...Executive Summary High employee turnover rate and low staff morale are the major issues in the Channel Department of Elitegroup Computer System. These two factors would lead to low performance of the whole department, thus damage the brand image. The channel department must improve the high turnover rate and turn itself into to a profitable and outstanding department in ECS. Interviews were conducted with staff and all levels of managers under Channel Department and some from several ODM Departments. Interviews were also conducted with employees who have resigned from ECS to understand their perspective and opinions on working environment and the reasons they quit from ECS. In addition, a review of strategies from other studies or literatures to demonstrate the value and feasibility of high staff turnover and low morale were conducted. The results is focused on the decrease of staff turnover rate by fostering good relationships among co-workers and distributing workload evenly, and thus improving staff morale in the long run. Recommendations of Employee-Manager relationship management plan will be given. In conclusion, the employee turnover rate and low morale in ECS will improve with complete strategies and plans of employee relationship management and moderate workload distribution. Introduction Elitegroup Computer Systems Co.(ECS) is a Taiwan-based electronics firm. It is the fifth largest PC motherboard manufacturer in the world. Many of these motherboards have been...
Words: 2112 - Pages: 9
...Low Morale Low motivation among employees can spread like wildfire in a company. Enthusiasm can spread from worker to worker in the same way as low motivation. Managers and supervisors who are consistently enthusiastic can motivate workers as well. Low morale can result in a hostile work environment with constant complaining. In a business that is customer service-driven, a work environment with low morale could result in lower sales and a poor customer experience. Low Productivity Poor motivation can result in low productivity from employees. When a worker has the skills and resources to succeed on the job but is not performing at his best, one cause could be low motivation. Motivated employees have a desire to get the job done to the best of their abilities. An unmotivated employee lacks the drive and commitment to work at his highest capabilities. The manager or supervisor must investigate the cause of a worker's failure to perform. High Turnover Companies experiencing low morale and motivation among employees sometimes experience a higher turnover rate. In an environment of low motivation and morale, employees sometimes seek a better position in an organization that values their services and work. A high employee turnover rate results in increased costs to the company. Companies must pay to recruit, hire and train new workers frequently in a department or organization with low morale and motivation. Programs and incentives to improve motivation can increase job satisfaction...
Words: 305 - Pages: 2
... TO: Georgia Sias, Director of Class “A” Centers of Louisiana FROM: Dala S. Stansbury, Director of Kid’s Corner Christian Academy DATE: May 16, 2012 SUBJECT: Improving employee morale and productivity in childcare facilities Attached is my proposal to provide director based training on improving morale among teachers and staff. The success of our centers is based on our parent-staff relations. According to 2012 Home daycare overview, daycare centers are now rated below average among in- home centers (Baby Center Medical Advisory Board, 2012). From my experience, parents are complaining that they are not having a good experience when speaking with teachers about behavior matters or in receiving reports of their child’s day. I have investigated further by listening to parents’ constant complaints of how upon entering the center they feel unwelcomed by the tone teachers are using and the lack of concern among directors. Centers in Louisiana are having a problem keeping their staff motivated, which leads to problems that impact the center as a whole. This project will educate directors and staff about the significance of high morale in daycare facilities. When the morale is high, teachers are happy and it is reflected in the lesson plans and interaction with the children. I will discuss the benefits of having a great director, how it correlates to improving the environment of your center eliminating high...
Words: 3218 - Pages: 13
...* GM 591: Leadership and Organizational Behavior Course Project Outline Ashanta’ Savage 2331 Turnesa Avenue, Sacramento Ca, 95822 ashantasavage@hotmail.com 916-844-9269 GM591 ON/SEC V – Leadership and Organizational Behavior Professor Anne Hallcom February 19, 2011 DeVry University is an accredited nationwide University whose headquarters are based in Chicago, Illinois; there has also been global expansion to Belize and Calgary. DeVry University’s primary goal and focus is providing quality practitioner oriented education to students and has for nearly 80 years. “The Sacramento Center, as the campus is called, is booming. Marcela Iglesias, who has been dean since it opened in 2003, estimates that the campus will exceed its capacity of 825 students within a year, and DeVry officials have begun to search for more space.” (Keller, 2010). Along with DeVry University, Carrington College, Ross University, Keller Graduate School of Management, Becker and Stalla have also been acquired under the DeVry University Inc. umbrella and are affiliated with the brand. Advanced Academics is a school recently acquired that is targeted to middle school and high school students as a means of completing their middle school and high school degrees, to ensure a greater chance of success and continuing their education after they graduate; and also been acquired under the DeVry University Inc. umbrella and are affiliated with the brand. “DeVry's origins trace back to 1931...
