1. and to the organization. If Employees are

1.    
Lack
of accountability

 

               The obligation of an individual or an
organization to organize activities, acknowledge the responsibilities and
disclose the results transparently is known as accountability. No plan will be
effective without reviewing the progress of the plan. Without reviewing no
changes can be made and it won’t be effective. Finally, as a result the strategy
 becomes extraneous to the business
operations. Evaluation is an important element of
accountability in the workplace. At the team level and at the individual level,
it is important to assess the need for roles and errors periodically, leading
to increased personal and team responsibilities.

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                 So once after introducing a new reward strategy always progress should be measured. Executives too should follow the same standards by direct reporting. Workers develop greater commitment independently when they trust their supervisors. More accountable policies can help improve this trust by forcing workers at all levels to respond to new business strategies. Accountability policies that cover executives, such as performance pay rather than automated bonuses, create a climate of shared responsibility and make it clear that the company expects all levels of workers to be involved in a common goal.                  Open forum conversations ensure that management also accountable to their core workers and to the organization. If Employees are benefited from an open policy that encourages timely and effective discussions to prevent unprotected errors.Same,after introducing there should be a thorough monitoring system as well as there should be human resources who are accountable for the new plan. Unless it’ll become a barrier to effective strategic implementation. 

2.                 
Lack
of commitment   

                                                 

  Lack
of commitment in the planning process is the main obstacle in effective
strategic planning. Normally workers are not  interest in changes. They wish to perform
their usual duties and to get what employer pays. Although the company
implement a new reward strategy employees are more likely to attend their
traditional working practices. 

                 If the employer can keep an additional step on compensations and incentives, it will feel valued and motivate employees to stay with the company. To increase the salary at that time can be the reason for the commitment. Bonus schemes and profit sharing help employees to win awards for their past commitment and opportunities to further their commitment.

 

3.    
Inadequate
instructions to employees

            Management usually fails to provide
training and instructions for the employees in order to equip their employees
with the skills required for the implementation of the strategy. Some planner’s areunable to create the link between
performances and reward system implementation phase. Effective communication
skills affect employee motivation. A work
environment that communicates and works together promotes employees motivation,
creativity and inspiration. Poor business communication skills will ruin an
employee because they will be forced to sit through a boring and tedious
presentation where they have unclear instructions about the project, causing Confusion
and frustration. The staff appreciates good communication from the employer to have
a pleasant working environment. When management is satisfied with work and  business goals, they can perform their duties
effectively. Failure to communicate effectively at work causes confusion and
confusion among employees. However, the manager can alleviate the problem by
keeping the communication