The Criticality Of Retaining Skilled Employees Management Essay

The Criticality Of Retaining Skilled Employees Management Essay Introduction: Purpose of the report: The report is intended to analyse the key factors involved in employee retention and also focus of the measures to be taken up by the employer for reducing the attrition rate of skilled workers. The solutions discussed suggested in the report could be possibly applied in the case of Keeping Suzanne Chalmers. The commentary also aims to discuss further the reasons of the employee leaving the company. Scope: The information in the report ranges from examining the factors for Suzanne Chalmers quitting the job to the measures taken by Thomas Chan to stop the attrition. Further the analysis in the commentary will discuss in general the reasons responsible for such situations in organisations. Background: The credentials of the report would be the case study of Suzanne Chalmers a top talent in the area of internet protocol working at API who decided to quit the organisation even though was offered options like higher salary, larger working space, unpaid leave for two or three months complete with paid benefits and increase in share options. Limitations: The report revolves around the employee retention of Suzanne Chalmers and the tactics tried by the employer Thomas Chan and is limited for being offered only a few number of reasons to stay back in the employment. The analysis of the case is based and compared on the theories of four drive and the theory of expectancy. Summary of the issue: The case of Suzanne Chalmers working at Advanced Photonics Inc. as a software engineer in internet protocol is a typical example of the issue faced by many employers in the current market were in employees who are talented for the job and hold key position in the company after earning many accolades for outstanding performance over years and responsible for finishing projects contributing a fortune to the company deciding to leave the company on a very short notice without proper reasons. The summary of the report discusses about the means and ways the employer can practice to hold the employee back at work and other reasons accounting for the employee to decide to leave the job and possible solutions around the issue. It also confers about the resolutions tried by the employee in the case of Suzanne further converses about the employee behavior in general towards their job and the responsibilities entrusted onto them by the employer. The expectations of the employee and employer in general have also been mentioned in the report. In the case of Suzanne Chalmers the employee quits the organisation at a stage of her career were she is under the age of 40 years just like many other employees who quit the company. It is also noted that the reason is not stress or long hours. The vice president of Advanced Photonics Inc thought that the reason was more money. The generous share options which had skyrocketed on the stock market giving many employees more money than they can make use off. It has been observed that their finance independence gave them less reason to remain with the organisation. It was noted that the employee after quitting the organisation and taking a break returned back to market and joined a start-up software firm in the same locality. The meeting between the vice president and the employee is discussed further moving to the solutions for retaining employees in general. The motivation factors for the employees in an organisation have been elaborated in the report. The report would also discuss emotions of the workforce as well as values and attitudes of management. Importance of employee turnover: Abbasi and Hollman (2000) sought to determine the impact of employee turnover on organizations and found that excessive employee turnover often engenders far-reaching consequences and, at the extreme, may jeopardize efforts to attain organizational objectives. In addition, Abbasi and Hollman (2000) indicated that when an organization loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized, and major delays in the delivery of services to customers may occur. The study also showed that a decline in the standard of service provided to guests could also adversely affect the satisfaction of internal and external customers and consequently, the profitability of the organization. As part of the process of developing and implementing strategies to maintain and increase competitiveness, organizations face the challenge of retaining their best employees. As such, this research was designed to analyze and determine the most effective ways for one employer to retain its critical employees. The company in this study has been successful at maintaining a relatively low turnover ratio, but the employees who left the organization have been critical employees, thus presenting a significant challenge. The results of this research effort potentially could be used as a framework for guiding employee retention in other large, complex organizations. Criticality of Retaining Skilled Employees: Fitz-enz (2002) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization. As mentioned previously, the combined direct and indirect costs associated with one employee ranges from a minimum of one years pay and benefits to a maximum of two years pay and benefits. Thus, there is significant economic impact when an organization loses any of its critical employees, especially given the knowledge that is lost with the employees departure. It will become significantly more important in the years ahead to recognize the commitment of individuals to an organization, as well as the organizations need to create an environment in which one would be willing to stay (Harris, 2000). Organizations will need to either create an intellectual capital environment where the transmission of knowledge takes place throughout the structure, or continue to lose important individual knowledge that has been developed during the length of service (Harris, 2000). This deep knowledge is what many