...Increasing Employee Retention via Employee Motivation Case Study: - Sambian Partners In Partial Fulfillment of Requirement For MGT510 - Managerial Communication Skills Dr. Troy Rawlins Sullivan University September 6, 2014 By: Tanmoy Gangolli Executive Summary For a company to succeed, its key focus should be on its employees. Employees are the most important part of any company, and keeping them happy and motivated must be a priority for the senior management. I am reminded of a quote by John Maxwell, “Leaders must be close enough to relate to others, but far enough ahead to motivate them.” For Sambian Partners (SP), an established architecture and engineering firm started its journey around the late 1970s. The company was successful, but over the years they started to lose its top talent to its competition. The goal of this proposal is to provide insight into the primary cause behind the high turnover rate at SP and to offer recommendations based on available research. Increasing Employee Retention via Employee Motivation Introduction: ------------------------------------------------- Started in 1975, by Mr. Gasbarian, now run by his daughter Helen. ------------------------------------------------- Sambian Partners (SP) was a top notch architecture and engineering firm. In 1975, Peter Gasbarian founded Sambian, an architecture and engineering firm. To compete with its top competitor J&N, Mr. Gasbarian hired young talent by luring them in with...
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...COMPENSATION AND OTHER EMPLOYEE RETENTION STATEGIES Abstract There are three human elements that are important to any organizations success - good leadership at the top, effective management at all levels, and personnel who possess the knowledge and skills to get the job done. Retaining effective employees is a challenge, and replacing employees who leave an organization is extremely expensive. Roger E. Herman’s book Keeping Good People – Strategies for Solving the Dilemma of the Decade discusses five strategies that an organization can implement, and which will aid in retaining top talent. This paper discusses those five strategies. Compensation strategies are those which ensure top talent can be recruited, and retained due to competitive compensation from an organization. Environmental strategies involve efforts that address 1) ethics and values, 2) organizational policies that interpret values and translate them into action, and 3) the physical environment that a company’s employees occupy. Relationship strategies are the actions of how an organization treats its people, as well as how they treat each other. Support strategies are those that equip employees with the resources that they require to complete the job. People growing strategies are actions that organizations can practice that contribute to the professional and personal development of their employees. For most organizations to be successful there are three human elements which are crucial...
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...Employee retention is the most important aspect in organizations nowadays as retaining talented and committed employees is essential. As organization aims to keep employee who has knowledge and skills required, understands the objectives and strategies of the organization to compete in the market, and past history of the organization. Retention becomes extremely valuable to the organizational leaders and human resource managers as many researchers found that the cost of replacing old employees with new ones is expensive financially to the HR department in terms of replacement and training cost. Furthermore, the turnover aspect is affecting the organizations performance. The high turnover rate brings distraction to the organization in the form of direct and indirect cost and the opposite is true as the low employee turnover will reflect the success of the organization in term of stability and growth. In recent years, the United Arab Emirates shows rapid evolution in a global dynamic market and attracts large numbers of foreign employees. These employees have influenced the practices and policies of the organizations. That’s why the UAE organizations must learn how to maintain their efficiency and productivity through retaining qualified employees and overcome the retention problems. The study objective is to examine the turnover and retention factors affecting the national and non-national employees in Al Ain organizations, and to compare the survey results with the literature...
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...Employee Retention Research Question - To what extent does job attitudes and work-life balance influence workers towards retention in hospitality industry? Literature Review Introduction Managing a steady labor force is an important factor in retention but still it has become a challenge for the employers to retain talented workers in the hospitality industry. Researchers has done various studies on employee retention. According to Miler and Walker (2010) organizations should keep their employees from leaving the organization. This is further supported by Eskildesen and Hammer (2000) employers have to manage workers from leaving the organization to other work places as it involves high overheads in employing and retaining fresh employees. The objective of this literature review is to determine the factors that lead for employee intention to remain in the organization and also the reasons for leaving an organization in the hospitality industry using various models and methods using different journals, reviews and internet. In this review the focus is on 2 themes they are in the part of job attitudes such as job satisfaction and organizational commitment, the aspect of work life balance in employees intention to stay in the the organization and also the factors that influence turnover. Theme 1: Job attitudes Job satisfaction is a significant requirement for an employee to be happy, prosperous and productive, it is a sense of fulfillment that is...
