Employee Turnover Essays (Examples)



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Employer Problem High Turnover Rates in Customer

Words: 2579 Length: 8 Pages Document Type: Essay Paper #: 50503743

Employer Problem: High Turnover Rates in Customer Service

In the customer service (CSR) department, there are problems. The turnover is very high, and there is poor on-boarding for employees that are newly hired. Currently, they are only given a manual and asked to read it. That does not help them if they have questions beyond that manual, and it certainly does not give them any kind of additional training that they could and should receive from the company. Due to the problems there, the CSR department has a very low morale and the employees are generally not motivated to do much or make any kind of changes. Because the CSR department deals with more than customers, the job can be highly stressful. Many of the newly hired workers are not prepared for this level of stress when they begin their employment.

The programming department, the manufacturing department, compliance, scheduling, and…… [Read More]

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Human Resource Management Employee Benefits Making Employees

Words: 892 Length: 3 Pages Document Type: Case Study Paper #: 56391740

Human Resource Management

Employee Benefits

Making employees happy is vital since it makes employees work better and satisfied working for the company. In this regard, it fulfills HRM goals as it lowers turnover rates and employee complaints. Companies ensuring their employees receive the required benefits leads to employees' contentment but failure to do so results into dissatisfaction and quitting of duties. In addition, morals should be very good in the company to make the employees happy; mistreating employees makes them shun work. HRMs biggest goal is to keep employees smiling and if employees are happy, even the management is happy and the company therefore runs efficiently. This ensures employees conduct their duties effectively and want to stay in the company.

The sole merit of issuing attractive benefits to employees is that it helps lower turnover rates while helping the firm recruit highly skilled workers at a competitive rate as opposed…… [Read More]

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Technology in Training of Employees in What

Words: 2516 Length: 8 Pages Document Type: Essay Paper #: 75393622

Technology in Training of Employees

In what ways has technology impacted the way(s) we train employees?

The changing nature of the workplace environment brings with it a vast field of challenges in the organization. The aspect of the change being rapid makes the situation require adverse and quick reaction from organizations to ensure they remain on course towards their objectives. Thus, rapid change in the workplace brings with it the necessity for skilled and knowledgeable workforce, encompassing employees who are adaptive, flexible and focused on the future of their careers and the organization (Wentland, 2007). Among the most, significant duties of the manager in the workplace are the development of the staff. The manager has the mandate to facilitate employee growth and development if the organization is to achieve maximum gains from its ventures and transactions.

The concept of learning management incorporates the management of employee training. Traditional approach to…… [Read More]

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Wal-Mart and Employee Rights Labor Cost Is

Words: 3810 Length: 12 Pages Document Type: Essay Paper #: 15221548

Wal-Mart and Employee Rights

Labor cost is always considered as the main issue, mostly in case of employees' unionization at Wal-Mart. This was noticed when Wal-Mart showed a remarkable earning at the rate of 44% per annum for its labor working on hourly basis. Another point which brought this issue ahead was when the sales clerk of Wal-Mart in 2001 earned wages below Federal Poverty Scale. According to an issue of Fortune released on 3rd March 2003, the approximate share of Wal-Mart in the Gross National Product (GNP) of U.S. market was about 2.3% in 2002. Thus, Wal-Mart was expected to show further boom by sharing the U.S. economy at the largest scale ever estimated in 2006, considering the phenomenal growth rate stated in Fortune. However, other companies like U.S. Steel Corporation shared the U.S. GNP by 2.8% in 1917 and also the highest GNP share of General Motors Corporation…… [Read More]

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Invesco Company an Employee's Experience Within the

Words: 1239 Length: 4 Pages Document Type: Essay Paper #: 50956936

Invesco Company

An employee's experience within the company

Invesco is a global investment company dedicated to offering great ideas to investors around the world. The company began its operations with a vision of serving the global market for investment management. It has ever since grown into a strong team with discrete perspectives and operating under a philosophy of high investment discipline and strong risk oversight. An employee at Invesco Company operates under principles that define the culture of the company. An employee gains best practices such as integrity and ethical responsibility. Employees learn to work responsibly under minimal supervision and develop talents and abilities in the workplace.

The company provides motivation to both management and non-management team through offering equal opportunities in trainings and rewards. The management recognizes all employees' efforts when they do a good a job and provide sufficient resources for personal development. The company believes in a…… [Read More]

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Dealing With Turnover HRM

Words: 2142 Length: 6 Pages Document Type: Essay Paper #: 73544797

businesses, in particular because there is a productivity drop that occurs when an experienced worker is replaced by an inexperienced one. What happens is that the company will see productivity drop, and this can affect the financial results, so the more turnover there is the worse the financial impact will be. If the turnover rate is high enough, as occurs in poorly-run establishments, then it becomes the blind leading the blind and the organization's effectiveness is likely to be plummet.

The influences of turnover include perceived lack of procedural justice, lower than market compensation, and a perceived lack of a career pathway. Employees want to feel that there is mutual commitment between them and the organization, but they also want to feel that they are working towards their life goals, and that the company is a place where they can do that. Providing such a vision is important to employee…… [Read More]

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Ethics and Social Responsibilities

Words: 3234 Length: 10 Pages Document Type: Research Paper Paper #: 25820183

Employees as Benefactors of Corporate Philanthropy

Corporate Social Responsibility

The Case for Employees as Benefactors of Corporate Philanthropy

The Case for Employees as Benefactors of Corporate Philanthropy

A United Auto Workers unionization vote recently made the news, in part because the vote was taking place in the Southeastern United States where conservative state legislators have historically treated organized labor with hostility, but what seemed to be most newsworthy about this event was that the corporation, Volkswagen, decided to take a neutral position (Paresh, 2014). The vote took place last week and workers at the Chattanooga, Tennessee plant decided to reject union membership by a narrow margin. The national news media also took note when several conservative Tennessee politicians remained true to their anti-union ideology by threatening to end subsidies for Volkswagen and to push production of a new vehicle to Mexico. Experts in labor law believed these threats were coercive…… [Read More]

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Future Issues That Will Impact Employee Training

Words: 2381 Length: 8 Pages Document Type: Essay Paper #: 92386575

Future Issues That Will Impact Employee Training

Applying knowledge gained in the course

The emerging trends in workforce demography of any organizations are fundamental to determining the future of employee training. Hiring and training of employees significantly determines the success and future progress of any organization (Bradley, 2011). There is a difference between hiring and training processes. While an employer may hire qualified workers, it is not what the curriculum vitae is written which makes them produce results, but rather the kind of training and skills they have. A person may be good in passing tests, but when it gets to actual work, they cannot produce results. Therefore, in this line of thinking, the human resource department of every organization should set its concentration on the trends of employee training if better results are expected.

