Bobby's Hopes for Promotion at Crystals: A Legitimate Complaint? - Essay Sample

Introduction

Bobby has a legitimate reason to raise his complain, but again, he should because he didn't apply for the latest position. Though, he can argue that he wasn't fit for that position or was in another department that he wasn't conversant about. He also has a right to get closure having helped in achieving greatness for the company (McCalman, 2018). He had high hopes when he started working at crystals because he was a likeable person and the controller had told him that he had a likelihood to get up the ranks as he was highly recommended. Everyone thinks that they are qualified for a certain position in the company. The hiring company wants the best for the company so it chooses the best out of the best. One might get emotional after getting passed on for a promotion and is advised to learn from the experience, compose themselves and continue doing the best at their position to raise their chances on the time the company is hiring. It is okay to seek feedback directly from the seniors like bobby did in order to get closure (Strauss, 2017).

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Most people get frustrated by staying in the same position for too long even after doing the best for the company. Most people get promoted from eighteen months of working at a certain level with their performance being excellent. The longest time an employee should stay at one position is five years (Jaques, 2017). Bobby felt that he had overstayed at the same position for too long (maximum time) and he needed to be awarded with a promotion. He was liked by everyone and his job was rated perfect so he thought that he would be preferred for a promotion. Bobby had leadership qualities that are stated, he is liked and work does his work excellently. He has also advocated for himself by applying for two senior positions which are given to people outside the organization (Jaques, 2017).

Explain the Benefits of a Promotion from within Policy. Would such a Policy Be Appropriate for Crystal?

When promotion is done within the policy, there is expectation of high productivity because the employees are motivated. The employees will feel the need to work even hard to get closer to a chance of being the next to get promoted (Sharif, 2017). The promotion within the policy offers growth to the employees. It gives them a chance to handle more tasks and change the status quo of doing the same thing always, challenges help in growth of the company, and it also helps in teaching new employees to handle different type of work hence increasing the skills in the organization (Sharif, 2017). The promotion will make the employees to participate in trainings and education offered by the organization which leads to development of skills which makes an organization more successful. The promotion helps other workers to see the rewards of hard work which makes them to put more effort and improve their productivity (Sharif, 2017). When people grow within the company the more they become more valuable to the company. Lack of promotion within a company leads employees to shift from one company to another in search of greener pastures hence loosing experienced work force that reduces the level of performance (Sharif, 2017). The policy is good at Crystal in order to motivate their employees. Promotion within will lead to more determination within the employees. Good performance is also achieved because the person promoted within knows the challenges within, as well as the strengths and challenges of the employees (Sharif, 2017).

References

Becker, H. S., & Strauss, A. L. (2017). Careers Personality, and Adult Socialization. In Organizational Careers (pp. 21-34). Routledge.

Buchanan, D. A., & McCalman, J. (2018). High performance work systems: The digital experience. Routledge.

Jaques, E. (2017). Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. Routledge.

Shah, N., Irani, Z., & Sharif, A. M. (2017). Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors. Journal of Business Research, 70, 366-378.