Strategy and Implementation University of Texas MD Anderson Cancer Center is searching for ways to solve their three top challenges. These challenges are employee retention, financial constraints, and a need for more space to accommodate their ever growing client base. In our statements below we have presented strategies that we believe will help to meet these challenges and make UT MD Anderson Cancer Center a Stronger company. Employee Retention Employee retention is important to the University of Texas MD Anderson Cancer Center. Not only does employee turnover cast the company a great deal of money but it also cost them a lot of time. Tara Davis conducted a study to find the top ten reasons employee leave their jobs. We have listed the reasons below and have added some suggestions for overcoming these issues. Employee Compensation Employee Compensation is the main reason employees move on from companies. Many employees feel as if their wages do not fairly compensate them for the amount of work they perform. The first course of action that we recommend would be to research the pay rates at other competing organizations and adjust pay to be competitive. Another option may be offering incentives for a job well done. If an employee is too under paid it can affect their attitude and their ability to considerate. Supportive working environment A supportive working environment gives employees a since of worth. In order to achieve a supportive work environment UT MD Anderson Cancer Center should follow these ten guide lines. 1. Build Trust 2. Communicate Positively and Openly 3. Expect the Best from your Staff 4. Create Team Spirit 5. Give recognition and Appreciation 6. Give Credit and take Responsibility 7. Be Approachable 8. ... ... middle of paper ... ...www.hrcouncil.ca/hr-toolkit/keeping-people-employee-recognition.cfm>. Laud, Jennifer. "Better Strategic Planning Through Employee Engagement." Credit Union Times 25.2 (2014): 12. Business Source Complete. Web. 4 Apr. 2014. Morgan, Jacob. "5 Must-Have Qualities Of The Modern Manager." Forbes. Forbes Magazine, 23 July 2013. Web. 4 Apr. 2014. . "Ten Ways to Create A Positive Work Environment." Ten Ways to Create A Positive Work Environment. N.p., n.d. Web. 1 Apr. 2014. . Weiss, Ben. "The 4 Cool Ways the Top Employers Create Work-Life Balance." US News RSS. N.p., n.d. Web. 4 Apr. 2014. .
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive. It is evident in job-friendly environments that jobs are well done and profits increase.
Quint Studer’s Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference is a Business Week National Bestseller and is highly regarded by healthcare professionals across the country. The following document describes Studer’s key points, including the Five Pillars and Nine Principles that motivate and direct transformation in an organization. It also provides a critique of Studer’s text and analyzes appropriate applications for summer residency positions.
Cuma, M. A. (2011). Raising morale: Six ways to create a positive work environment. Canadian Consulting Engineer, 52(7), 34.
All organizations want to see an increase in productivity and a positive impact on the bottom line. Successful organizations realize employee retention and talent management is integral to sustaining their leadership and growth in the market place. The focus of this group project is on worker retention strategies. Worker retention strategies are programs designed to preserve existing quality workers by providing benefits and incentives. These benefits and incentives are provided to employees in various ways. Our group chose to explore six organizations in three different industries. These industries include Retail, Package shipping, and Airlines. Through research and investigation of three major industries we were able to develop a comparison of how these major organizations retain quality workers. First, we explore and learn how to keep people motivate to stop turnover within an organization. Secondly, we investigate employer’s benefits and incentive programs to keep quality employees. Finally, we examine workforce motivation and the engagement to commitment as organizations continually change initiatives and strategic planning.
Nurse workplace environments have only really been studied during the last decade. There is growing research in this area especially due to the nursing shortage. International consensus is if you identify opportunities to improve working conditions for nurses, you will have a higher probability of maintaining staff (4). The success rate of retaining
Employee psychological health is something that should be taken into consideration when a person can improve the outcome of new graduate nurses and seasoned nurses alike; this is something that I know I will continue to strive for creating healthy working environments for staff and myself. Using many of the techniques that have been researched and continue to keep abreast of the most current research will aid in achieving the most positive outcome for staff and patients. I know that while I have not been subjected to this situation personally, it is something that can happen to anyone and with the use of stress relieving interventions on a daily basis will hopefully be able to defuse a potential situation before it arises. While it is not always easy to embrace my character flaws, I feel that if I continually strive to incorporate a positive environment for myself and staff that positive results will ensue from
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
Engagement is also an important part for the employees. The company provides information of the board meetings to all employees. This enhances the employees’ feelings of being well-informed and engaged. The employees even can challenge the current unit wage for manufactured parts. This is an open discussion, so we can see that employees are treated as if they were partners.
Supervisors who create a supportive work environment policy typically display concern for nurses' needs and feelings. Supervisors must establish positive communication and feedback system as well as informing nurses of organizational goals and objectives towards success. Positive workplace environment will increase confidence and ownership of the organization among nurses thereby increasing engagement levels and improve performance (Andrew and Sofian,
Several challenges have faced leadership in the nursing environment. These challenges have been greatly attributed to insubordination, lack of proper communication and many other factors that hinder the establishment of a positive work environment (Stagman-Tyrer, 2014). A positive work environment is that which enables nurses to be involved in decision-making, regards nurses in making healthcare policy, gives an opportunity for each health officer to advance, unites members of the nursing team towards a common goal and provides accessible education on
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.
There must be a positive work environment where respect, the sense of belong which allows the employees to fully use their talents. Maintaining that healthy workspace is not only the responsibility of the HRM but employees also whose major roles include the healthy lifestyle and workplace
Lewis, J. (2008, May 19). Improving morale and motivating employees Part One. Hudson Valley Business Journal. p. 11. Retrieved from EBSCOHost.