Employee training is a significant factor in management of an organization. Newly hired employees need…… [Read More]

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Employer Communication

Words: 630 Length: 2 Pages Document Type: Term Paper Paper #: 37723748

Employee Engagement

There will be a number of questions answered to relating to employee engagement. The academic of the term will be offered as well as the value that it brings to an organization when it is in effect. Examples of the concept in practice will be described. Also, there will be a listing of risks in not making use of the concept and taking it seriously. Next, an evaluation personal to the author of this report relative to the subject will be offered. Lastly, there will be concluding comments on the subject. While employee engagement can be over-analyzed and over-scrutinized, it is a very real concept and all human resources professionals should take it to heart.

Employee engagement, to put it concisely, is the degree to which an employee engages as an employee rather than just shows up for a check. The value to be added to an organization…… [Read More]

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High Turnover of Both Senior

Words: 3079 Length: 9 Pages Document Type: Essay Paper #: 29928061

In this second phase of interviews with senior management, both direct and indirect studies of the congruence of their behavior and actions with the cultural norms and values they verbally endorse will be compared with their actual behaviors and actions. Seeing if the senior management of Acme Software "walks the talk" of empowering employees and honoring their contributions will be evaluated. While these two attributes are not specifically called out in the case details, there is the very good chance that these values are regularly endorsed by senior management. The congruence of their many statements and their actions needs to be qualified through a series of observations and interviews, because disconnects at this level would reverberate quickly throughout the remainder of the company. If the senior managers below the C-level executives sense a less that complete commitment to making the most of peoples' talents and abilities, and allowing them to…… [Read More]

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Ft Pt Employees to Explore Whether

Words: 4053 Length: 9 Pages Document Type: Case Study Paper #: 60052034

Hyde reported, however, that part-time professionals tend to accept negative perceptions as part of the territory; they are often willing to accept their marginalised status when they are voluntary part-timers. It is a trade-off they are willing to make for the reduced schedules they choose for whatever reason.

Unfortunately, flexibility for the part-time employee may not always be viewed as flexibility from the viewpoint of the employer. With respect to part-time employees on the police force in the UK, for example, Hyde (2008) found that managers had considered working with part-timers to be an inflexible arrangement, citing difficulties with communication, continuity, and scheduling. Hakim (cited in Hyde 2008) argues that women who choose to work part-time have limited career aspirations and low work-commitment. Although Hakim interviewed women for whom this was the case, pursuing part-time careers with the police force but as a lower priority than home and family, Hyde…… [Read More]

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High Turnover Rate

Words: 710 Length: 2 Pages Document Type: Case Study Paper #: 42576894

Apple Turnovers

The problem at my organization is that it has a high turnover rate. This is naturally a concern because high turnover is associated with higher costs for recruiting and training, lower productivity, lower morale, worse service to the customer and it takes managers' attention away from other things, so managers are less able to make improvements to the business (Markovich, 2014).

In order to address the problem, we first need to diagnose the problem. There are a number of potential causes of a high turnover rate, so it is important for the organization to gather data in order to understand what the causes are for this company. There are two approaches. The first is the exit interview, wherein people who quit the company are surveyed on their way out, as to why they are leaving. This can provide feedback, although not all employees might be willing to provide…… [Read More]

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Disintegrating Relationships Between Organizational Leaders and Employees

Words: 3181 Length: 10 Pages Document Type: Dissertation Paper #: 83778048

Disintegrating Relationships Between Organizational Leaders and Employees

Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. However, the relationship that exists between organizational leaders and employees are failing at a high rate in today's workplaces and the reasons for this are not clear. Leaders in organizations have a tendency to use employees in the time of the organizational needs and them to simply ignore the employee's commitment and their potential. Committed employees should be rewarded with committed organizational leadership. Critical in organizational leadership interaction with employees is communication. Communication keeps employees informed and results in a feeling of connectedness and inclusiveness in the organizational operations,…… [Read More]

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Managing Employee Benefits One of

Words: 747 Length: 2 Pages Document Type: Term Paper Paper #: 45035258

It would be in the call center's best interest to keep their employees feeling happy and appreciated, which will translate to a better attitude when working with customers (Saunders, 2007). Part of this would include showing trust and responsibility to those who have earned it; in this case, Connie after four years with the company, appears to be worthy of such trust. As well, the company's one-day-per-month sick leave policy could be reworked. It is understandable that the sick days are accumulated on a month-by-month basis, due to the high turnover at call centers, but management could add on benefits for top employees. For example, an employee who has been with the company for a year would earn an additional sick day every two months, with further days added each month as their time with the call center increases.

Ultimately, when it comes to dealing with Connie, and any other…… [Read More]

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Trends in Correctional Officer Turnover

Words: 510 Length: 2 Pages Document Type: Essay Paper #: 41192218

Correction Officer Turnover

This work intends to review two articles, which both have as their subject the increase in Correctional officer turnovers and to compare why correctional officer turnover is a trend in today's agencies and how the articles relate.