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...A loyal workforce, however, doesn’t necessarily translate into high job satisfaction. For example, Eastman Kodak has a retention rate of some 20 years, but only 45 percent of its employees report high job satisfaction. Quite a disconnect. Kodak’s median pay isn’t in the six-figure range as you’d find at a Google or Sandisk, and its fair to assume the old-line company doesn’t offer perks like free food. Maybe there is something to be said about locating your company in an outlying city like Kodak’s home of Rochester, NY, where you’re among the largest employers and may not face much competition for workers. However on the other side Amazon’s retention rate as the second-lowest of the companies identified as having difficulty keeping employees. Workers at the online retailer had a median tenure of just one year. This suggests that their employee retention is very low and this could be due to many reasons. A reason could suggest their job enrichment isn't very strong and maybe their pay is also the bare minimum. As Herzberg suggests pay as motivator as well as the job being entertaining and allowing for some personal autonomy. This could be Amazon’s downfall in terms of employee retention. Their jobs maybe very labour intensive and therefore mean that employees hardly can use their own initiative and so have to be told what to do constantly. This could de-motivate them and cause them to want to leave the company and possibly join a competitor. This differs form Kodak as they...
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...Driving Employee Retention Through Engagement Georgina Shores Florida State College at Jacksonville One of the key topics in Human Resources today is employee retention. Retention is defined by businessdictionary.com as “an effort by a business to maintain a working environment which supports current staff in remaining with the company.” (Business Dictionary, 2013) In today’s business world, the cost of hiring and training new employees is high. It is essential to an organization’s bottom line to attempt to keep quality, valued employees happy and employed in order to keep turnover rates down. Retention is a theme that should be kept in mind from the point of hire. There are several drivers of employee retention that should be looked at when discussing the topic. Employee engagement, satisfaction or dissatisfaction with management, unrealistic employee expectations of the job upon hire, compensation issues and advancement issues are just a few that all factor in to whether or not an employee decides to stay or to seek other employment elsewhere. In the course of this paper I will examine each of these topics and what an organization can do to decrease turnover rates within. Employee engagement is defined by investopedia.com as “the level of enthusiasm and dedication a worker feels toward his or her job.” (Business Dictionary, 2013) An employee that is engaged is his or her work is more productive in day to day tasks and is more likely to take a personal interest...
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...Abstract Organizations and managers are facing increased challenges in retaining productive, creative, reliable employees. Human resource planning plays a pivotal role in helping reduce employee turnover and retention. To motivate, retain and keep employees focused on the organization’s purpose, implementing effective strategies and policies will help tackle the challenges of employee retention. Managing Employee Retention Human resource planning plays a pivotal role in the effective management of employees to improve employee retention. Poor planning can result in discouraged employees and high turnover rates. The ability of managers and organizations to perform effectively becomes stagnant, creating a negative impact on operations. Employee retention can be difficult to achieve, and managers are more likely to have problems managing employees effectively if not planned well (Arnold, 2005). Developing effective employee retention strategies can have a positive impact on an organization’s ability to retain employees. Implementing effective human resource management strategies and policies can establish and maintain an appropriate culture in an organization. Applying the proper strategies and policies for human resource planning in organizational culture, employee selection and placement, compensation, training, development, and appraisal, it will enable operating managers to improve the likelihood of successfully retaining employees. Human...
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...Cass Community Social Services QI Plan- Pt. 2 July 21, 2014 Lisa Griffith/University of Phoenix Ismael Caicedo/Instructor C Lean Model: This model defines value by what a customer (i.e., patient) wants. It maps how the value flows to the customer (i.e., patient), and ensures the competency of the process by making it cost effective and time efficient. The pros of the Lean model include eliminating majority, if not all forms of waste. Another pro to this model is it helps organizations to increase competitiveness and reduces operation cost. A con to this model is that support has to come from every level within the organization and because people do not adapt to change very well, this can be a difficult task, especially in larger corporations. Another QI tool is the FADE model. FADE stands for Focus-define process to be improved, analyze-collect and analyze data, develop-develop action plans for improvement, execute-implement the action plans, and Evaluate-measure and monitor the system to ensure success. Six Sigma is a business strategy that seeks to identify and eliminate causes of errors or defects or failures in business processes by focusing on outputs that are critical to customers (Snee, 1999). It is also a measure of quality that strives for near elimination of defects using the application of statistical methods. A defect is defined as anything which could lead to customer dissatisfaction. The fundamental objective of the Six Sigma methodology is the implementation...
