Gulfport Transit



Introduction1

Discussion2

Question 12

Areas in Performance Issues at Gulfport2

Flaw in Design of Performance Management System2

Lack of Credibility2

Confinement of Appraisal to Human Resource Department2

One way Communication in Human Resource Department3

Question 23

Force Field Analysis3

Summary of Organizational Readiness for Change5

Question 36

Normalization Process Theory6

Transforming the Situation7

Question 47

Intervention Recommended7

Conclusion8

Gulfport Transit

Introduction

Gulfport Transit is the public transportation in Florida Metroplex. It operates almost fifty routes in Metroplex which cover about twenty one thousand square miles. It also operates twenty five commuter routes in conjunction with Palmetto Transit which is its strategic partner. It also provides vanpool service which is the fifteen largest in United States. It also has a paratransit services for the people that live in 0.75 mile of the fixed bus route. This assignment is focused on answering the various questions regarding this case study with the focus to resolve the various problems that the organization is facing.

Discussion

Question 1

Areas in Performance Issues at Gulfport

The various areas in the performance issues at Gulfport Transit are as (Markus, 2004):

Flaw in Design of Performance Management System

The performance management in Gulfport Transit is done by the human resource department. The employees of various departments are not aware of what is being measured and evaluated by human resource. All the workforce focuses on completing their individual tasks without having an understanding of how their work contributes to the overall organization. The factors that human resource uses to measure the performance of different employees is not known by them.

Lack of Credibility

The performance system that is used by the human resource department is not considered to be credible because the employees are not aware of what they measure and what the criterion for their evaluation is. Due to the absence of proper appraisal system, improvement in the personal performance is not done. The performance management system did not have a clear set of goals that the employees know.

Confinement of Appraisal to Human Resource Department

The performance management in Gulfport Transit is only confined to the human resource department and the other departments whose appraisal and evaluation is done are not included in this process. This leads to improper evaluation and measurement of employees. It also results in the miscommunication between human resource department and the other departments.

One way Communication in Human Resource Department

It is believed in the overall organization that the human resource department follows one way communication in which they do not take the feedback of the employees who are not from the human resource department. This leads to misunderstanding of the employees in terms of what is being asked from them.

Question 2

Force Field Analysis

The force field analysis of the issues that Gulfport is facing are as:

Goal is to transform the organization in way that all the issues that it is facing are resolved.

Driving Forces (the pro's)

The presence of a strong belief that exists among the employees regarding the potential of Gulfport Transit to become a leader.

The employees had good customer service and they were also educated enough to show the entrepreneurial spirit.

Most of the employees had the vision towards excellence ...