Udechukwu, et al. (2007)

The work of Udechukwu, et al. (2007) entitled "The Georgia Department of Corrections: An Exploratory Reflection on Correctional Officer Turnover and its Correlates" reports an exploratory study that was conducted for the purpose of determining the reasons for correctional officer turnover at the Georgia Department of Corrections (GDC). It is stated that strategic workforce planning "has played an increasing role in human resource related activities of "many state public agencies in Georgia. The GDC is no exception. The GDC's strategic workforce objectives are aimed at anticipating potential gaps in employee competencies, diversity and staffing, which if unchecked, could potentially create work challenges for the GDC. The…… [Read More]

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Motivation of Employees

Words: 1861 Length: 6 Pages Document Type: Essay Paper #: 95955965

Employment Motivation and Engagement: How to Recruit and Retain Top-Quality Talent in a Competitive Marketplace

Because employee performance and productivity are closely aligned with corporate profitability, there has been a great deal of research over the years concerning optimal approaches to motivating people in the workplace. The analysis of what motivates people to perform to their maximum effort, though, has becoming increasingly complex as the result of a growing number of theories concerning the antecedents of motivation and optimal job performance and motivational methods to achieve it. While the debate concerning which motivational approaches produce the best results continues, there is a consensus among organizational behavior researchers that pay ranks among the top factors that include employee motivation, perhaps the overarching factor in most cases. Despite these findings, studies have shown time and again that money talks when it comes to employee motivation. When people become convinced that their efforts…… [Read More]

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Hiring and Retaining Quality Employees

Words: 2229 Length: 7 Pages Document Type: Research Paper Paper #: 7768939

Hiring and Retaining Quality Employees

/Concept Definition

This is basically going out there for the best in the market, bringing them on board by hiring their services. But again hiring the best is not enough; retaining them is a much bigger task that many find it very difficult. This concept further entails going out in the labor market and recruiting quality employees whose portfolios speak for themselves .This requires one to exercise very rigorous interviews in which the best and not just experienced but result oriented employees get hired and given attractive packages that will not only boost their morale at work but also motivate them to increase their productivity and stay longer in the company. This is a very vital topic to research on because its findings are very important for any company that intends to go beyond borders and break through the international market.

Current Research on the…… [Read More]

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Life of a Non-Profit Employee Course Number

Words: 1908 Length: 7 Pages Document Type: Essay Paper #: 95559909

life of a non-Profit employee course number & name: Human Resources Management (BAL1127A)

The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the HR role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.

Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…… [Read More]

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Reward System and Employee Needs Assessment

Words: 1598 Length: 6 Pages Document Type: Term Paper Paper #: 51218219

Reward System and Employee Needs Assessment

Employee values and expectations vary from individual to individual, though there are some universal values and expectations that might be generalized to employees across most industries. Among these more generalized expectations include the desire for good pay and benefits, job security and work life balance opportunities.

When developing a reward system it is vital that the organization incorporate these universal employee values and expectations into the reward system so that the outcome of the system is beneficial for the employees involved. It is also in the best interests of organizational planners to assess individual employee values and motivations in order to devise a reward and recognition program that focuses on independent employee needs rather than lumping all employees into the same category. These ideas and more are explored in greater detail below.

Good employee relations and subsequent reward systems are contingent on the ability…… [Read More]

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Customer Experience and Employee Satisfaction

Words: 4822 Length: 15 Pages Document Type: Term Paper Paper #: 73314610

It is a broader notion or the next evolutionary stage of client relationship management approach.

A customer-centric organization is defined as the one, offering long-term constant and consistent best quality experience to clients 'over all customer access points; across all marketing, sales, and service programs; throughout all parts of the organization.' As can be clearly inferred from this definition, the product will vary over time to satisfy evolving clients needs, but the staff of the company must be adequately train to offer best quality service no matter what product it offers to the clients: at the access points, at the logistics offering optimal time of the service or delivering a product, and after sales servicing to motivate another purchase.

There are certain steps within building such organization. The first phase of collecting and analyzing client database corresponds to the first phase of client relationship management and calls for clear understanding…… [Read More]

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Happy Employees

Words: 632 Length: 2 Pages Document Type: Essay Paper #: 31206655

Happy Employees

Please answer the questions about making employees number one. How prevalent do you find this to be?

This is an important strategy that is utilized by employers to retain and attract the best talent. Evidence of this can be seen with data from a study conducted by World at Work. They are an independent pollster which examines total rewards programs. What they found is that 86% of firms were using some kind employee benefits initiative to motive everyone. In most cases, they average employer had between four and six of these programs. (Schrader, 2004) ("Trends in Employee Recognition," 2012)

How prevalent do you find this to be?

This is very prevalent among employers. The reason why is because they are experiencing a shortage of skilled employees in different areas. The only way that they can keep them is to offer some kind of benefits package that will address…… [Read More]

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Measuring Customer Internal Business Process and Employee Performance

Words: 1153 Length: 4 Pages Document Type: Research Paper Paper #: 82257521

Customer Satisfaction

Importance of customer satisfaction

The effect of customer satisfaction on a firm's profitability

Why measure customer satisfaction

How to measure customer satisfaction

The affective measures of the degree of customer satisfaction

Employee performance

The need for measuring employee performance

The contemporary business environment which is dynamic and highly competitive requires firms to have a high level of business intelligence. In this paper, we explore the concepts of customer satisfaction as other internal business processes such as employee performance. The aim is to explore how these constructs and parameters are measured as well as the need for their accurate measurement.

The contemporary business environment which is dynamic and highly competitive requires firms to have a high level of business intelligence. In this paper, we explore the concepts of customer satisfaction as other internal business processes such as employee performance. The aim is to explore how these constructs and parameters…… [Read More]

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System Literate Employees

Words: 673 Length: 2 Pages Document Type: Term Paper Paper #: 75773461

system-literate employees in the IT workforce. Specifically, it will answer the questions: As more computer- and information system-literate employees move into executive positions, will executive support systems be needed? Why or why not? What special knowledge, other than that found in a course catalog, is needed to advise students about course and degree requirements in a university? Is it explicit or implicit knowledge? Could this knowledge be made available through a knowledge management system? Why or why not?

System-Literate Employees

System-literate employees do not always make good managers, for a number of reasons. Many IT systems employees are focused at a detailed and narrow level of interest, and do not deal nearly as much with people as they do with machines and systems processes. Thus, as they move up from IT oriented positions into executive positions, they may indeed need more executive support systems in place if they are to…… [Read More]

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Ethics Memo All Employees of XYZ Corporation

Words: 561 Length: 2 Pages Document Type: Business Plan Paper #: 65443651

Ethics Memo

All employees of XYZ Corporation

From: Joe Smith, CEO

Re: Sustainability Marketing Strategy

Sustainability has always been a core value of XYZ Corporation. To support this value, we will soon be making sustainability a key component of our marketing campaign. The concepts of ethics, sustainability and public relations are complex, but while our marketing messages may be simple and digestible, internally our programs will reflect this complexity. We have long had an ethical code, and this will form the foundation of our ethical and sustainability policies.