believe will help to meet the needs and expectations of the customers and to create and sustain a competitive advantage within the global economy in which organizations are competing in today. The critical factors derived out of eminent motivation theories and the implications for developing and implementing employee retention practices can be described as follows: Needs of the Employee Employees have multiple needs based on their individual, family, and cultural values. In addition, these needs depend on the current and desired economic, political, and social status; career aspiration; the need to balance career, family, education, community, religion and other factors; and a general feeling of ones satisfaction with the current and desired state of being. Work Environment Employees want to work in an environment that is productive, respectful, provides a feeling of inclusiveness, and offers friendly setting. Responsibilities Given that one feels competent to perform in a more challenging capacity and has previously demonstrated such competencies, an employee may feel a need to seek additional responsibilities and be rewarded in a fair and equitable manner. Supervision Managers and other leaders more frequently than others feel a need to teach, coach, and develop others. In addition, these individuals would seek to influence the organizations goals, objectives and the strategies designed to achieve the mission of the organisation. Fairness and Equity Employees want to be treated and regarded in a fair and equitable manner regardless of age, gender, ethnicity, disability, sexual orientation, geographic location, or other similarly defined categories, With increased effort and higher performances employees also expect to be regarded more significantly than counterparts who provide output at or below the norm. The employees effort and performance at a particular level is influenced by their individual goals and objectives and which would vary by each individual. An outcome or reward that is perceived to be highly significant and important can result in a higher level of effort and performance by the individual employee. Effort Even though employees may exert higher levels of effort into a position based on a perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. Employee Development Employees prefer to function in environments that provide a challenge, offers new learning opportunities, significantly contributes to the organisations success, offers opportunities for advancement and personal development based on success and demonstrated interest in a particular area. Feedback Individuals prefer to have timely and open feedback from their supervisors. This feedback should be an ongoing process during the year and not limited to formal performance reviews once or twice per year. In addition, the feedback should be from both the employee and the supervisor. Employee Retention at Advanced Photonics Inc : As implicated in the case study Thomas Chan the vice president at the organisation has observed that employees even though were under 40 years, which is too early to retire quitting the job at API. It has also been witnessed that it is not for reasons like stress or long hours but the organisations share options that skyrocketed on the stock market which left many employees at API with more money than they could possibly spend. It has also left the employees to be millionaires giving them financial independence leaving fewer reasons to stay in employed at API. In this particular case Thomas was approached by Suzanne Chalmers who has been employed at API for four years in the field of internet protocol as a software engineer supporting the software that directed fibre optic light through APIs routers. It is also mentioned that internet protocol is a very specialized work and Chalmers was one of the top talents in that area. Theory of Expectancy and Four Drive Theory: Four Drive Theory: As it is known that emotions play a significant role in employee motivation which is not supported by many theories and researchers. But, the four drive theory emphasizes the concept and relevance of emotions in employee motivation. The theory was developed by Harvard Business School professors Paul Lawrence and Nitin Nohria. According to Steven M, Mara O, Tony T (P. 178, 2009), a motivation theory that is based on the innate drives to acquire, bond, learn and defend, and that incorporates both emotions and rationality. It has been derived that employees with higher emotional intelligence are more sensitive to competing demands from the four drives, and are better able to avoid impulsive behaviour from those drives, and can judge the best way to act to fulfill those drive demands in a social context. Recommendations of the practical implications of the theory are explained in two parts. First being that best workplaces for employee motivation and wellbeing offer co nditions that help employees fulfill all four drives. Employees continually seek fulfillment of their innate drives, so successful companies provide sufficient rewards, learning opportunities, social interaction and so forth for all employees. The second recommendation is that fulfillment of the four drives must be kept in balance; that is, organisations should avoid too much or too little opportunity to fulfill each drive. The reason for this recommendation is that the four drives compensate each other. Expectancy Theory of Motivation: This theory offers an elegant model based on rational logic to predict the chosen direction, level and persistence of motivation. According to Steven M, Mara O, Tony T (P. 178, 2009), expectancy theory is a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. The concept also says that work effort is directed toward behaviors that people believe will lead to desired outcomes. One of the appealing characteristics of expectancy theory is that it provides clear guidelines for increasing employee motivation. The Expectancy Theory of Motivation was developed, by Victor Vroom of the Yale School of Management, in the year 