Case Analysis 1

Carter Cleaning Company

Group Members:
Jishan Bhuiyan (2010031)
Titas Basak (1910926)
Md. Zahidul Islam (2010318)
Md. Saiful Islam (1710827)
Surjya Sagar Roy (2021998)
Q1. Would you recommend that the Carters expand their quality program? If so,
specifically what form should it take?
Ans: Yes, Carter cleaning company should expand their quality program. To improve
employee participation in a business, having face-to-face meetings with them is a
wonderful method to gather their honest input. They may have several chances to
raise the quality of their human capital. Giving staff training, for instance, may help
them learn the fundamental principles, expectations, and organizational practices.
Also, by improving employee development, communications and disciplines can
improve their work system. They can assign flexible work assignments.
Q2. Assume the Carters want to institute a high-performance work system as a test
program in one of their stores. Write a one-page outline summarizing important HR
practices you think they should focus on.
Ans: If Carters want to institute a high-performance work system in one of their
stores, they should focus of these factors:
 Employee participation-
Any organization's performance in the world is greatly influenced by its workforce.
As a result, many businesses that have achieved top worldwide recognition now place
a greater focus on top-notch human resource management. Furthermore, it is believed
that a key component of encouraging a high-performance work system and strong
performance is a company's capacity to include its workers in decision-making.
Employees who participate in management decision-making get motivated, have a
good attitude about their jobs, and continue to be laser-focused on reaching
predetermined goals and objectives. Although managers are aware of the necessity of
employee participation in organizational management, putting this component into
practice is still a challenging challenge. The process's impact on the entire business is
heavily influenced by how people are participating in it. Employee participation in
parallel proposal is highly valued as a strategy to keep them involved in
organizational management. This participation enables managers to take into account
the opinions of the whole workforce when formulating final decisions and
performance strategies. Carter Cleaning Company should thus concentrate on this.
 Training-
Relevant knowledge and abilities are required for employees to perform their
responsibilities successfully. Although this may appear simple because employers
think that people are hired when they are already skilled, personalized training is very
important. Aside from facilitating successful performance of duties within an
organization, training also provides employees with technical skills that may allow
them to take on higher-level responsibilities within the business. As a result,
individuals are motivated to pursue higher-level leadership positions since they have
the necessary skills and competence. Employees are able to get a broader variety of
abilities through these training programs, which are required not only for executing a
particular work but also for engaging in additional activities aimed at boosting high
performance. This awareness of organizational functions enables employees to deliver
in the quickest possible period, conserving resources such as time. Finally, training
minimizes the chance of personnel becoming engaged in accidents caused by a lack of
technical knowledge and abilities. This is typical in manufacturing organizations
where machinery and chemical processes form the foundation of production.
 Employee motivation and Incentives-
Recognition of employee successes and efforts is another method through which
corporations foster high performance work systems. With current variety in employee
productivity, it is equally necessary for managers to identify individual and collective
efforts displayed by government employees. It would be simple yet incredibly
valuable to recognize great performance among employees without regard for bias by
monitoring frequent performance outcomes. Organizations must always correlate their
compensation with performance in order to drive their employees to focus on the
fulfillment of both organizational and individual advantages. Notably, depending on
the structure of the business, there are several incentives that might be regarded as a
means of developing a high-performance work system. They may include stock
options, a share of corporate earnings, wage raises, incentives if performance
objectives are met, and money. Other organizations have examined non-monetary
solutions as a means of encouraging high performance work systems. Special
employee perks, time off, and flexibility are among the alternatives available. These
initiatives clearly enhance environmental flexibility for employees who may find time
to attend to other personal matters when they are not at work. Employee motivation is
increased as a result of self-satisfaction and a sense of concern from supervisors.
Employees might also use their free time to enhance their jobs through part-time
courses.