However, by solving the primary conflict, the recruitment process, it will solve all the secondary problems. By selecting loyal and trustworthy branch managers the company will feel a relationship between themselves and the branch manager. Since the branch manager will feel wanted at the company they will not feel the desire to leave so quickly, therefore, the turnover rate will decrease. The RFID/ERP system plays into the lack of vertical control. While having trustworthy employees the head office can ensure they are receiving the correct information when they are suppose to. This included entering the stock information correctly and not altering the barcodes on the sweaters. Regarding the lack of charismatic leadership, branch managers can …show more content…
This could be very effective in Sunshine’s situation because it is the strongest motivation possible for a human being. Knowing managers have something to work for could potentially stop them from behaving in such a wrongful way. Having self-accomplishment is very good for the mind and is a good habit to develop. However, this may do very little for an employee. Some people just don’t care about their work-life and for them it is a routine, they just go through the motions. In this case, increasing intrinsic motivation would have very little effect and would not solve the problem.
The third solution would be to implement more electronic surveillance. Electronic surveillance is progressively used to stop or catch thieves. Implementing more cameras will stop theft from customers and employees. However, for Sunshine Fashion it might be ineffectual because of the inconceivable possibility to cover all ranges in sufficiently high determination to see the price tags. The company may be unable to make out sale signs as well, depending where the cameras are
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The company would be judging their new employee based on their quality to fulfill their job description. With their new recruitment process Sunshine would need to look for multiple characteristics in a person, such as honesty, integrity, organization, leadership, etc. Whoever the company decides to hire for their branch manager positions will be evaluated as soon as possible and will be frequently evaluated to make sure their new recruitment process is working efficiently. The head office will be the ones evaluating the new branch managers. Although the head office has many other responsibilities to deal with the president of Sunshine was already visiting the department stores around the country. Therefore, if the president has trustworthy employees working beside him they can all alternative visiting the department stores with Sunshine retail counters to evaluate the new branch
After analyzing the reading, a few things seems to be causing this issue. First, Gobias Industries recently underwent a change which made each division a separate entity. The change caused job mobility to plummet. Communication between each division halted. The pool of job opportunities and work location transfers decreased for the employees of each location. Without communication between the divisions, employees found it difficult to hear of job opportunities at other location. The employees became limited to only the opportunities offered at their location. Secondly, the job opportunities at each division also decreased with the introduction of new technology. The technology began taking over the majority of work for many entry-level jobs. The work left for employees to do became low complexity and low effort therefore, were compensated less. The wages for these entry-level jobs became stagnant. These jobs then became boring, less attractive, and scarce. With the decrease in jobs, a decrease in the opportunity for promotion also exist. Thirdly, the new technology also caused job evaluations to become outdated and incorrect. If recruiters are misrepresenting the jobs during recruitment, then employees will be highly unlikely to stay with that job for long especially if the job does not pay well and has little room for promotion. In order to fix the issue of high turnover, Sudden Valley Works needs to redo their job analysis and revamp their recruiting. These solutions will help with job turnover as well as reaching their goals of retention and employment of more women and minority groups. Recruiting should include a broader market and leadership personality assessments. Previous recruiting techniques were targeted at engineers with the highest GPAs however, with the new technology, a high-level of educated employees are not longer needed. A high
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has led to great changes in how organizations run their businesses. It is clear that hourly employees have many great extrinsic motivators but lack intrinsic motivation in their job assignments which is a characteristic of our work culture. Changing the culture is one of the keys to improving motivation at that level of the organization because the best motivation occurs when employees perform because they want to and not because they are being made to do so.
SCENARIO 3: Mi Sun the 8-year-old female is experiencing a few cultural barriers that make her situation unique. Coming from a Korean-American family means that Mi Sun and her family are viewed in their culture as one family unit as opposed to individuals in a family. Mi Sun’s culture believes a child owes a debt to their parents and must respect them at all times. Mi Sun’s family may have operated in a benevolent monarchy, and when she reported the abuse she violated all that her family believes in. The additional pressure Mi Sun may feel that is coming from the church is due to traditional beliefs that Mi Sun is not following.