1964. He was of the opinion that people made a conscious choice while deciding whether or not to perform at the workplace. However the choice that was made by the employee depended entirely on the employees level of motivation which in turn was a function of th ree factors which are effort, performance and outcome. Current trend of Employee job satisfaction and Suzanne Chalmers: In the current generation employee is not completely satisfied with higher salary packages but is looking for more than that and stressing on innovative ways of retaining the employee. The reasons for choosing an organisation for employment can be categorized as location of company, compensation, the job, company reputation, career development, career path, job security, organisational culture, challenge, training and development, empowerment and attractive benefits. Like wise potential reasons for employee to leave the organisation can be classified as salary, lack of challenge and opportunity, lack of career advancement opportunities, ineffective leadership, inadequate emphasis on teamwork, not having the opportunity for a flexible work schedule, too long of a commute, lack of trust in senior management, inadequate opportunity for training and development and low overall job satisfaction. The case of Suzanne Chalmers can be listed for lack of challenge and opportunity and lack of c areer advancement. The employer took care of everything but lacked on the above mentioned factors leaving the employee with no other choice but to quit the job. Conclusion: If the organisations take up better employee retention plans and offer employees with more valued reasons to stay back with the organisation. The firms can possibly come up with innovative employee retention programs by offering the employees with better location of the company or the branch which is closer to their living place, compensation, better job matching their qualification, career development, career path, job security, organisational culture, challenge in job, training and development, empowerment and attractive benefits. Applying the thoughts of Four Drive theory has been proved to be very important in the current situation as emotions play a major role in motivation of employees.

Crash Essay

Crash Racism has been a big issue since the beginning of time. We have dealt with racism for as long as I can remember. In the movie crash, they deal with racism conflicts. In the beginning of the movie, two white cops pulls over a couple and once the cop saw they were an African American couple, he tells them to step out of the car even though they did nothing wrong. The cop in the movie took his anger out on the couple because earlier he was having issues with the insurance company and the guy who helped him was black. He felt that he was mistreated by the guy at the insurance company and decided to take his anger out on the African American couple. He should have not taken his anger out on this couple because he felt he was mistreated by a black male. He could have pulled them over and ask to see the driver license and insurance, instead of telling them to step out of the car immediately like they had done something wrong. Racism is the biggest issue our society faces today. Racism is not about just one race, all different cultures and Individuals deals with racism. He had no right to tell them to step out of the car because they were black. He could have a done the proper procedure by asking them to let him see some Identification and ran it through the system to check for warrants or to see if the driver was wanted. He also sexually assaulted the woman and blackmailed them. He thought for sure these two Individuals were criminals, because of their skin color. No one should ever judge someone because of their skin color is different from theirs. These two Individuals were treated very unfair because they were black. This particular scene happens to a lot of individuals in the world. Not everyone is black that this happens too, because this could happen to any race in America. This movie was based on eight different characters that live in the city of Los Angles. Their stories are all intertwined with one another. They all come from different backgrounds and deal with issues dealing with racism. This movie definitely deals with stereotyping and how each of them deals with certain situations. In the movie a couple hires a locksmith to work on the locks but as soon as the woman sees him she automatically thinks he is a gangbanger because he has tattoos and because his clothes were baggy. Her first impression is obviously stereotyping because she thinks he is a gangbanger just from his tattoos and baggy clothes. Not everyone who wears baggy clothes and has tattoos. She thinks the worse of this man, when really he is just a hard worker who wants his daughter to grow up in a nice environment. What could have been done differently in this situation is that she could have gotten to know him by communicating, instead of judging because of his tattoos and baggy clothes. Sometimes when people come to our homes we communicate with them and get to know them, only if it was for a short period of time. We should not judge someone from what they are wearing or what tattoos are on their body. We do however, judge people without getting to know them first. If we take the time out and talk to someone we may get to know something about that person and get an impression from that. Judging is not always fair to that individual because they may be mistaken for something they are not. Racism is everywhere we go and every corner we turn. I do feel that racism has gotten better then when it was going on during segregation. No matter where we live we will always face racism, no matter the skin color. Whether it is Chinese, black, white, Latino, or Persian we will always face racist situations. Racism is the biggest issue we face today and should be dealt with in a manner we all can overcome. No one should be judged because of their skin color, we can’t help the color we were born.

