Bubba Gump Shrimp Company Is a Seafood

¶ … Bubba Gump Shrimp Company is a seafood chain of restaurants with restaurants across the globe. By September 2010, the restaurant chain had 32 stores throughout the world with 22 of these restaurants located in the United States. While the formation of this company was inspired by the Forrest Gump film in 1994, the company has largely been successful in the seafood market. The president of this company has attributed the success and productivity in this market to reduced turnover in management.

Actually, the firm's president has constantly stated that one of the major secrets to organizational success is having minimal management turnover. His emphasis and focus on turnover has yielded huge success to an extent that Bubba Gump Shrimp Company has not had a manager leave in 3 years whereas management turnover has decreased to approximately 16% in 2 years. As a result, the company provides a major example of the best interventions that help to lessen management turnover as well as non-managerial turnover.

Interventions for Reducing Management Turnover: The ability of Bubba Gump Shrimp Company to experience reduced management turnover is attributed to the interventions the firm has made and its focus on management that provides vital lessons on how to reduce management turnover. Based on the firm's example and the lessons in this chapter, there are several interventions I would make to lessen management turnover. The first intervention is an approach to management turnover that begins with recruiting.

In this case, the approach would incorporate more time for hiring that enables the management to evaluate skills and determine whether candidates are a good fit for the organization (Crecca, 2003). The process would also include observation interviews that play a crucial part in ensuring that the most successful and effective managers are hired. Observation interviews would achieve this goal by providing an opportunity to assess the candidates' interactions with workers and guests. These interviews also provide a framework for assessing the candidates' personality, motivation, initiative, comprehension, and other essential qualities.

The second intervention is to provide leadership training that helps in integrating successful general managers with every aspect of the company's operations. Bubba Gump Shrimp Company has traditionally been known as a firm that is characterized with high management turnover. However, the company changed this trend by focusing on developing motivated, the most competent, and loyal talent. This was achieved through leadership training and development that was utilized as a strategy for reducing management turnover (Phillips & Edwards, 2008, p.218).

The third intervention is to build an organizational culture that guarantees the success of new organizational units. Actually, Bubba Gump Shrimp Company has successfully reduced management turnover by developing its management bench to promote the success of the restaurants' new units. This has been achieved by taking successful general managers who are competent in the firm's operations and integrating them in the organization's culture of concern and care for people before assigning them new units.

In essence, reduced management turnover can be achieved through a culture that promotes the holistic success of the company. Difference in Reducing Non-managerial Turnover: In relation to lessening non-managerial turnover, different interventions or approaches would be required as compared to reducing managerial turnover. One of these interventions is increasing employee satisfaction and his/her organizational commitment. Job satisfaction and commitment to the organization are two work-related attitudes that are crucial in lessening non-managerial or employee turnover.

Notably, these work-related attitudes are influenced by individual predisposition to be contented with their initiatives and contributions (Aamodt, 2011, p.358). Job satisfaction can be described as the attitude a work has towards his/her job while organizational commitment is defined as the degree with which an employee identifies with and is engaged with the company or organization. In addition to recognizing the importance of these employee attitudes, reduced non-managerial turnover can be accomplished through creating an organizational culture that addresses workers' job expectations, satisfaction, and perceptions of fairness in the job.

The second approach is through providing opportunities for employees' to engage in career development programs. These programs would either be conducted on-the-job or off-the-job based on employee expectations and needs. The career development programs help to lessen non-managerial turnover by helping employees to become a good fit with the organization and the job. Moreover, career development programs achieves this goal.