The specific details of the sustainability marketing program will be outlined at a later date, but the critical takeaway right now is that the company needs to back up this marketing talk with actions -- we need to walk the talk. We cannot market sustainability by doing it, but when we do it, we lend credibility to the marketing talk in which…… [Read More]

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Human Resource Conflict Management and Employee Relations

Words: 1898 Length: 5 Pages Document Type: Research Paper Paper #: 7686226

Integrate the Relevant Information Found Both In Organizations Today and in Research

Human resource management HRM is considered to be an integral part of any organization to make it run effectively and efficiently. Fundamentally, the principal objective of HRM is to upsurge the economic profitability from employees through making them organized in a productive, inventive and powered force (Price 2007, p.31).

HR function includes many activities like planning, recruitment and appraisal (Pulignano, 2010). But this paper will only focus on the employee relations, with certain details about conflict resolution. The objective of this paper is to familiarize the reader to the critical concerns in conflict management. To attain this objective, employees' relations will be highlighted from HR point-of-view, which will eventually reveal various levels of conflicts taking place in an organization. Different methods and disputes will be discussed which are adopted by HR managers to solve employee alterations. The role…… [Read More]

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Why Employees Leave

Words: 682 Length: 2 Pages Document Type: Literature Review Chapter Paper #: 4730286

Employees Leave

Another reason why an employee will leave their firm is based upon the possibility of career advancement. This is because everyone wants to know that they have a future with their employer and are looking to build something over the long-term. Those facilities that are discussing these issues with staff members have higher retention rates and they can find individuals who are motivated to do more. (Shelly, 2011) According to Chon (2009), these employers have lower amounts of turnover and higher levels of morale. This is one of the keys for enabling a firm to increase productivity and offer customers with superior products / services. (Chon, 2009)

Moreover, Walker (2010) determined that employees want to be recognized for their efforts. This means treating them with respect and helping the person to feel that their ideas are valued. These views work in conjunction with career advancement by showing how…… [Read More]

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Nursing Shortages and High Nurse Turnover Are

Words: 1248 Length: 4 Pages Document Type: Essay Paper #: 88386265

Nursing shortages and high nurse turnover are very common issues faced in the health care industry. This instability of workforce in the health care industry in many countries is raising questions about performance of the nurses and quality of the patient care.

Gray & Phillips (1996) pointed out that nursing turnover has a negative impact on the organization's ability to meet the needs of the patients and provide them quality care. Tai et al., (1998) also considered nursing shortage and turn over as an important factor responsible for the poor performance of the health care centers. This is due to the reason that the high turnover affects the morale and productivity of the nurses who are left behind to take care of the patients while the health care unit hires the new staff members (Sofer, 1995; Cavanagh and Coffin, 1992; Shields and Ward, 2001)

Aiken et al., (2001) pointed out…… [Read More]

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Corrections Management and Employee Satisfaction

Words: 1188 Length: 4 Pages Document Type: Essay Paper #: 43952073

Centervale Corrections Facility: Correcting Corrections
Problem Statement
Employees have been drawn to Centervale Corrections Facility because of its reputation for employee satisfaction and harmonious officer-inmate relations. However, recent turnover rates have skyrocketed. A preliminary survey of corrections officers at Centervale cite the following grievances: burnout, communications problems with senior officers, lack of motivation, low pay, role ambiguity/lack of clarity, and lack of inter-agency cooperation. It is hypothesized that stagnant institutional policies and processes need to be revised, with corresponding changes in organizational culture. However, improving inter-agency cooperation will also require the Human Relations and Training Officer to review protocols for interacting with other agencies and strategic partners.
Management Plan
Preventing Burnout
Centervale is not alone; “job dissatisfaction seems to be the norm” in corrections, with the most frequently cited reasons being related to issues like work schedule and mandatory overtime (Marshia, LaPlante, Allen, et al, 2005, p. iv). Burnout has…… [Read More]

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Health Insurance for Pt Employees

Words: 852 Length: 2 Pages Document Type: Essay Paper #: 46607088

Legally Required Benefits

The subject of benefits for employees is multi-faceted and sometimes controversial. Of course, there are those benefits that are legally required while others are discretionary. When it comes to the discretionary benefits, there is much talk about what is standard and customary for full-time employees and what is called for with part-time employees. This report shall answer whether firms should offer benefits to part-time workers. If they should, there are questions whether they should offer one or more things like paid time off (PTO), 401(k) retirement contributions and health insurance. While some may think it generous and perhaps even ethically required to offer such benefits to part time workers, there is also a cost-benefit dimension to this decision that business owners and managers must properly consider.


Before getting into whether the aforementioned benefits should be extended to part-time workers, one has to remember that the primary…… [Read More]

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Leadership Theories Employee Absenteeism and Conflict Management

Words: 1424 Length: 4 Pages Document Type: Essay Paper #: 29311987

Business Psychology/consulting/Industrial Psychology

Business Psychology/consulting/industrial Psycholog

Transformational leadership plan is a process moving leadership positions from one person to another or from one generation to another. Two major theories in relation to leadership transition plan are contingency theory and behavioral theory. Contingency theory emphasizes that there is no leadership style, which can stand alone as a proper leadership style. From the internal and external environmental factors, a leader should adapt to any given situation because leading has no redefined path. Behavioral theory emphasizes that great leaders are not born but made. The theory states that any leader can be more effective through teaching, experience, and observation. The theories can be applied in case of a sudden departure, for strategic leadership succession, and a possible planned departure (Ismail & Yusuf, 2011).

Merger transition plan is a process where two or more companies joined such that they can benefit on large capitals,…… [Read More]

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Organizational Behavior an Employee's Behavior Significantly Impacts

Words: 590 Length: 2 Pages Document Type: Term Paper Paper #: 66011414

Organizational Behavior

An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can easily evaluate the relationship that exists between job behaviors and performance (Sacket, 2002).

