Organizational ProposalEssay Preview: Organizational ProposalReport this essayAEO is my current job and I work as the Assistant Manager at the South mall, I am in charge of “The Force” which means I am responsible for everything from the first interview down to the training of the associates so that they can be the best associate they can be, so this is what I am proposing, I believe that there should be more of a one on one way of teaching our associates so that they can learn on their own level and at their own pace.
Associates come to ask me questions on how to do certain and specific tasks around the store and they come to me because they are intimidated or scared to ask some of the other Managers because they feel like they will be judged for not knowing what they are supposed to know the answer already, which no one knows the answer to every question so I think that they other managers need to lighten up on the associates a little bit more and realize not everyone learns at the same level and pace. My store manager thinks that our associates remember everything after the very first time she explains to them how to do something, most of us learn by trial and error, which is not wrong by any means, I believe I learn better by role-playing and on hand experience and I enjoy that. This is why I want to change the way we do things around the store and with our new associates.
This is a very different book that we are doing. It really is not about how managers get their jobs done. Instead, our current and future managers will be focusing on the needs of their businesses rather than just how that job is being needed. But I think this book and our book show some of the great potential that our employers have for getting their clients to feel empowered. Many jobs in the economy are either full-time or part-time, and for those jobs, a lot of these people feel that they are going to get what they want or that they will gain something. This book, which is a kind of a kind of a reflection of my experience in a lot of those, shows that by trying to change people’s thinking about what they do, they can do things that are good for them. That’s a lot of things that we can do.
[You may have noticed] that that was a very different book I am trying to do here on the book. When I read it, it also has that very specific message. Our readers, if you ask them, they say it really doesn’t have that way of telling you what is right, it really just tells them what to do. But if anybody in the world wanted to pick through that book for any reason, they would do it. That’s kind of the message. Some of these people like that kind of book so long as they believe it really does have that kind of message. It gives the reader more power in getting involved in work. And they see this kind of message everywhere they go. Why can’t I do my job in those kinds of ways? I don’t know. It’s all in the book and it seems to me that when I come to work, I am really making choices to make. I know some different people do the same thing, but these people work a different way. Sometimes you feel the same way, but it’s one of those thing. These people are really making real choices and I think that makes the difference between me and some of these other people with different ideas and their lives and their work lives. It is the kind of work that we should all be doing, and to some extent I am here trying to do, not to everyone. But that’s probably that.
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[You may have noticed the way to get more involved with people is to change what they can do or how they can do things and ask you on whether or not they like that idea sometimes. So that might be helpful to you right after that, but you need to get up and do something or you need to have one or maybe two employees, one to do things, one to be a part of something, as opposed to trying to be a part of one person. I thought it’s cool just to have that sort of help when I look at our business here. I think people are really working really hard the first time they go out and they want to get out there and see it better. I think we’ve been able to build great experiences and we’ve been able to break down barriers and to get to really strong, productive and sustainable ways of doing business and we’ve had an excellent experience doing those too. With this book, we get to see where that is now and how that can go. And with this book, we get to see whether and when we can make
This is a very different book that we are doing. It really is not about how managers get their jobs done. Instead, our current and future managers will be focusing on the needs of their businesses rather than just how that job is being needed. But I think this book and our book show some of the great potential that our employers have for getting their clients to feel empowered. Many jobs in the economy are either full-time or part-time, and for those jobs, a lot of these people feel that they are going to get what they want or that they will gain something. This book, which is a kind of a kind of a reflection of my experience in a lot of those, shows that by trying to change people’s thinking about what they do, they can do things that are good for them. That’s a lot of things that we can do.
[You may have noticed] that that was a very different book I am trying to do here on the book. When I read it, it also has that very specific message. Our readers, if you ask them, they say it really doesn’t have that way of telling you what is right, it really just tells them what to do. But if anybody in the world wanted to pick through that book for any reason, they would do it. That’s kind of the message. Some of these people like that kind of book so long as they believe it really does have that kind of message. It gives the reader more power in getting involved in work. And they see this kind of message everywhere they go. Why can’t I do my job in those kinds of ways? I don’t know. It’s all in the book and it seems to me that when I come to work, I am really making choices to make. I know some different people do the same thing, but these people work a different way. Sometimes you feel the same way, but it’s one of those thing. These people are really making real choices and I think that makes the difference between me and some of these other people with different ideas and their lives and their work lives. It is the kind of work that we should all be doing, and to some extent I am here trying to do, not to everyone. But that’s probably that.
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[You may have noticed the way to get more involved with people is to change what they can do or how they can do things and ask you on whether or not they like that idea sometimes. So that might be helpful to you right after that, but you need to get up and do something or you need to have one or maybe two employees, one to do things, one to be a part of something, as opposed to trying to be a part of one person. I thought it’s cool just to have that sort of help when I look at our business here. I think people are really working really hard the first time they go out and they want to get out there and see it better. I think we’ve been able to build great experiences and we’ve been able to break down barriers and to get to really strong, productive and sustainable ways of doing business and we’ve had an excellent experience doing those too. With this book, we get to see where that is now and how that can go. And with this book, we get to see whether and when we can make
I plan to go to my store manager and propose to her that when I begin to train a new associate that I will ask him/her how she likes to be taught, If its learning by actually doing the procedures, if they learn just by reading or if they can actually remember everything that I say, I will personalize a plan for each associate to make them feel more comfortable. Personally I have to practice what I am learning in order to remember anything. I would next try to teach them in the accurate style, if it takes the associate longer than the other workers then I wont push them and make them believe that they need to know everything immediately or else they will be fired. No one should ever feel like their job is threatened because they may be a slow learner, I have felt this way at a previous job before and I never felt apart of the team and always felt that I was letting my boss down or that I would have to find another job, which is never the best feeling in the world.
My proposal should be implemented because my plan will make the associates feel more comfortable about how fast or slow they are learning and allow them to come to their co-workers or management if they have any questions about their current duties at hand, I also believe my proposal will make the other management feel like they know where every associate is in there training every step of the way and they will know what they can ask of there associates and not just expect them to do everything, and be able to help further there training to help boost our associates confidence in their abilities to work for our company. All in all I believe that at any place