Words: 7607 - Pages: 31
...Resolving Morale and Turnover Issues within a Vital Organization Tierzah Lyon 10662 Crystal Lake Rd. Farmersville Station, NY 14060 tierzahjane@yahoo.com Keller Graduate School of Management at DeVry MGMT-591-20618 Leadership & Org Behavior Professor Joseph Neptune February 22, 2015 Abstract The organization discussed in this work of literature is Cuba Memorial Hospital, located in Cuba, NY. Cuba Memorial Hospital is named as a Critical Access Hospital through a federally supported program. This allows the hospital to choose which services best meet the needs of the community with 50+ employees. Cuba Memorial provides mostly long-term care treatment as the main bulk of their income. Like many other hospitals, Cuba Memorial Hospital (Cuba Memorial Hospital) went thru a significant downturn around 2008 due to fraud and theft of education funding and much more. Not only do they lose funding, but also they also almost get shutdown every six months due to not meeting regulations in controlling heat and air-conditioning, as well as having asbestos in the pipes, and a lack of food as they have maxed out their credits with many companies. It has been a roller coaster for many years. The main contributor for many issues among the organization is lack of morale and ethics within the company and this contribute to a very high turnover rate overall. Employees are not very good as well due to the lack of appreciation of everyone’s hard work...
Words: 2756 - Pages: 12
...Running head: PROBLEM SOLUTION: GLOBAL COMMUNICATIONS Problem Solution: Global Communications John Doe University of Phoenix Problem Solution: Global Communications Problem-based learning allows the student to develop his or her problem-solving skills by applying them to an authentic scenario that requires them to identify a problem, apply a problem-solving approach to develop and analyze alternative solutions, and recommend and defend an optimal solution (University of Phoenix, 2010, para. 2). The Global Communications (GC) scenario identifies several issues for the student to analyze and solve using the lessons learned from the course. This paper identifies the major issues that GC is facing. These issues will be analyzed and the perspectives and ethical dilemmas of the stakeholders will be identified. An examination of the problem statement will reveal what improvements GC would like to see in three years. Alternate solutions will be presented and analyzed for validity. An appropriate risk will be assessed on the selected solutions and mitigation techniques explored. From this evaluation an optimal solution will be selected and a plan to implement explored. Finally, a plan to evaluate the results will be presented. Situation Analysis Issue and Opportunity Identification This is a challenging time for GC, the mega-giant telecommunications company headquartered in Centralia, USA. The telecommunications industry is flooded with competition and...
Words: 4413 - Pages: 18
...even physical plant maintenance. BIMS allows companies to outsource all of their non-business operations activities from one spot. This makes things very simple for BIMS clients and it also makes BIMS a very marketable company. Unfortunately, BIMS has been feeling the pressure of low employee morale and turnover numbers have been increasing. Our team will be looking at researching why this issue is happening to BIMS. We will try to un-code data collected from an employee survey to see if we can help BIMS find a solution to this problem that is slowly crippling them. One of BIMS largest contracts is with their client, The Douglas Medical Center (DMC). BIMS provides DMC with three major services housekeeping, food service, and physical plant management. BIMS would like to solve it’s high turnover issue so that they can guarantee the retention of the DMC contract. Here are some possible research questions: Why is employee morale dropping? Is there a direct correlation between low morale level and the increasing turnover rate? Can we control the turnover rate by attempting to improve employee morale? Human resources at BIMS deployed an employee survey to try to figure out the reason morale levels were low, this may help them pinpoint the underlying issue. The instrument used for data collection was a survey. The survey was used as a data collection tool to gather information regarding employees’ opinion, attitude and overall satisfaction with the company. The data collected...
