To begin the research, the researcher conducted a literature search in three areas: employee engagement, employee morale, and employee activities. The researcher chose to focus on these areas because all three seemed to play critical roles in analyzing the impact of employee-centered activities and employee satisfaction. Literature relevant to the present study was examined and the findings of this review are documented here. References were reviewed with interest in studies surrounding the research
Employee Morale After Downsizing Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are injured (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994)
Utah Legislative budget reductions, Davis Applied Technology College employees experienced a wage decrease effective January 1, 2009. At the present time, this wage decrease has not been reinstated. Once the wage decrease was implemented, employee morale plummeted to an all-time low as demonstrated by water cooler gossip, negativity and unwarranted finger pointing. Overall, employees have grown tired and weary. As a general rule, gratitude for employment has become less and less of an incentive
console or placate workers during hard times. “Casual Fridays were introduced, experts say, to improve morale among cynical white-collar folks who saw their coworkers falling like flies during the layoffs of the 1980s and early 1990s. Generally, the casual look was never meant to replace traditional Monday-through-Thursday business attire” (McPherson, p. 134). Business casual was hyped as an employee benefit. The casual experiment quickly gained popularity. The attitudes toward casual dress began as
and human resources lies in the goals and expectations of the manager. With human relations, the manager’s primary concern is reducing employee resistance to authority with the satisfaction of the employee’s basic needs to feel accomplishment and belonging in the company; secondary is the performance and added benefits the employee may be able to contribute once morale is increased. On the other hand, managers who practices human resources look to empower their employees by encouraging them to take
downward communication throughout all levels of the organization. As a result of the ineffective communication system, Littleton faces a number of issues which ultimately has affected the bottom line of the company. Key challenges to note are low employee morale, low level of unity within the organization, poorly designed organizational structure and confusion in interpreting procedures and rules. Improving the accuracy and speed of the flow of communication should be an important first step in the resolution
that the space program would be expected to function on such restricted funding. Goldin states this kind of cut would "gut space exploration." With closures of NASA centers and significant layoffs, Mr. Goldin predicts this budget cut will affect employee morale. Mr. Goldin poignantly states, "Perhaps most sadly, we will lose the opportunity to inspire a future generation of children." (http://www.hq.nasa.gov/pub/pao/Goldin/2000/testimony) Goldin's issue is the reduction in his budget. In my experience
Importance of Project Management Since the concept of Project Management is broad, many different aspects of a business rely on successful Project Management. “Projects” can include product line development, attaining company goals, boosting employee morale, and product costing, to name a few. This area of business is important because it determines every minute detail required to get the product produced and to the consumer. There are several steps required to assure project success. These steps
has little to do with the people. Outsourcing the support jobs may improve the people quality, but unless this is a competitive issue, it may not have a significant effect beyond the reduction in costs. Issue Identification o Maintaining employee morale and preventing "brain drain" to competitors, this often occurs following layoffs. o Maintaining a working relationship with the union and making sure that Maria gets back into good graces with her boss. Maria seems to have a generally favorable
resource management is one of strategic partner, administrative expert, and consultant (managing all of the organization’s people related processes strategically). It is the job of hr management in to recognize that decreased turnover, higher employee morale, and involved employees in the decision making process are all optimal in providing key leverage in an organization’s strategic plan. Management integrate strategic hr management with the organization’s strategy formulation. This means that management
When Robert Horton left his position as Chairman and CEO of BP, the company was in financial trouble and the employee morale was notably low. The company was experiencing losses, the debt-to-equity ratio was out of control, and the company had positioned itself in so many diverse markets that most of the employees had no idea what the company mission and goals were. When David Simon took over as CEO, he was faced with the daunting task of turning the wayward company around. Simon accomplished this
individual's rights. 5 As an employee of a company there is an understanding of the amount of monitoring the employer does. The employer has to decide how much monitoring is necessary to satisfy the company needs without damaging the company's employee morale.6 With all the monitoring done by private businesses they are free to violate employee privacy since the Constitution and the Bill of Rights a... ... middle of paper ... .../2004) 23 Privacy Rights Clearinghouse (2002) Employee Monitoring: Is There
forever. But a well publicized racial discrimination lawsuit is just one example of how an organization can be hurt if it is not actively working to manage and leverage workforce diversity. Other organizational costs could include depressed employee morale and loyalty, increased turnover and poor productivity. On the other hand, if managed well, a diverse workforce can boost productivi...
organization, you have recently noticed that employee morale is at an all time low. Your company has undergone several drastic changes in the past few months including new management and equipment along with adjustments in scheduling and production demands, and you feel that these changes have a lot to do with the decline in morale. Use the advice offered in this unit and your own research to explain some of the actions you would take to increase employee morale. Student Answer: As a leader of my organization
policy on certain days. Implementing dress-down days may be an effective way to boost employee morale. The question that seems to pop up too often is whether dress-down days are a benefit or burden to the company. Many companies have adopted Friday as a casual or dress-down day, while others have made casual business attire a full-time policy. Some employees view wearing casual business clothing as an employee benefit. To others, it is a disaster. Both men and women are often confused about
which were in our department. Working in these different positions has given me the opportunity to see our department from a few different perspectives. It is my belief that our department has a problem with employee satisfaction and morale. One indicator that there is a problem with employee satisfaction is that multiple, valued employees have left for other jobs citing low job satisfaction and cultural problems as their primary motivations for leaving. These employees asked for exit interviews
achieve these goals and that they also have leaders that can energize their workforce by cultivating an environments of high morale. Morale What is morale? Swartout, Boykin, Dixon & Ivanov (2015) define employee or organizational morale as the feeling someone has while in the workplace. Swartout et.al (2015) sites Deming’s five deadly diseases as the causes of low morale: 1) Lack of constancy of purpose, where employees observe common practices of an organization reacting to problems by putting
severe reductions in team members’ morale, in an otherwise normally positive and happy staff. Therefore in this paper, I will provide ground breaking research that explains the issues of low staff morale and propose ideas for coping with
has recorded an increased number of employee turnover, absenteeism, and reports of decreased employee morale and productivity by management. This has caused job security concerns, low customer service levels and a financial burden on the company. In this report, I have examined the possible causes, how top ranking companies maintain staff loyalty, and what our company can do to self-promote from within. WHAT MAKES AN EMPLOYEE DISSATISFIED? Low employee morale can be caused by a variety of factors
the executive team, excluding the CEO. As our company struggles to handle new employees and a new vision, motivation and morale seems to be decreasing. In this paper I plan to explore why motivation and morale tend to decrease during times of change and investigate ways how a company can maintain high morale during massive change. One of the main reasons motivation and morale tend to decrease during any type of change is because humans are naturally resistant to change (Resistance to Change).