Productive behaviors enhance productivity. Employee's who exhibit productive behavior boost an organization's productivity as they contribute positively to an organization's goals and objectives. Such behaviors include punctuality; handling an organization's customers professionally; ensuring that confidentiality is maintained by ensuring that no crucial information about an organization never leaks out; owning up when mistakes have been made; complying with health and safety standards; using an organizations' resources for the intended purposes and not for personal gains; productive employees would never sabotage an organization's merchandise or even misuse the expenses account. They will at all times ensure that qualities of their products are high. Such behaviors enhance productivity (Sacket, 2002).…… [Read More]

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Military Employee Stress the Objective

Words: 18029 Length: 66 Pages Document Type: Thesis Paper #: 44323703

The subjects were 613 injured Army personnel Military Deployment Services TF Report 13 admitted to Walter Reed Army Medical Center from March 2003 to September 2004 who were capable of completing the screening battery. Soldiers were assessed at approximately one month after injury and were reassessed at four and seven months either by telephone interview or upon return to the hospital for outpatient treatment. Two hundred and forty-three soldiers completed all three assessments. Posttraumatic stress disorder was assessed with the PTSD Checklist; depression was assessed with the Patient Health Questionnaire. Combat exposure, deployment length, and severity of physical problems were also assessed." (Johnson, et al., 2007)


A. KARL MARX (1818-1883)

Karl Marx was born into a Jewish family that had converted to Christianity and is held to be the "world's greatest theorist of capitalism and materialism." (Lukas, nd) Marx earned his Ph.D. In law and philosophy.…… [Read More]

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Monitoring How Employees Use Information Systems

Words: 2493 Length: 10 Pages Document Type: Term Paper Paper #: 82913511

Electronic Surveillance on-The-Job: The Pros and Cons of Employee Monitoring

Modern technology has allowed employers many new capacities, including the capacity to electronically oversee employees every action while on-the-job. In recent years many employees have argued that surveillance while on-the-job is a violation of their right to privacy. Employers argue however that employees should not have a right to privacy in the workplace, especially as the employer pays them to perform a duty for the employer. Despite this almost 100% of employees likely report at one time or another engaging in some personal business while at work.

Unfortunately, there are few laws that side with the employee at this time. Most laws argue in favor of the employer, as long as the employer tells the employee of their plans about employee surveillance at the workplace. Below we'll discuss what types of surveillance corporations are now using to protect themselves, and…… [Read More]

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Looking Into Teleworking the Employee Impact Within the Organization

Words: 2268 Length: 7 Pages Document Type: Research Paper Paper #: 81709334

Teleworking: The Employee Impact Within the Organization

Telework (or telecommuting as it is normally referred to), has been around for quite some time now. More so, this is a work option that is bound to grow and increase in the future. Teleworking is known as a specified work option that provides an employee the ability to work and undertake tasks away from a central office base, for instance from a home office or "on the move." From the perspective of both managers and employees alike, it offers certain employees a sense of proper work/life balance. Some of the inclusive benefits is that it accommodates those with health problems or disabilities and can influence organizational effectiveness through improved morale and job satisfaction. The purpose of this paper is to describe the impact of teleworking, and its role in reinvigorating proper work/life balance for employees within the organization.

Positive Impact of Teleworking…… [Read More]

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Security Management Strategies for Increasing Security Employee

Words: 2501 Length: 8 Pages Document Type: Essay Paper #: 77985705

Security Management

Strategies for Increasing Security Employee Retention

Design Effective Job Characteristic Model

Skill Variety

Task Identity and Task Significance

Autonomy and Feedback

Meeting Expectations

Market Competitive Package

Strategies for Increasing Security Employee Retention

Security employees constitute the most important component of organizational workforce. It is because; they ensure the core survival of organization and its assets. However, the ironic fact is the security employees are considered blue collar workers and their compensation packages are low (Hodson & Sullivan, 2008). On the other hand, their job routine is tough requiring both physical and mental attention for its effective performance.

The job of security employees is risky and the level of risk varies depending on the organization they are working for. There are many high risk jobs like security of sensitive areas, highly commercial zones and residence of very important people. As these places are prone to security threats, the risk…… [Read More]

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Recruiting and Retention Strategies of Office Temporary Employees

Words: 3169 Length: 12 Pages Document Type: Term Paper Paper #: 2125832

Recruiting and Retention Strategies of Office Temporary Employees

An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees.

This paper presents a detailed proposal for the recruiting and retention of temporary office workers. The writer is employed as a full time on site recruiter of temporary office workers at one of Wall Street's top financial firms. The majority of the temporary help the writer recruits are administrative assistants and other entry level finance positions. The positions range from a couple of days to several months in time. The writer is charged with recruiting and retaining temporary workers who have the necessary skill sets and experience to perform the jobs. The writer analyzes the industry, the company history regarding temporary employees and future trends to propose methods for the purpose of recruiting and retention of those workers.



Introduction…… [Read More]

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Improve Employee Motivation Over the

Words: 8950 Length: 27 Pages Document Type: Dissertation Paper #: 5218290

Research Questions

To support of refute the research problem requires looking at one research and two sub-questions to include:

Research Question 1

How does employee compensation contribute to the underlying levels of motivation at an employer?

Sub-Question 1

What roles do managers / executives play in how enthusiastic staff members are inside a firm?

Sub-Question 2

What is the impact of coworkers on new employees in the workplace?

These different elements are important, because they will offer specific insights about what factors is influencing employee motivation. Once this occurs, is when the data will be able to support or refute the hypothesis that has been presented.

Significance of the Study

The significance of the study is to understand the specific factors are contributing to the underlying levels of motivation in the workplace. As, these kinds of issues can have a dramatic impact on how effective an organization will be able…… [Read More]

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Staff Morale Is Low Employees

Words: 1433 Length: 5 Pages Document Type: Research Paper Paper #: 26360731

Stakeholders I might seek input from Stakeholders are defined as "those key individuals (or groups of individuals) who have an influence over either decision-making or implementation (or both) either directly or indirectly, overtly or covertly" (Begun & Heatwole, p.25). They can be a wide array of individuals, groups, and/or organizations. These are usually individuals within the organization who are decision makers or who are associated with key issues and/or actions being considered.

Stakeholders may be both external and internal to the organization and with the community health care system -- as in this case -- they may certainly include state and local governments, as well as certain research and pharmaceutical agencies. If implemented wisely, the input of these stakeholders can assist with decision-making.

