot of thought, brainstorming and sometimes some trial and
error to see what works. Sometimes we are just too close to our businesses to truly
see that differentiating quality that makes us stand out.

II. Statement of the Problem

This case study aims to determine the symptoms and roots causes of the following:

1. Having experienced of growing a business;

The Research Square Company having experienced a very consistent and

rapid growth in their business. As a business grows, different problems and
opportunities demand different solutions - what worked a year ago might now be not
the best approach. All too often, avoidable mistakes turn what could have been a great
business into an also-ran. Recognizing and overcoming the common pitfalls associated
with growth is essential if your business is to continue to grow and thrive. Crucially,
you need to ensure that the steps you take today don't themselves create additional
problems for the future. Effective leadership will help you make the most of the
opportunities, creating sustainable growth for the future.

2. Having experienced of fluctuating/varying balancing acts;

The Research Square Company also having struggled with varying

balancing acts; for profit vs. for benefit and offering solutions for researchers vs.
publishers. It is very important to balance those acts in the business because it’s about
figuring out the solution to the problem that the market has vs. trying to be everything
to everybody. The startup phase of your business can feel frenzied and overwhelming
as you set up your operations and market like crazy to get clients. And once you get
that roster of clientele, your sole focus becomes providing them the best products and
services. Of course, before long you'll have to find the right balance.

3. In terms of short-term problem; need to clearly define their goals and vision of the
company.

The Research Square Company, can be genuinely inspired if their business

has a compelling goals and a clear, worthwhile vision. These statements can be highly
motivating when they are expressed clearly and with intent. Especially when you
communicate them effectively to everyone in the business. They also express the
businesses purpose to customers, suppliers and the media, on whom it can have the
same effect as well. These statements are the words leaders use to explain an
organization’s purpose and direction. When expressed clearly and concisely, they can
motivate your team or the business as a whole with an inspiring vision of the future.

4. In terms of long-term problem; to build their name and presence in the research
community.

As an entrepreneur, you are often left wondering how to build your

business and its reputation. In order to build and maintain your business reputation,
 you must have the right view of your business and put forth the right effort to achieve
it. Although it may take years to build your business to the level you once dreamed
about, dreams can become reality. You will need a strong backbone and a steady-hand
to keep your business thriving.

III. Causes of the Problem

This section states the causes of the problem of this case study:

 In Research Square Company, growing their business may help them to

overcome problems and attract new customers if they move to larger
premises and increase their resources and stock. However, growing your
business because you are experiencing problems can sometimes make your
problems bigger, with more money and risk involved. Many growing
businesses find using established management standards one of the most
effective ways of introducing best practice. Quality control systems can be an
important part of driving improvements and convincing larger customers that
you can be relied on.
 The Research Square Company was struggling with varying balancing acts,
managing a business is a delicate balancing act. It got to take care of today’s
challenges, yet look into the future to see where the next opportunities lie.
They should know how to balance those acts when it comes to their business
and know their priorities because when you give your customers exactly what
they want, pricing is not an issue for them. When the value is being delivered,
that outweighs price, the value is helping them produce better results than
they were previously experiencing. Also, when you give customers exactly
what they want, they become your biggest business advocates.
 In every company vision and goals are very important to define it, because
they define your business purpose, it focuses on its goals and future
aspirations, and should be uplifting and inspiring. They’re also timeless, even
if the business changes its strategy, the vision and goals will often stay the
same.
 Building the name and presence of your business company is no easy task,
and definitely not one to cast aside. In nature, as in business, it is always
better to be proactive then reactive when striving for business excellence. By
focusing on constantly pushing yourself and your business to be in a constant
state of growth, both yourself and the company you lead will be constantly
evolving and improving ahead of your competitors.
IV. Decision Criteria and Alternative Solution

After analyzing the evident causes of problems and the problems itself, the
consultant came up with possible alternative solutions:

 Grow your customer base

When it comes to high-value customer growth, top-performing companies

do a few things consistently, in both good times and bad. First, they take a structured
approach. We use a customer strategy framework with our clients to help them
deepen their customer relationships. The framework guides companies, first, to
articulate a vision for serving customers. Next, businesses look at how they must
perform to achieve that vision. They then establish a baseline to assess how well
they’re doing in terms of capabilities, plans, and current customer relationships.
Often, the assessment doesn’t align with the vision, revealing gaps to address. This
should lead to important strategic discussions about your core competencies as they
relate to customer needs and how you want to differentiate your business from
competitors in the marketplace. All of these answers should be synthesized into your
overarching strategy and tactical plans for moving forward. The last step of the
framework is to monitor progress. At a minimum, you should be assessing progress
quarterly. It’s critical to hold internal discussions and solicit feedback from
customers; we wish we saw more middle-market companies doing both formally and
frequently.

 Promoting the Brand

Another alternative solution is to change its methods of promotion, which

can include raising the advertising budget or using the power of branding for the firm.
Depending on how well company leaders identify the specific issues that need to be
addressed, playing with promotional efforts can be very successful or often just
simply a costly exercise. Advertising, marketing, and promotion is a tried and true
method of regaining market sure, but keep in mind that advertising is an on-going
process and the competition is spending money on advertising as well.

V. Recommended Solutions, Implementation, and Justification

 After the thorough analyzation, the consultant concluded the following
recommended solutions:

 Positive Organizational Behavior

In the workplace, the aim of positive organizational behavior (POB) is to promote

the strengths and proficiencies of the institution’s human capital in the belief that
doing so increases work productivity and boosts employee morale while decreasing
stress and employee burnout. POB, incorporating the tenets of positive psychology
within its framework, emphasizes that the psychological states of self-efficacy, hope,
optimism, and resiliency are able to be quantified, improved, and controlled. Using a
variety of tools such as modeling, coaching, and rewarding innovation to produce the
desired behaviors in subordinates, administrators can help to create an organizational
climate within their institutions that values positivity over negativity. 