They began experiencing serious fraud and misbehavior among their employees. The company estimated losing from a range of Rmb 9.3 million and Rmb 10.5 million, which equals out to be more than 5% of Sunshine’s total domestic sales. Since Sunshine is using the RFID/ERP system, managers are able to cheat the system. Every four hours the head office receives updates on the point-of-sale, these managers took advantage of the incapability of top management to control aspects at the local level. Although the head office was responsible for setting timeframes for promotions to go out, branch managers were not trustworthy. By doing this branch managers were able to sell sweater at original prices and pocket the difference. Another thing branch managers would do is report a higher discount rate to the head office and pocket that
A leader’s enthusiasm and motivation towards a job is often communicable to other employees. Motivation begins with a leader, so it is crucial for leaders to have a thorough understanding of what motivates them self. Different leaders have different underlying motivational factors. For example, an instrumental leader derives motivation from extrinsic sources such as pay and promotions. (Scholl, 2003) A self-concept external leader is “dominated by receiving public affirmation that the group 's successes are due to their efforts and skills”. (Scholl, 2003) Credit is seldom given to subordinates from a self-concept external leader. Contrary, “leaders dominated by self-concept external motivation are more interpersonally based.” (Scholl, 2003) Public recognition is less motivating and less important to these types of leaders compared to the latter. (Scholl, 2003) As leaders better understand the factors that motivate themselves, they can better motivate
The link between employee motivation and the rewards they receive from their employers are vital to maintaining a loyal, reliable and steady workforce. The two categories of rewards, also referred to as motivators, are intrinsic and extrinsic. “The primary difference between the two types of motivators are extrinsic factors arise from outside the body of the employee, where as intrinsic elements arise from within the employee.” (Cherry, About.com) Extrinsic motivators for example would consist of working to earn money, job security, and rewards like extra time off, earned vacation days, a pay raise etc. Intrinsic motivators involve the personal motivating factors within an employee that keep them satisfied while
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
The company has a clear lack of vision. This is because since the loss of Mr. McFettridge, the vision and plans he had are not known to anyone. This exposes the lack of structured top management. Also, the top management is having a lot of young employees which are accustomed to doing a clerical job. Their decision making skills are not developed due to improper mentoring. The work processes are more individual driven then system driven.
In asking the consulting firm for assistance, President Paul Willard stated that the main issue within the organization was a “power struggle between people and departments.” This is precisely where the issues in both the sales and production departments are stemming from. After analyzing the situation, several issues can be pointed out in the sales department, the first being the leadership style of sales executive vice-president Ernie Lane, the second being the dramatic shift in the work force, and the third being the lack of motivation and compensation to maintain morale, satisfaction, and productivity. Most importantly, all the problems are
With so many constant changes today with different generations, legal and political circumstances and ever-changing and improving technology sources, organizations have new and recurring issues arising every single day. The reasons for these issues vary widely and develop because of so many different situations. The outcome of the situation depends on many factors including the issue at hand, the management style and the ethics of the organization to simply name a few. These outcomes can certainly make or break an organization if not handled appropriately. The issue I have found to be the most significant is leadership.
majority of employees need motivation to feel good about their jobs and perform optimally. Some employees are money oriented while others find acknowledgment and accolades personally motivating. Motivation levels within the workplace have a point-blank impact on employee effciency. Workers who are driven and excited about their jobs carry out their obligations/duties to the best of their capacity and generation numbers increment therefore. An impetus is an inspiring impact that is intended to drive
It is becoming difficult for the company to hire more and more people and retain the best and the brightest of them.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
It will help improve your work and yourself as a whole. In the Occupational Health journal they described ways to better to motivate themselves because in a lot of professions there is no one by your side to motivate you. Most professions think you need to motivate yourself. The journal said that each employee needed to establish smart goals, which mean specific, measureable, achievable, relevant, and timely. (Occupational Health 2008) Although they used this application for a work place setting, this can be used in your everyday life. Setting goals and using their methods is congruent with devising a strategic plan that I talked about earlier, and the ten empowerment laws will help guide your strategic plan. Having an empowerment mindset can be used everyday. It can be dedicated to your career, personal life, and your