The concerns for each stakeholder

With stakeholder analysis, I would adopt a retrospective approach where my objective would be to uncover past experience, processes, and patterns (Brugha…… [Read More]

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Ensuring Adequate Employee Morale in the Fast

Words: 525 Length: 2 Pages Document Type: Term Paper Paper #: 97234207

Ensuring Adequate Employee Morale in the Fast Food Industry

During the last decade, customer service and employee morale as perceived by the public has steadily declined, most notably within frequented industries such as the fast food industry. The success of corporations is contingent upon their ability to reform and develop more potent employee morale strategies.

Though a variety of customer service strategies exist, none have specifically analyzed key customer service factors related specifically to the fast food industry and franchisees, who are particularly, challenged addressing these issues.

The problem I would like to solve is the low morale and high employee turn over witnessed in local fast food restaurants franchisees such as Subway and McDonalds, which results in poor customer service and lost profits resulting from customer complaints and returns. Low employee morale is extraordinarily significant; it results in decreased productivity and poor customer service. In an era where competition…… [Read More]

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Training and Retaining Quality Employees

Words: 3672 Length: 11 Pages Document Type: Essay Paper #: 43933604

On the other hand, Harris suggests that some observers believe high turnover among employees is "not only inevitable, but also desirable… [because] employee mobility within the industry promotes workforce flexibility, allowing employees to acquire and develop new skills as they move through different organizations" (73). Harris takes it one step further when he reports that the "acquisition of transferable skills" has a powerful appeal to the "entrepreneurial aspirations of hospitality employees." Hence, Harris points out on page 73, "turnover is actively encouraged" by some leaders in the hospitality industry, along with ambitious workers, because this high turnover practice helps to "…create future managers for the industry." Moreover, turnover can be seen as a positive dynamic because "new ideas" are thus brought into the workplace -- as a way to "prevent stagnation in creativity" -- although in reality HR managers are often loathe to see highly energized, talented staff leave the…… [Read More]

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Telehealth and Solving the Problem of Nursing Turnover

Words: 12696 Length: 45 Pages Document Type: Capstone Project Paper #: 99020464

Reducing Nursing Turnover by Implementing Innovative E-Health: A New Strategy for Incentivizing Nurses and Improving Organizational Culture

Problem Identification:

Nursing turnover rates are a serious issue for hospitals: they are costly and result in lost time and energy in continuously training new staff (Twibell, 2012). Identifying the main reasons for nursing turnover and addressing them can lead to better nurse retention (Trivellas, Gerogiannis, Svarna, 2013).

The problem of nurse retention has been identified by academic scholars in journals like the Journal of Nursing Administration, which has estimated the cost of replacing a single nurse to be approximately $82,000 (Twibell, 2012). As Twibell (2012) reports, job satisfaction is the main reason new nurses leave and the poor sense of job satisfaction is related to too heavy workloads and the lack of their ability to guarantee patient safety. While Twibell goes on to suggest that these issues can be addressed by implementing…… [Read More]

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Incentives for Employees HR Solutions

Words: 658 Length: 2 Pages Document Type: Essay Paper #: 45721616

HR Solutions

The service provided by the HR component to the employer is to provide a go-between for employers and employees, relaying information, needs and assistance in a two-way flow so that both parties achieve desired aims. The strategic advantage the HR component provides to an employer in the hiring and retaining of qualified employees is that the HR allows the cultivation of the organizational culture to be properly facilitated and maintained with the addition of appropriate employees.

Three current practices used by the employer that can be improved are the incentives program, the pay rate for specialized jobs, and the job descriptions (which need to be updated.

Best practices that can be exercised to improve the benefits/incentives program within the firm is a restructuring of the type of medical/dental options made available to employees after 90 days. Currently, the only two options available to employees are 1) employee-only options…… [Read More]

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How to Reduce Worker Turnover Rates

Words: 691 Length: 2 Pages Document Type: Term Paper Paper #: 27591464

HR Scenario

The service provided by the HR component to the employer is a proactive approach to ensuring that workers are retained and job satisfaction levels boosted. This would help reduce turnover rates and keep the company from having to refill the same old positions every 18 months using a pool of mostly unqualified applicants.

The strategic advantage the HR component provides to an employer in the hiring and retaining of qualified employees is that it can distill the culture and environment that the company is trying to or needs to cultivate in order to ensure both that workers want to stay once they are hired and that the right kind of workers are being hired in the first place -- ones who are passionate about the job, willing to commit, loyal, and who embody the workplace culture of the company.

Three current practices used by the employer that can…… [Read More]

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Studying Behavior of Employees

Words: 958 Length: 3 Pages Document Type: Essay Paper #: 93858227

Organizational behavior is a broad area within management which focusses on how people act in organizations. This is the study and application of knowledge on how individuals and groups within an organization act it achieves this through taking a system approach whereby it interprets the people-organization relationships in terms of a whole individual, entire group, entire organization or entire social system. Managers can use the theories and knowledge in organizational behavior to improve their management practices for working effectively with employees and influencing them to attain the goals set by the organization. The organizational behavior field has evolved from being a scientific study of management in the industrial era, to administrative theories of the role of managers, to bureaucracy principles and to the human relations studies of the needs of employees.

Organizational behavior is thus an interdisciplinary field which gets its ideas and research from disciplines that focus on human…… [Read More]

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Hire Large Numbers of Generation Y Employees

Words: 395 Length: 1 Pages Document Type: Essay Paper #: 64729629

hire large numbers of Generation Y employees can function very well within the travel light philosophy. Evaluate this claim

Generation Y employees, also referred to Millenials, are those employees born between 1980 and the early 1990s. They are technology savvy, have preference for digital and instant communication, and are ambitious and family orientated. Having grown up in a digital era, where everything is done using computers, and solutions to problems are available at the touch of a button on Google and Wikipedia, members of this generation have grown to prefer things or solutions that provide instant gratification. They will tend to go for options that provide instant results. In the organizational context, Gen Y members love companies that have richly embraced technology as opposed to those that are still tied to the traditional mindset. Further, having grown up seeing their Baby Boomer parents live their lives on the job, with…… [Read More]

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Role of Motivation in Employee Productivity

Words: 715 Length: 2 Pages Document Type: Essay Paper #: 325809

Motivation and Job Satisfaction in the Banking Sector

The success of any organization relies much on the employees and the productivity of the employees. Members of staff who are highly motivated are the key to bringing in high performance to the organization hence there is a constant need to ensure that the spirits of the employees and their satisfaction are always high and that the employees find meaning and purpose in their obs.