Beard vs Graff

As an ex-marine and a supporter for increased personal independence, you take pride in offering customers a variety of helmets and accessories that allow the consumer to express themselves confidently.Without your creative vision, this company would not have the sales growth that it has had over the ears due to your persistent work ethic. I am eager to continue to learn from you how to operate a profitable independent business, as I wish to accomplish similar successes in the long run. The number of U. S. traffic deaths has been on decreasing over the years; however, more people are dying in motorcycle crashes. 4,612 motorcyclists died in 2011, more than two times the amount in 1997.Out of the 4,612 lives taken from motorcycle accidents, around 750 could have been saved had the rider been wearing a â€Å"DOT† certified helmet. As you know, we have sold many novelty helmets over the years that o not meet â€Å"DOT† safety requirements, and these helmets provide no protec tion in a crash. Research has concluded that there is a â€Å"100-percent probability of brain injuries and skull fractures,† indicating that these helmets are worn more for style rather than safety. As this issue becomes more prevalent in the media, customers will begin to question whether price and style trump a lifesaving protective â€Å"DOT† helmet.As you have served in the military, you know how important each person's life is. With 800,000 novelty helmets being sold per year, imagine how many lives you ould save by excluding novelty helmets from our product line. Although this would be a large change in our business strategy, this change can increase profits, limit motorcycle fatalities, and positively portray the morals of our fear that I can see you having with only selling â€Å"DOT† helmets is that profit margins would diminish.Yet, we can increase our bottom-line if we inform our customer base of the extreme differences in protection that both helmet s provide. Once our consumers understand the importance of â€Å"DOT† helmets through statistics and estimonials of current customers whose lives were saved, we can incrementally increase these prices. It's also vital to note that with possible legislation being enacted that would ban novelty helmets and require all riders to wear â€Å"DOT† certified helmets, your company would be far more prepared for these changes than anyone else.Not to mention, in this litigation intense environment that we currently live in, banning novelty helmets from our product line would lower the probability of law suits exponentially. This is an opportune time to make a decision that will allow your company to grow for any years to come, and banning novelty helmets from your product line will be the right choice. You have always been extremely innovative, and with your leadership, we will continue to provide our customers with products that exceed our competitors' efforts.I would like to s et up a meeting with you on Friday, November 1 5th so that we can go forward with this project, and discuss the changes that must be made to expand our profits. I am confident that you recognize the benefits of going forward with this idea, and I will see you on Friday to resolve any other concerns that you may have. Sincerely, Sales, Marketing Department

Double-Consciousness Is Like A Person Staring At A Television

Double-consciousness is like a person staring at a television screen, that person judging the actor and predicting each and every move. The actor need to unearth twoness because he or she have a true self they identify with, and a second form of consciousness that they display, because it is what others who view them expect. Authors like Nella Larsen, Sylvia Plath, and Chang-rae Lee experience their twoness through race and/or gender, and relates them to themselves. They use Du Bois’s double-consciousness in their works to exemplify their own personal struggle. The characters in their works tend to be the best kinds of actors because they are able to act by switching personas to correlate to different people and cultures. For instance,†¦show more content†¦Clare states, â€Å"I’ve often wondered why more colored girls †¦ never ‘passed’ over. It’s such a frightfully easy thing to do. If one’s the type, all that’s needed is a little nerve.