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...The business environment nowadays is so competitive that companies should do their best to find appropriate employees and to create a good working team and environment, so that they can stay in business and make high profits. Managers spend a lot of time and money in finding and attracting responsible, innovative, knowledgeable, and motivated to work employees. Moreover, when the company succeeds in finding such a person, the issue of how to increase his satisfaction and performance occurs. Reduction of the employee turnover is a main goal for the companies’ senior management. In order to achieve this goal, managers use various tools. The most common of all is giving the employees praise and recognition after they do a job well. Curt Coffman states “71 percent of U.S workers are “disengaged””, meaning that employees don’t care about the organizations they work for. The case described in the S. Robbins and T. Judge “Organizational Behavior” book (Chapter 7 - Motivation) explores that feeling lack of appreciation results in a decrease in the of employees’ performance. The case explores the complicated issue of how to show recognition and how to award employees for their good performance. Companies fail when they have to say “Thanks” to their employees in moments when they deserve it. Research among various organizations has shown that, actually, payment bonuses are not enough to increase workers’ satisfaction. Presents given insincerely and in an inappropriate way would...
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...The Importance of Employee Retention The sustainability and success of any organization depends upon the retention of key employees and according to Panoch, (2001) valuable employees are increasingly becoming more difficult to find. In today's highly competitive environment employee retention should be top priority for organizations especially since many consider human talent to be the ‘greatest assets' to a company. Cutler (2001) stated that one of the most important demands on management today in any organization is keeping the most vital and dynamic human resources motivated and dedicated. Managing and retaining valuable talent requires a balance between the employee aspirations and the strategic and financial needs of the business. Implementing strategies that encourage employees to remain in an organization can be termed as employee retention. Zineldin, (2000) has defined retention as “an obligation to continue to do business or exchange with a particular company on an ongoing basis”. * Hiring is not an easy process. According to the University of California, Riverside, in order to strategically increase efficiency and effectiveness in hiring and retention and to maintain consistency and compliance in the recruitment and selection process there are a number of tedious steps that must be followed. These processes can be very time consuming and costly for an organization. Step 1: Identify Vacancy and Evaluate Need Step 2: Develop Position Description Step 3:...
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...Employee Development and Retention Stephen P. Czerniak University of Phoenix, Troy Learning Center HRM 565 Human Resources Management Instructor: Charles A. Zajac Group ID: TRGRAD26 Assignment Due: Workshop 5 October 3, 2006 Employee Development and Retention (1400 – 1750 words) Career Planning One believes that they are employed in a job and pursuing a career. Most employees do not pursue the concept much past that. Byars (2004) describes a job as a: “Group of positions that are identical with respect to their major or significant tasks and responsibilities and sufficiently alike to justify their being covered by a single analysis. One or many persons may be employed in the same job” (p. 440). The word “position” describes what most of think of when one uses the word “job” as a “collection of tasks and responsibilities constituting the total work assignment of a single employee. There are as many positions as there are employees in the organization” (Byars, 2004, p. 443). Some firms go so far as to use the phrase job description and position description to describe the job performed by an employee in a particular position. ***In this century, shouldn’t the employer more accurately describe the concept of “work” due to the internet, intranet and the ability to telecommunicate?*** Whether one is employed by the same firm or changes employers, one typically holds several positions during their career which is “a sequence of positions occupied by...
