Beijing EAPS Consulting, Inc.

Beijing EAPS Consulting, Inc. Introduction Organizations require a proper structure that enables a systematic flow of work between the existing departments and personnel. Without a proper framework in place, there could be a possibility of some workers, as well as departments, getting overwhelmed with work. It is that uniform balancing of duties and operations that would eventually allow managers to plan effectively for the future while analyzing areas that require additional staffing and resource, and those that can remain unchanged because of their equitable distribution of resource that matches demand. This paper seeks to analyze in detail the organizational structure of Beijing EAPS Consulting Inc, looking at its project planning in particular and team behaviors needed to ensure success.

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Discuss the implications of co-conducting a project plan from the project and department managers?

The co-conduction of project plans failed to attain its objectives because it confused workers. The co-conduction structure placed peer managers in a relationship that expected one to be above the other, which ended up limiting a project’s success. It is difficult for people holding the same rank in an organization to be expected to have a superior-junior kind of relationship. In other words, orders and directions from the project manager simply failed to be implemented as soon as they reached the department manager because the latter could not simply take it that a colleague of the same rank appeared to be a boss or superior to him.

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Additionally, the arrangement confused workers who worked below the managers.

Conflicting directions and orders from different managers to the same employee only served to confuse them and reduce their ability to perform at their maximum. In such scenarios, the junior employees often decided to function as per their own understanding, a situation that lowered any possible chances of accomplishing tasks with the right quality as had been anticipated (Izosimov, 2008).

Point out the strengths and weaknesses that have been made clear about the project plan to date One of the project’s strength stemmed from the fact that Employee Assistant Programs was a new concept in the whole of China. It was an emerging idea that BEC had engaged itself in just at the right time when the industry was also beginning to experience the pressure, particularly from work-related stress (Biggs, 2010). Guangdong Mobile Company, for instance, was grappling with high employee turnout because of the pressures of work and duty in general.

This offered BEC a good opportunity to take up the challenge and help the mobile company sort out its problems because they were better placed in the industry. There was generally little competition in the market and therefore it was easy for BEC to find business.

However, the biggest weakness for the project still emanates from the fact that it is still a new concept in the local Chinese market. It has been difficult all through for BEC to find qualified psychologists to employ in it ranks. All the workers in the firm are multi tasking in order to be able to satisfy their consumers. The situation is so dire that BEC has been forced to enlist the services of students from the University who are not fully qualified to work as consultants. As the concept is still new in China, finding customers is also difficult, mainly

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because of the populations’ ignorance. Apart from Guangdong Mobile and its subsidiary, no other Chinese firms seem to be interested in contracting BEC for purposes of counseling their employees (Sutarjo, 2011).

Classify the specific team behaviors that must be employed to balance the expansion and management problems facing the Beijing EAPS Consulting Company.

The teams of workers need to be understanding if at all they would need to witness the expansion of BEC. Great understanding is needed because there is still overwhelming work which surpasses the performances of the workers. As such, there is need for individual workers to accept and agree to situations or scenarios which calls for their over commitment, only if that will make the firm grow meanwhile as the management still plans on its expansion. If workers develop that kind of understanding, there would be no complaints about being overworked or wasting a lot of time discussing employment letters and contracts among workers.

Compassionate teams would also prove to be worthy for the workers at BEC particularly during this time when their organization is experiencing growth and expansion. There would really be no need for the workers to look at some duties or roles and assume they belonged to others. Instead, they need to pull together and combine their efforts towards accomplishing their dream goals. For instance, if a worker has piles of work which need to be cleared before strict deadlines, the team members should morally feel obliged and assist in clearing the pile. It is not really about an individual’s work or a question of saying ‘I cleared my work so you clear yours.’

Workers need to be sympathetic to each other so that they can all benefit from the growth and expansion programs being integrated (Nagji & Tuff, 2012).

Create safeguards that can be put in place to ensure that the project is completed on time

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A simple but elaborate communication mechanism is needed in order to assist in timely completion of projects. As workers are busy throughout in their roles and duties, there are instances where they encounter problems or delay in their working which requires assistance.

Such a worker should find an easy means of letting his or her immediate supervisors know about the development rather than stay for too long without seeking help. A simple communication system will relay the information accurately and also timely to the intended supervisors. The supervisors will then explore alternatives through which the worker may be assisted without any further delays.

Individual worker’s speed and capabilities must be ascertained over time and work commensurate to their respective speeds apportioned to them at any given time. People, even those holding the same skills, often differ in the manner in which they operate or expend their skills. It is important that individual employees are given work according to their capacities and speed meanwhile as they are also encouraged to improve and catch up with the rest of the team.

This way, they will be able to finish their work on time and avoid delaying customers (Farnsworth et al 2009).

Conclusion All organizations face varying challenges in their day to day businesses. An organization can either grow and expand its operations or decline from poor performance. However, in both scenarios a strong management would be able to deliver the organization safely and safeguard it from being affected negatively by the situation. In the case of Beijing EAPS Consulting Inc., the firm was experiencing both opportunities for growth at the same time it faced constraints.

Because employee assistance service was a new concept in China, the company was grappling with creating and finding markets for its services. Additionally, there were very few workers

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with the right qualification who could be hired to help out in service delivery. However, with better planning and appropriate experience that the management was getting, BEC would eventually turn out to be a success story.

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References Biggs, D. (2010). Management consulting: A Guide for students. Hampshire, UK: Cengage Learning EMEA. Farnsworth, T. et al, (2009). Klamath Care: Targeting and managing growth & company-wide development. Annual Advances in Business Cases, 29, 102-117.

Izosimov, A. V. (2008). Managing hypergrowth. Harvard Business Review, 86(4), 121-127.

Nagji, B. & Tuff, G. (2012). Managing your innovation portfolio. Harvard Business Review, 90(5), 66-74.

Sutarjo, P. (2011). Ten ways of managing person-organization fit (P-O Fit) effectively: A literature study. International Journal of Business & Social Science, 2(21), 226-233.