† (25). Much like the earlier statement from Irene, blacks have an easier time to pass in white society because that kind of society is always pressured on blacks. White society is like a template on how to live a decent life and many people of color tend to follow it. With a As for Irene, despite her passing color she chooses not to. And in a moment of weakness Irene â€Å"was caught between two allegiances, different, yet the same.† (98) the realization of her skin finally struck her, that Irene had twoness. She easily identifies with both, but rather she is tired of the burden of being black. She can receive criticism from both parties and it dwells on her. In any case, she struggles between two worlds of black and white, much like Henry Park in Native Speaker, who struggles between the Korean and American world. Henry Park struggles with his identity as a Korean man living in America, and he is forced to act upon both roles as a Korean-American. De spite Du Bois referring to African-American when he said double-consciousness, it also can relate to people of other races and ethnicities. Park is a spy, which makes him a brilliant actor in the sense of switching between differentShow MoreRelatedHow Texting Affects Literacy in Teenagers4801 Words   |  20 Pagesexpectations,’ like expecting a fast response from a text, which can increase over-dependence and can lead to decreased satisfaction in a relationship,† (Hawkes, 2012). People have come to expect to receive information at a blazing pace, and when they are denied their expected speed of response, they can become frustrated with the other person. In addition to this, the use of text messaging can lead to a person having to maintain a number of relationships to the point where that person has no closeRead MoreSocial Networking Sites-Boon/Bane15517 Words   |  63 Pagescaste identity in these spaces. Gangavane says that most members of castebased groups are highly educated: Very few are only graduates — they are mostly engineers, MBAs, post-graduates and doctors. Another finding is that most are from metropolises like Mumbai, Pune, Hyderabad and Bangalore. Social networking sites have the power to reproduce stifled opinions on taboo topics. People discuss things here that they cant face-to-face, he says. But social media expert Gaurav Mishra, who is the CEORead MoreEssay on Fall of Asclepius95354 Words   |  382 Pagesthe joke is on me, so to speak. I wasnt, what some would say, a confident person. I would just follow others and just do my job. The outbreak changed all that. It changed everyone, especially me. Some people got stronger due to the outbreak. Some became weaker. Being leader of the survivors? This idea would be absurd to me before the outbreak. I never wanted to be a leader. I just wanted to get by life like any other person. I didnt believe that I would make a good leader. But I was wrong. WhatRead MoreThe Ballad of the Sad Cafe46714 Words   |  187 Pagesworkers live, a few peach trees, a church with two colored windows, and a miserable main street only a hundred yards long. On Saturdays the tenants from the near-by farms come in for a day of talk and trade. Otherwise the town is lonesome, sad, and like a place that is far off and estranged from all other places in the world. The nearest train stop is Society City, and the Greyhound and White Bus Lines use the Forks Falls Road which is three miles away. The winters here are short and raw, the summersRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesand Disconfirmation 246 Principles of Supportive Communication 247 Supportive Communication Is Based on Congruence, Not In congruence 247 Supportive Communication Is Descriptive, Not Evaluative 248 Supportive Communication Is Problem-oriented, Not Person-oriented 250 Supportive Communication Validates Rather than Invalidates Individuals 251 Supportive Communication Is Specific (Useful), Not Global (Nonuseful) 253 Supportive Communication Is Conjunctive, Not Disjunctive 254 Supportive Communication