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¶ … organization is now facing is the employee problems and concerns that emerged from the immediate turn-over of the West Coast operations to our organization after it has closed down. The closure of the West Coast loan center resulted to increased volumes of loans everyday, which inevitably increases the workload, pressure and stress for the employees. It becomes evident that the primary concern of the organization at present is not the increased workload or turn-over of loans, but the increased discontent among the employees, and their inability to adjust to these changes in the organization.
The main problem, as mentioned earlier, is the increasing level of stress while at the same, morale among employees is decreasing. Cause of the problem or forces of influence that may have induced employees to respond inappropriately to stress (leading to low morale) are pressure from the management,...
Because of these problems, the organization fears that if these difficulties are not faced immediately, or a corresponding response to these problems are given, employees will leave the company to pursue other companies that offer better pay and/or working conditions. Furthermore, the organization faces the possibility that employee performance will decrease, affecting the organization's productivity as well as its relations to its clientele and customers.
Thus, the analysis of the problem the organization is facing necessitates looking into the organization's production goals, quality of work, employee satisfaction, customer satisfaction, and most importantly, the reduction of turn-over rate, which means coming up with an efficient way to…
Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above,
Organization Diversity (HR) Organization education programs Organization Education Programs (OEPs) are employee benefit projects offered by numerous employers. OEPs are expected to assist employees manage personal or work related issues that may unfavorably affect their work performance, well-being or health. These programs usually incorporate temporary counseling, career growth and development and referral courses for employees. Numerous organizations are confronted with the issue of employer retention. It is costly to replace an employer who
Indeed, effective problem solving in these circumstances often requires high levels of creative collaboration (Richards, 2007a, p. 34). In recognition of this reality, employers consistently name the ability to work together creatively as a primary and crucial skill -- even though many organizations have created cultures that undercut individual and collective creativity. In order to solve this problem there is a need of a comprehensive review of the facility management
Since the increased presence of a part-time workforce and the emergence of contingent workers are two of the most common, nonstandard work statuses evidenced in recent U.S. history, their development is worthy of considerable attention" (emphasis added) (p. 16). White-collar contingent workers, and the human resource departments responsible for their administration, though, are both confronted with some motivational factors that may not be shared by their traditional counterparts, particularly those
352). Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353). All three of these facets improve employee satisfaction and well-being, due to an improved
Employee Satisfaction And Productivity employee satisfaction and productivity ASTRACT Employee satisfaction directly links to organizational excellence and/or productivity. Maybe… Maybe not… Researchers regularly debate exactly what components contributing to employee satisfaction and the company's and/or organization's productivity. Similarly, employers and employees do not typically agree on the reason/s an employee stays committed to a company or what factors contribute to an employee's satisfaction with the company. During the mixed-method case study, the researcher focuses