Business owners may need to provide additional language training so the workers can more easily assimilate into the company’s culture. Learning Curve Organizations that have difficulty adapting to a more diverse culture may require diversity training. For a business owner, the additional expenses associated with training can be costly, in terms of the expense of the training programs themselves and the lost productivity while workers are training. It can also result in a reduction in the quality of customer service, resulting in unhappy or even lost customers. DIVERSITY PROPELS INNOVATION Most people believe that innovation requires smarter people, better ideas.
Situation Analysis Riordan Manufacturing implementation of its new strategic plan has caused internal issues for the company and the employees and could likely adversely affect the company’s finances. Employees are no longer able to work individually to secure sales that will net high commissions, but will have to share the commission checks with other employees within the team. This change in the work environment has impacted high performers who believe that others are not carrying their weight but are equally receiving commission checks. Therefore, the company will need to determine what can be done to retain its current sales staff while maintaining and increasing its sales revenues. In order to reach a solution, management and HR will need to find out what is causing attrition, low morale and the decrease in employee motivation.
Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training. The equity theory shows how employee performance is greatly influenced by the manner in which his peers are treated. For instance, firms that treat employees differently affect the motivation of employees by making it difficult for them to engage in teamwork or working effectively. This often happens in an environment where individuals holding certain positions are treated as more superior due to their closeness to managers in contrast to others occupying similar positions. This trend is detrimental.
Conflict, absenteeism and stress were identified as major causes of loss of job satisfaction and productivity, potentially increasing the the loss of staff. The solution proposed was to implement additional training and performance pay. It was argued that training in the workplace improves an employee’s sense of worth and self-esteem, by increasing their skills and thus contribution to work efforts. This raises productivity, and in addition improves job satisfaction. Performance pay was advocated as a means of developing the organisation to support motivated and capable employees.
Retention It appears that career patterns are changing these days. Traditionally, the workers would be promoted as hierarchical progression, but recently their progression is tied to their skills and outstanding performance. Under the uncertainty and unpredictable future, most companies concern about cost-effective management and therefore try to preserve their flexibility. This leads to the changing psychological contract in the workplace. That is, the progression offered by the companies and depending on loyalty or acceptable performance is being supplanted by the new psychological contract.
Why are organizations at risk to pay the price of this conflict? This study is important to conduct because the conflict continues to have significant effects on the productivity of employees and eventual success of the organization. The need to examine the disintegrating relationship between organizational leaders and employees is fueled by the significance of this relationship in determining leadership behavior and employee perception of fairness in the workplace. Moreover, the research is carried out because leaders’ behavior can change employees’ perceptions of workplace justice and employee citizenship behavior can make an organization successful. Background of the Study The relationship between employees and leaders is disintegrating on a daily basis and organizations continue to face the risk of suffering from the existing conflict.
Operating duties of employment under an effective leader is what many pursue in their desired occupation. Working in an unfavorable environment can decrease productivity and stifle employees to reach their full potential. Employees that work under a humble boss are often inspired to achieve a higher understanding of the duties preformed. Managers that lead with arrogance often provoke a hostile environment, where employees often lack motivation and are discouraged from progression. A superior with an inflated-ego is harder to approach and employees form a distrust of the leader, and can create unresolved issues within the working atmosphere.
Motivation and Job Satisfaction Theories The idea of motivation applies to internal elements that coerce action and external elements that can function as stimuli to perform. There are several characteristics that can be affected by motivation such as intensity and persistence. Moreover, motivation goes beyond affecting the procurement of individuals’ skills, and plays a part in the magnitude which they use their skills and abilities. The belief is an organization that has excessive quantity of turnover and absenteeism is the consequence of poor job satisfaction. Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line.
CTION:- An organization is facing a problem of higher attrition rate; which is a serious issue for the organization. The major area of concern here was the attitude and the motivation of the employees.so here we are going to throw some light on the motivation theories and attitude concept which when applied may solve the problems of the organization. Through these theories we can come to know the root of the problem and take a corrective measures. “Attitudes can be defined as an individual’s feelings about or inclinations towards other Persons, objects, events, or activities. Attitudes encompass such affective feelings as likes And dislikes, and satisfactions and dissatisfactions”.
These all can lead to an employee reducing production, and creating higher turnover rates (I do realize I need sources for this, I remember reading about it in a specific article and now I can’t find the article. If I cannot find it, I will take this out, or find another article). In addition, when organizations are flexible with their policies about work-life balance, does this have a correlation to the level of bureaucratization of the organization? Individuals that have more decision making authority and power within their organization might have more of a say in and more flexible work-life policies, achieving balance. First the literature of work-life balance research will be examined, along with organizational bureaucratization, and job satisfaction in order to get an idea of what has been done already in these topics.