Words: 751 - Pages: 4
...Kayla Gunby November 29th, 2015 Southern New Hampshire University Final Project Submission Engstrom Auto Mirror Plant and Work Analysis Case Study Abstract During May 2007, the Engstrom Auto Mirror Plant faces a low employee morale issue. The newly appointed manager, Ron Bent, sees a decline in work place productivity and culture throughout his recent years of working at the plant. When Bent joined the company, it was facing a similar issue of low morale. He then decided to introduce the Scalon Plan, an incentive program for the employees, to raise morale. The program was successful when it was first introduced but ran into problems time after. Bent was faced with many challenges with the Scalon Plan that caused him to ask many questions. 1. Should he remove the Scalon Plan and try another? 2. What is the root cause of employee morale declining? 3. Should there be revisions to the Scalon Plan and who oversees it? In order to answer these questions, it is suggested that Ron Bent and the other management team work together with employees to identify the root cause to their issue of low morale and work productivity and come with a possible solution to fix the issue. Introduction Engstrom Auto Mirror Plant is a privately owned business that manufactures mirrors for trucks and automobiles in Richmond, Indiana. The mirror manufacturing plant employed over 209 people. Engstrom Auto Mirror has operated since 1948 and has seen many years of success. In the...
Words: 3084 - Pages: 13
...RUNNING HEAD: Internal Controls and Maintaining Company Morale FINAL PAPER DEVELOPING AND IMPLEMENTING EFFECTIVE INTERNAL CONTROLS AND MAINTAINING EMPLOYEE MORALE By Melissa P. Abbey EM 290D DIRECTED STUDEY IN MANAGEMENT Submitted To Professor Donovan A. McFarlane, D.B.A. FREDERICK TAYLOR UNIVERSITY Moraga, California September 25, 2013 Abstract This report explores the aspects and importance of effective internal controls and how to maintain positive employee morale while developing and implementing organizational processes. The author explores various concepts and components of internal controls and the relationship of implementing effective controls while maintaining positive employee morale. Using a variety of resources including academic journals and electronic resources-informational sites, the author outlines standard components for developing effective internal controls and strategies for implementation in order to maintain positive employee morale. Keywords: Internal Controls, risk management, policies and procedures, organizational structure and culture, roles and responsibilities communication, collaboration, risk assessment, monitoring. Introduction All Organizations, no matter the size should have some type of internal controls in place. Although broad in scope, internal controls are intended to prevent companies from securing financial risk or wrongdoing and increase the chances of success while obtaining a specific objective; any business...
Words: 1297 - Pages: 6
...school systems across our great nation. Teachers are a vital part of the educational system for they provide the motivation and support that pupils need in order to succeed. Yet, teachers also need to be motivated and supported in order to be productive. Teacher morale could suffer due to constant stress of trying to meet the educational goals. Improving teacher morale has many benefits in that it can help teachers to maintain a positive attitude and be happier at work (Govindarajan, 2012). Ellanberg as cited by Govindarajan (2012) found that where morale was high, schools showed an increase in pupils’ academic achievement. Conversely, low levels of morale can lead to decreased teacher productivity and burnout. Recent studies found out that the academic achievement of pupils in the Division of Antique did not meet the standard set by the Department of Education (Arguelles, 2012; Ople,2012; Doronila, 2011; and Cabasan, 2011). Moreover, as observed by the researcher being one of the teachers in the division, the attitudes and enthusiasm of teachers towards their work seems below the standards also. This situation aroused the interest of the researcher to conduct a study to examine the level of teachers’ morale in relation to pupils’ academic achievement, hence this study....
Words: 24142 - Pages: 97
...Organizational culture is a system of shared beliefs & attitudes that develop within an organization & guides the behavior of its members. It is also known as "corporate culture", & has a major impact on the performance of organization & especially on the quality of work life experienced by the employees. Organizational culture "consists of the norms, values & rules of conduct of an organization as well as management styles, priorities, beliefs & inter-personal behaviors. Together they create a climate that influences how well people communicate, plan & make decisions". CONCEPT OF ORGANIZATIONAL CULTURE: - Culture consists of beliefs & behavior. It is cultivated behavior in the sense that it is learnt from the other members of the society. Organizational culture is the totality of beliefs, customs, traditions & values shared by the members of the organization. Organizational culture stress on sharing of norms & values that guide the organizational members' behavior. These norms & values are clear guidelines as to how employees are to behave within the organization& their expected code of conduct outside the organization. NATURE OF ORGANIZATIONAL CULTURE:- The main features of organizational culture are as follows:- 1. Like an individual, every organization has its own personality. 2. The personality of the organization defines the internal environment of an organization. 3. It differentiates an organization from the others. 4. It is relatively enduring or...
