Dickson’s primary concern when she joined Water Planning Division was to make organizational improvements to enhance the smooth running of activities. She was not impressed by how the appraisal process was conducted and opted to make necessary changes to ensure that process is merit-based. However, she faced various challenges since both the executive and employees supported the management’s performance appraisal approach. Dickson’s success at the division was entirely attributed to her contribution and commitment to making significant changes to improve the general performance. The following were the key drivers for Dickson’s success at Water Planning Division:
Dickson changed the division’s budgeting process to encourage inclusivity. Her primary focus when she joined the division was to bring all employees together to promote teamwork. Dickson’s management philosophy towards performance appraisal was different from the 17-criteria evaluation form used to come up with the merit raise. She proposed a change in the budgeting process. An inclusive budgeting system was to bring people together to share ideas on improving the division’s performance appraisal and management of the entire division.
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Secondly, reduce workload in the division was another key factor that contributed to Dickson’s success. She tried all her effort to bring both executives and employees together and encourage teamwork to share responsibilities. Besides, she constantly advocated for a change merit awards process to give equal chances for all employees to be awarded based on their performance rather than using set guidelines. She developed a management philosophy to encourage employee commitment to their roles.
Lastly, Dickson’s success was grounded on the ability to organize training and seminars for employees to equip them with new skills and change their perception and approaches to organizational activities. As a result, Dickson achieved her mandate to better the use, quality, and encourage the preservation of water resources in the water planning division of the County of Santa Clara Rose, California. Following her commitment in her roles, Robert Dickson was supported by subordinates and employees, leading to her success in changing management and leadership approaches to advance the division’s performance.
References
Gabbe, C. J., Kevane, M., & Sundstrom, W. A. (2021). The effects of an “urban village” planning and zoning strategy in San Jose, California. Regional Science and Urban Economics , 88 , 103648.
Ross, E., & Weiser, A. (2020). Guide to MS209 California Department of Water Resources publications.
Wilson, T. S., Van Schmidt, N. D., & Langridge, R. (2020). Land-Use Change and Future Water Demand in California’s Central Coast. Land , 9 (9), 322.