 High Involvement Management in the International Context

A wide range of high involvement management practices, such as self-managed

teams, incentive pay schemes, and employer-provided training have been shown to boost
firms’ productivity and financial performance. However, less is known about whether
these practices, which give employees more discretion and autonomy, also benefit
employees. Recent empirical research that aims to account for employee self-selection
into firms that apply these practices finds generally positive effects on employee health
and other important aspects of well-being at work. However, the effects can differ in
different institutional settings. Multiple theoretical frameworks link high involvement
management to employee well-being and health outcomes. Innovative work practices
should lead to working smarter, not necessarily harder.

 Look into Stress and Well being

Encountering some stress at work is inevitable, especially when big projects and
major deadlines loom. Some stress actually can enhance your performance in the short
term. But when stress constantly creeps in and leads to unhealthy habits and illness, its
impact on employees and employers can be detrimental. Stress management initiatives at
work are most effective when a company’s leaders engage and participate, experts say.
Some workplace stress is normal, excessive stress can interfere with your productivity and
performance, impact your physical and emotional health, and affect your relationships and
home life. It can even determine success or failure on the job. You can’t control
everything in your work environment, but that doesn’t mean you’re powerless, even when
you’re stuck in a difficult situation. Whatever your ambitions or work demands, there are
 steps you can take to protect yourself from the damaging effects of stress, improve your
job satisfaction, and bolster your well-being in and out of the workplace.

VI. External Sourcing

After determining the problems and solutions about the case study in corporate
planning, the consultant used these support their investigation result:

 Consistent improvements to enhance your small business are critical for its
success and sustainability. Things like monitoring cash flow consistently, utilizing social
media for marketing, and recognizing your strengths while asking for help in areas that
are less so can help you focus on improving areas of your business that offer the biggest
gain. Sometimes it's a good idea to keep a checklist handy to remind yourself of the basic
steps you need to take on a regular basis.

Keep Financial Score

Few small businesses have an accurate idea of the daily, weekly, and monthly
numbers and financial trends taking place within the organization. It's vital that you
spend the necessary time keeping current on cash flow. If you lack the financial
skills, hire an accountant, but still stay very much in the loop.

Set Goals

Similar to keeping score, setting goals and objectives is an essential part of your

business success. Use the goals you set as an ongoing planning tool to ensure that you
continue to move forward with your small business. For instance, try to increase
traffic by a certain amount on your business website or blog. More web traffic can
translate into added sales or customer loyalty.

Use High-Impact Marketing

Wasting money on ineffective marketing is easy. Seek out low-budget, high-

impact marketing strategies to improve your small business. Test one or two new tactics
and see which perform best before adding them to your marketing mix. Social media is
an excellent low-cost and low-risk way to promote your business. LinkedIn, Facebook,
Twitter, and Instagram are a few good tools to build a social presence and attract
attention to your business.
 Master Business Presentations

A powerful business presentation can help improve your small business'

performance. Start by learning the essentials of a memorable business presentation. These
can include delivering an unexpected little pearl of wisdom to captivate your audience.
That said, don't overload your presentation with information. Keep everything relevant.

Monitor Trends

No business operates in a vacuum. Events and changes in the global landscape

have an effect on your business. Stay current on trends and issues happening in your
industry and local community. Even things that don't seem relevant on the surface might
have an impact on what you do, so consider all possibilities.

Sharpen Your Selling Skills

A high-return area for business improvement is the sales function. Whether you're
a one-person operation or managing a sales team, you must focus on sales improvement.
To start, clarify your business mission. When you determine areas where you excel and
who needs what you do, you will have a greater sense of vision and purpose.

Find Best Practices

Keeping everything transparent is an important underpinning. That means

breaking down silos, communicating effectively, testing, and monitoring and approving
your processes in order to keep everything running smoothly. Another example
is documenting your processes to avoid any miscommunication.

Motivate Staff

Talented and motivated staff members can bring on big improvements in

business. Learn what motivates your employees to higher levels of performance. Part of
this is being willing to listen to input and insight from everyone on staff, regardless of
position or seniority. Some of the best ideas come from those closest to certain problems.

Retrieved from: https://www.thebalancesmb.com/improve-your-small-business-2951413

 1. Dust off your business plans.

Review, review and review your business plan. See how far (or little) your
business has taken shape from your original idea. Many entrepreneurs write a business
plan at the start of the business, only to forget about it. Some stray away from their plans
– and fail. Go find your business plans and update them. Since your business’s inception,
a number of factors must have changed – from the overall business climate to your
product line. Take all those changes into consideration, consider the business and
economic climate, factor in your and your family’s goals, and get a clear assessment of
the direction of your business. Get in touch with your business advisers, if any.

2. Rekindle your relationship with your customers.

Take time to tap into your customer database and get in touch with your existing
customers. Whether by phone, email or letter, contact your customers to greet them and
remind them that your business is ready to serve them again. Get their opinions about
what they think about your business (and make getting customer feedback a part of your
business processes). You need to constantly look for ways to encourage repeat business.
Although marketing and advertising are important to get more customers, quality, service
and customer satisfaction are what keep a business successful in the long run.

3.  Resolve to improve your weak spots.

Take stock of all aspects of your business operation and list down the areas that
you want to improve. If your list of delinquent receivables is longer than Santa’s list, find
out how you can improve your billing and collection process. Perhaps you need to
improve your record keeping helping flag you on delinquent accounts.

Retrieved from: https://www.powerhomebiz.com/managing-and-growing/managing/10-

ways-to-improve-your-business-operations.htm