Overview: This Assignment Is A Continuation Of The Employee

Overviewthis Assignment Is A Continuation Of the Employee Satisfaction

This assignment is a continuation of the employee satisfaction survey results and GROW model template that you completed in Module Two. Scenario: The organization that you are a director of leadership and learning for has been conducting engagement surveys among its employees every two years to gain a deeper understanding of employees’ views on areas such as customer service, the organization's overall strategy, job satisfaction, rewards and recognition, and training and development. The most recent survey was conducted this year, and the organization wants to carry out another survey in two years. Prompt: Your task is to continue using your GROW model template you began in Module Two to complete the final three sections: Identified Gaps—Obstacles, Goal Revision, A Way Forward—Action. Specifically, you must address the following rubric criteria: In the Identified Gaps—Obstacles section, describe obstacles that might prevent the focus areas you previously identified from moving from current state to future state. Consider factors such as skill gaps, organizational culture, and resources among others. In the Goal Revision section, for each goal you previously created, determine whether it needs revision. If revision is necessary, provide the revised goal and explain your changes based on the obstacles identified. If no revision is required, justify why the goal remains appropriate, supporting your response. In the A Way Forward—Action section, recommend steps to close the gap between the current state and desired future state for each focus area and goal. For each step, include an explanation of what it entails, identify stakeholders involved, and justify how it will help bridge the gap. Your answers should be added to the GROW model template you started in Module Two, formatted in APA style references if applicable. Ensure your responses are detailed, clear, and aligned with the prior parts of your assignment.

Paper For Above instruction

The final stages of the GROW model — addressing obstacles, revising goals, and outlining actionable steps — are critical for translating strategic intentions into tangible outcomes. Building on the initial assessment, these sections require a nuanced understanding of organizational dynamics, resource limitations, and change management principles to effectively close performance gaps identified through engagement surveys.

Identified Gaps—Obstacles

In analyzing the potential obstacles preventing the achievement of the previously identified focus areas, several key factors emerge. Skill gaps remain a significant barrier, particularly in areas such as leadership development and technical proficiency, which can hinder the effective implementation of strategic initiatives. Organizational culture, especially resistance to change and entrenched hierarchies, may impede progress toward more collaborative and innovative environments. Resources, including limited budgets and insufficient training infrastructure, can restrict the organization’s ability to execute development programs and reward systems effectively. Additionally, communication breakdowns and lack of employee engagement can further exacerbate these obstacles, creating misalignment between management strategies and employee perceptions.

Goal Revision

Examining the goals established in the prior module, some require revision to better reflect the realities imposed by these obstacles. For instance, if a goal was set to increase employee engagement scores by a specific percentage within a year, this may need to be revised to a attainable timeline or modified objectives that account for resource limitations. Conversely, goals that align closely with organizational values and current strengths—such as enhancing training programs—might remain unchanged. For each goal, I will evaluate whether the initial target is realistic given the identified obstacles and, if not, provide a revised goal with clear justification. For example, a goal to improve customer service ratings may be revised to focus on targeted training for frontline staff, considering resource constraints and skill gaps, rather than broad, organization-wide initiatives.

A Way Forward—Action

To effectively close the gaps identified, practical and targeted actions are imperative. For each focus area and goal, I propose specific steps that encompass stakeholder involvement, resource allocation, and strategic timing. For example, implementing a comprehensive training program aimed at leadership and frontline employees will involve HR professionals, senior leadership, and training vendors. This step entails designing curriculum, scheduling sessions, and evaluating effectiveness. Such training directly addresses skill deficiencies, fostering a culture of continuous improvement and innovation. Other actions might include establishing cross-departmental task forces to facilitate communication and collaborative problem-solving, involving managers, department heads, and employee representatives. Each action must be justified in terms of its capacity to mitigate obstacles, promote engagement, and accelerate progress toward the desired future state.

References

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