Words: 3378 - Pages: 14
...beginning of a project when developing a business case, and it's essential when you're identifying the tasks that you need to complete to deliver your project” (Mind Tools LTD, 2011). In this assignment, Tables one, two, and three are provided as tools to identify issues/opportunities, stakeholders, and the end-state goals. Issues and Opportunities One of the issues facing Intersect Investments is employee retention. The company needs a stable work force to help the company better serve the customer. The company is struggling with low employee morale. The company must develop a culture that helps promote positive motivation amongst their employees. The company will need to strengthen their culture with “the idea is that strong cultures create goal alignment, employee motivation, and needed structure and controls to improve organizational performance” (Kreitner & Kinicki, 2003). Sales have been anything but steady for Intersect Investments. Sales have been steadily declining. Much like employee satisfaction, customer satisfaction is also below a healthy level. Improving employee satisfaction will also improve customer satisfaction. Intersect Investments needs to improve the overall commitment of their workforce. “Organizational commitment also improves customer satisfaction because long-tenure employees have better knowledge...
Words: 817 - Pages: 4
...Running head: PROBLEM SOLUTION: GLOBAL COMMUNICATIONS Problem Solution: Global Communications John Smith University of Phoenix Problem Solution: Global Communications Problem-based learning allows the student to develop his or her problem-solving skills by applying them to an authentic scenario that requires them to identify a problem, apply a problem-solving approach to develop and analyze alternative solutions, and recommend and defend an optimal solution (University of Phoenix, 2010, para. 2). The Global Communications (GC) scenario identifies several issues for the student to analyze and solve using the lessons learned from the course. This paper identifies the major issues that GC is facing. These issues will be analyzed and the perspectives and ethical dilemmas of the stakeholders will be identified. An examination of the problem statement will reveal what improvements GC would like to see in three years. Alternate solutions will be presented and analyzed for validity. An appropriate risk will be assessed on the selected solutions and mitigation techniques explored. From this evaluation an optimal solution will be selected and a plan to implement explored. Finally, a plan to evaluate the results will be presented. Situation Analysis Issue and Opportunity Identification This is a challenging time for GC, the mega-giant telecommunications company headquartered in Centralia, USA. The telecommunications industry is flooded with competition...
Words: 4413 - Pages: 18
...Jon’s, we are all about fresh and high quality. We believe in using better ingredients which are good for you and good for our community.” The restaurant focuses on bringing quality customer service with exceptional types of products that range from Vietnamese subs to different types of Pho (noodle soup) and Vermicelli (noodle bowl). Saigon Jon’s is owned and operated by Johnny Kien with staff of about 10 employees. Format The main weaknesses of Saigon Jon’s are the problems of high turnover of employees and the lack of motivation and morale shown through high absenteeism. The solutions to these problems are motivational drives, through job enrichment, through the learned needs theory, and through proper communication. Business Structure The structure of Saigon Jon’s is one that is in no way complex and it’s straightforward. This type of business has a simple structure which means that is has organizational design characterized by a low degree of departmentalization, wide spans of control, authority centralized in a single person and little formalization. The owner runs the majority of the business such as the marketing, accounting, finance and inventory. The employees that work under the owners help prepare the...
Words: 2532 - Pages: 11
...Employee Engagement at Ultra Foods in Forest Park, IL. Course Project Prepared by: Omar Elane mrelane@sbcglobal.net Keller Graduate School of Management Professor: Donna Darr 6/9/12 Table of Contents Introduction………………………………………………………………….3 Problem Statement………………………………………………………….4 Literature Review……………………………………………………………5 Analysis……………………………………………………………………….9 Proposed Solutions……………………………………….………………..11 Reflection…………………………………………………………………….13 References……………………………………………………………………15 Introduction The retail industry is pretty stabilized in today’s economy. The ability to have a competitive advantage is the key to survival. The grocery business has a history low job satisfaction and high performance which are costly to the organizations bottom line. This paper will document the issues that are affecting the organizational culture at the Ultra Foods in Forest Park, IL. Ultra Foods is the organization that will be closely analyzed for this course project. It is a privately owned, regional, super warehouse food retailer whose company headquarters is located in Highland, Indiana. It competes in the Supermarkets and Other Grocery (except Convenience) Stores under the NAICS number 445110(IBIS). The chain of stores is subsidiaries of the parent company Central Grocers. The chain has been undergoing constant growth and expanding in the states of Illinois and Indiana. The grocery chain reached a milestone in 2011 when they reached $1 billion dollars in sales. I recently...
Words: 3016 - Pages: 13