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...Employee Retention at JD's Casino PSY 435 May 13, 2013 Employee Retention at JD's Casino Employee retention should be a high priority for any company because the lower their turnover rate the higher their profits. One of the most expensive costs in doing business is employee turnover (Employee Retention, 2007). Meaning, the more a company has to pay for training new employees, the less their overall profit will be at the end of the fiscal year. A few things that may interfere with employee retention are occupational stressors, employee’s job satisfaction, and counterproductive employee behavior. Although there may be several items that interfere with employee retention, there are also many work motivation theories that an organization can use to assist in retaining their employees; two examples would be goal-setting theory and reinforcement theory. JD’s Casino has a few job related stressors that could be a cause for concern; however, formulating a plan to reduce those by applying work motivation theories will be useful with employee retention at JD’s Casino. Occupational Stressors Occupational stressors are a major concern for health issues and a number of different problems within the workplace, such as substance abuse, physical illness, and family problems. (“Physiology of Job Stress,” 2009). These stressors are often liked to work related problems like absenteeism, low production rates, and more accidents (“Physiology of Job Stress,” 2009). One occupational stressor...
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... Which influences an individual’s decision to continue or leave? Employee retention is a process in which the employees are encouraged to remain or stay with the organization for the maximum period of time or until the completion of the project. And not leaving the job. Or, in a layman’s language it is retainment of the employees. We or the companies can’t stop an employee from leaving unless we have a plan to make them stay with us or the organization. Some of the reasons I have got to know about the switching off jobs so often -Environment or circumstances - Work culture -Relationship -Growth -Compensation I got to learn why retaining them is important The cost of turnover. They are an integral part of the organization, without them it will not grow and be able to achieve anything. Goodwill of the company. Interruption in the customer service. The loss of company’s knowledge. Maintaining the efficiency. Turnovers lead to more turnovers. Herd mentality people posses. Retention is all about:...
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...It appears the executives at Google have made great strides at attempting to offer their stellar staff “fabulous perks” in an effort to attract and maintain a high quality human capital in what is known to be “an intensely competitive, cutthroat market” (Robbins & Coulter, 2009, p. 367). However, it appears Google, in their endeavor to attract the “best knowledge workers,” has been less fortunate at developing a corporate model that engages their high quality talent to remain at Google. Therefore, it seemingly appears Google has improperly diagnosed what it is that motivates some of their talent (Robbins & Coulter, 2009, p. 367). We can theorize that much of this can be linked to the Victor Vroom’s expectancy theory; which states that “an individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.” This becomes evident when it is noted by Robbins and Coulter (2009) that fellow Googlers Sean Knapp and brothers Bismarck and Belsasar Lepe decided to leave Google after developing a way to handle Web video (Robbins & Coulter, 2009, p. 367). Although Google offered the threesome a “blank check,” it was not enough to maintain them because they had deduced that it was not worth their asserted effort if they were going to “do all the hard work, and Google would own the product” (Robbins & Coulter, 2009, p. 367). Therefore, it reasonable to conclude that although Google...
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...INTRODUCTION OF EMPLOYEE RETENTION PROGRAMS WINSLOW GEORGIA Prepared for: ABC Company Prepared by: xxx Date 12 Peachtree Street Atlanta GA 30565 (505) 555-5842 Blah Blah Project 110-12 August 11, 2013 Human Resources Department Atlanta Georgia 30000 Attention: Joe Smith VP of ABC Company INTRODUCTION OF EMPLOYEE RETENTION PROGRAMS WINSLOW GEORGIA High employee turnover rate decreases the company’s efficiency and carries a high price tag. All of the company funds spent on employee’s training are lost when the employee resigns. Moreover, further spending is generated in order to advertise the vacancy and training for new employees. The purpose of this document is to present new methods on retaining employees to help the company alleviate the cost attributed to high turnover rates. This report introduces new programs that present opportunities to lower high employee turnover rate and therefore helps the company cut down overspending from job advertisements and employee training. The document will present how positive orientation programs, competitive compensation packages, job specific training including leadership training will contribute to lowering the employee turnover rate. Thank you for the opportunity for allowing me to be part of this program and I look forward to our company succeeding from these programs. Sincerely, Jose Baca VP Human Resources Contents List of Illustrations …………………………………………………………… 4 Executive Summary …………………………………………………………...
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