As a manager of one of the branches of our bank, it is my duty to ensure that the employees under my jurisdiction are well motivated for me to post good results at the end of the year. Of critical concern to me at the moment is increasing the performance of the lending officers in my branch and also reducing the levels of absenteeism and the currently high turn over of the tellers.

The approaches that I…… [Read More]

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Benefits of Employee Motivation

Words: 6125 Length: 20 Pages Document Type: Chapter Paper #: 99942477

Organizational Behavior & Culture

Complete summary of chapter 4

The chapter illustrates that the perception process is based on stages such as stimulation, organization, registration, and interpretation. The individual's acceptance and awareness levels for ascertained stimuli play critical roles in the perception process. The authors add that receptiveness towards certain stimuli remains highly selective in limiting a person's existing personality, motivation, attitude, and beliefs. People select various stimuli that satisfy certain needs (perceptual vigilance) while disregarding stimuli causing perceptual defense (psychological anxiety).

The chapter insists that guidelines facilitate companies in improving their workplaces through the surveying content. The employees can ask questions regarding observable behavior above thoughts and motives. The concept also includes items that are verified independently. The measures also attract behavioral consideration in the recognition of the company's performance. Attitude transformation requires time, determination, and effort to achieve. It is critical to relax expectations of changing an individual's…… [Read More]

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Effect of Motivation of Employee Performance

Words: 1632 Length: 5 Pages Document Type: Research Paper Paper #: 26599792

Teamwork and Motivation

Various elements of an organization motivation plan are always aimed at encouraging low turnover, high-quality work, high productivity, and high job satisfaction. The first approach involved is the appreciation of employee feedback. The element of the motivation program includes the need to ensure that feedback offer the employees with established objectives. Organizational managers provide feedback through continuous processes without outright conformity during quarterly meetings. Managers focus on ensuring that they meet employees every quarter and updating them on the company's performance (Keller, 2009). Formal motivational reviews on a monthly basis are necessary and should exist in writing as opposed to other informal reviews under suggestions of weekly tracking. The quarterly feedback from top management becomes the basis for motivation plan evaluation and achievement determination for the employees. Objective ratings are based on scales of the set aspects of employee management. This element develops direct link to the…… [Read More]

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Positive Ways to Encourage and Motivate Employees in a Healthcare Setting

Words: 625 Length: 2 Pages Document Type: Research Paper Paper #: 14525471

Positive Ways to Encourage and Motivate Employees in a Healthcare Setting

Many healthcare settings are extremely stressful environments, and the prevalence of burnout syndrome among healthcare workers such as registered nurses in emergency rooms is among the highest of all professions (Lombardo & Eyre, 2011). Therefore, identifying positive ways to encourage and motivate employees in healthcare workplaces has assumed new importance and relevance in recent years. To determine some optimal approaches, this paper provides a review and discussion of two peer-reviewed journal articles concerning positive ways to encourage and motivate employees in a healthcare setting, followed by a summary of the research and important findings concerning these issues in the conclusion.

Review and Discussion

Although all healthcare workers are unique, they share some common wants and needs that can represent the starting point for any initiatives that are intended to encourage and motivate them. For instance, one method that has…… [Read More]

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Recruitment of Employees at Dunkin Donuts

Words: 1279 Length: 4 Pages Document Type: Essay Paper #: 51049368

Dunkin' Donuts:

A vision for the future in the Midwest region

Dunkin' Donuts has experienced stratospheric growth in recent years. To capitalize upon its success in the Midwest region in the five new locations opening up over the course of the next two years requires playing to the organization's strengths in terms of the quality and efficiency of service it offers at a relatively low price. Recruiting top talent, even at entry level positions, is demanded for Dunkin' Donuts to continue to effectively brand itself as America's favorite place to grab breakfast or an afternoon snack. Dunkin' has transformed itself into a homey, blue-collar alterative to Starbucks that still offers a wide variety of breakfast and sandwich foods spanning from traditional donuts and bagels to egg white flatbreads. But all of these products must be served with a smile.

Job Design

Working at a franchise such as Dunkin' Donuts requires…… [Read More]

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Understanding the Concepts of Employee Orientation Program

Words: 1007 Length: 3 Pages Document Type: Peer Reviewed Journal Paper #: 35505285

New-Hire Orientation Process Needs Assessments

Training needs assessment delves in data gathering processes to determine the existing training requirements. The process focuses on developing training to facilitate accomplishment of objectives by the organization. The achievement of stated goals and objectives of the organization depend on needs assessment initiatives (Songhori, 2007). In this paper, we delve in the needs assessment of the new-hire orientation process basing on my current attached organization, a home health agency located in La Mesa, CA. The target group of the project touches on clinical staff including social workers, occupational therapists, and physical therapists, just to mention a number.

Data points needed for the assessment

A successful needs assessment has essential points and components that must be considered. For this study, the data points include the need to increase productivity, improve efficiency, and enhance quality care. Ideally, Increasing productivity in the health care agency plays a crucial…… [Read More]

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Direct and Indirect Costs Associated

Words: 1782 Length: 6 Pages Document Type: Term Paper Paper #: 3739474

" (Thomas, Hutcheson, Porterfield, and Pierannunzi, 1994)

Summary and Conclusion

It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report the costs associated with employee turnover are costs both of the direct and indirect nature. Costs for employee turnover on the average (average employee's salary, mid-size organization) are generally 150% of the employee's annual salary. Clearly, the organization with the least employee turnover is the organization that will realize the most profit and the most productivity. There are methods of avoiding employee turnover which have only been briefly touched upon within the scope of this present research but are methods that hold promise for the organization in the reduction of employee turnover and the…… [Read More]

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Precipitating Events Leading to Voluntary

Words: 1366 Length: 5 Pages Document Type: Dissertation Paper #: 1653274

While triangulation helps improve the dependability and the trustworthiness of the data, qualitative research findings are frequently difficult to transfer to other settings (Neuman, 2003).


Author-identified limitations, implications, and recommendations


Limitations of the study. Qualitative researchers are faced with some formidable limitations, and Von Hagel does a credible job in identifying these. Among the potential limitations cited by Von Hagel were the potential for dishonest replies by the interviewees and the potential for response bias which he explained in detail. The author, though, failed to change the future tense of his "limitations" section which appears to be taken from his proposal for the study (this did not substantively affect the content of this section).


Implications of the study. The analysis of the qualitative data that emerged from the interviews identified previously unknown precipitating events that compelled IT professionals to leave their jobs for better opportunities elsewhere. Given…… [Read More]

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Compensation and Benefit Strategy of

Words: 1774 Length: 5 Pages Document Type: Term Paper Paper #: 41418338

This plan will help a company to cope with the challenges of having a high rate of employee turnover since the employees with get satisfaction in their work places from the bonus of their hard work.

All in all, reward and appraisal are important tools used to ensure that employees are motivated and dedicated to their work hence retaining them and improving of the company's productivity. Therefore, every company should have a team in place to take care of its compensation, and benefit plans and while doing so, the company's management should ensure that the employees are for the plan being used, if not it will not have a direct impact on the company's performance.


About.com (2011) How to do a break-even analysis. Retrieved 8/4/2012 From: http://biztaxlaw.about.com/od/financingyourstartup/a/breakeven.htm

Entrepreneur (2011) Compensation. Retrieved 1/18/2012. From: http://www.entrepreneur.com/encyclopedia/term/82068.html

Gainsharing (2012). Q&a Retrieved 20th February, 2012, from http://www.gainsharing.com

Gabris, G.T., & Ihrke, D.M. (2000).…… [Read More]

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Organizational Benefits of Tuition Reimbursement Tuition Reimbursement

Words: 1104 Length: 4 Pages Document Type: Essay Paper #: 89863480

Organizational Benefits of Tuition Reimbursement

Tuition reimbursement has been a mainstay in employee compensation packages in contemporary American professional business organizations (Compdata, 2011). Its rate has declined somewhat since the onset of the current economic recession, but continues in most organizations (Compdata, 2011). On one hand, tuition compensation has traditionally been regarded as one incentive to increase employee retention, but unless it is managed carefully, it can actually provide opportunities promoting turnover, especially in organizations where there are insufficient openings at the level of newly-graduated employees. Nevertheless, where tuition reimbursement programs are properly managed, they can provide a positive return on investment. Some of the factors that organizations should consider carefully in conjunction with tuition reimbursement programs that add value to the organization include stricter eligibility criteria and requirements that employees taking advantage of those opportunities remain with the organization for minimum employment periods following the award of their degrees…… [Read More]

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Business Assess the Organisation in Terms of

Words: 2062 Length: 8 Pages Document Type: Essay Paper #: 95688465


Assess the organisation in terms of its organisational strategy, objectives, mission and values.

Analyse the environment in which the organisation operates with regards to industry, business life cycle, etc.

Evaluate the organisation's current reward and pay strategies on two criteria: for meeting its overall organisational strategy and for maintaining competitive advantage in the face of new challenges and changing conditions.

Reach a reasoned and evidence-based conclusion about the level of success achieved by the organisation in motivating employees to reach organisational objectives and propose a reward and pay strategy that may better serve this purpose.

Starbucks: The Company and its Compensation System.

Starbucks is the largest coffee producing industry in the world with 19,555 stores in 58 countries. This includes 12,811 in the United States, 1,248 in Canada, 965 in Japan, 766 in Great Britain, 580 in China and 420 in South Korea (Location xcelrated). Starbucks has succeeded to…… [Read More]

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Bubba Gump Shrimp Company Is a Seafood

Words: 892 Length: 3 Pages Document Type: Case Study Paper #: 67024273

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…… [Read More]

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Cutting Faced With the Different

Words: 4991 Length: 18 Pages Document Type: Term Paper Paper #: 6433582

On the other hand, it is not always about the negative effects of cost cutting that is important to focus on during the analysis of whether the strategy is beneficial or more costly. There are researches and studies that also reveal the positive sides of cost cutting. The problem being focused in this paper, however, is the study and analysis of how much benefits can cost cutting really bring to an organization's crisis and whether cost cutting is a smart strategy for companies to take.

Research Questions and Hypothesis

This study will focus on the research and study of the effectiveness of cost reduction as a crisis management solution. Immediate resort to cost reduction has been a habit for many businesses every time crises, such as economic downturns, labor disputes, and many others, hit the stability of a business' operation. Dealing with the pressures of such problems should be considered…… [Read More]

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Advantages and Disadvantages of Human Resources

Words: 3084 Length: 11 Pages Document Type: Term Paper Paper #: 60755824

changing and competitive workplace and environment, it has become vital for the organizations to come up with effective strategies for maximum and efficient use of resources (Reich, 1991). The most important and critical resource for any organization is the human resource or man power. It has become difficult to find and retain skilled and trained human resource. Organizations are facing increasing challenges in this regard and are striving to formulate effective and efficient human resource policy and practices. The role and importance of human resources and man power is being understood by the organizations in response to the altering and uncertain business landscape and environment.

It is necessary to have proper and well stated policies and standards for hiring, training, appraising, compensating, and utilizing human resources. Efficient human resources and employees facilitate the organization in achieving its strategic goals and objectives. For this reason it is necessary to have strong…… [Read More]

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Hot Wings Balanced Scorecard From the Financial

Words: 844 Length: 3 Pages Document Type: Essay Paper #: 29649985

Hot Wings Balanced Scorecard

From the financial perspective, the measures for the balanced scorecard are revenues, profitability (net income) and margins (gross, operating and net margins). These measures are the most important to the shareholders, and they best reflect the industry. Market share is not a good financial measure because the casual dining segment is so heavily fragmented that market share will always be miniscule even when Hot Wings is successful -- achieving a dominating market share is not a realistic objective. Revenue, profit and margin objectives are closely related. Profit and margin reflect the relationship between revenue and costs, and reflect in part the pricing power that the company has with its suppliers and customers. Given that the current state of the industry is oriented towards price competition in casual dining, the ability to maintain superior margins can be seen as both a source of competitive advantage and as…… [Read More]