2

Employee Turnover Solutions

Employee Turnover Solutions

In this changed perspective, employees fear they are not being appreciated because the organization no longer compensates or believes in them, and the information exchange has deteriorated. It communicates simply and often. Few of us consider work accomplishment to be an assessment of their ability to do the jobs they are given. It is shown that among most people who leave their jobs, the idea of loss of further respect is the most prominent. Also, it is important to show a willingness to put in the effort. Encouragement is a key ingredient of accomplishment in the workplace (Al Mamun & Hasan, 2017). When their efforts are recognized and appreciated, workers feel more motivated. In order to strengthen the leadership's leadership position, executives should take the role of cheerleaders for their staff. In the process of pursuing a target, vast amounts of energy are required. They have to be applauded every step of the way. A manager should reward accomplishments. Diverse performance should be appreciated in several different ways—a slap on the back, a heartfelt note of thanks, a token of gratitude, or a nice bonus. It's a very critical part of the equation: workers would have the same sense of worth if the compensation is equal to the outcome or greater. When the compensation is very large, a job well done is hardly recognized.

The second problem is an increase in operations workload, which leads to employees becoming overworked, and as a result, most of them have left their jobs. The best approach to this issue is to break the workload according to capability. The first one needs to define the project schedule so that each team member gets to contribute their greatest possible amount of work. For greater efficiency and project management, split larger tasks into smaller pieces. For projects in real-time, one can see just what the team members are working on and their rate of progress. One way to recognize a projects' vital route and to be sure it is finished on schedule and the budget is to determine the things that may be completed by tackling key milestones early on a month or two ahead of time. So, the management lets the workload get out of hand, and then the management identifies the dependencies. When a project comes up, it's usually easy to identify top performers for the role; but the system will overload and severely underutilize the others. As a result, no one else gains expertise or trust concerning working on any projects outside the scope of the best performers.

Employees believe like they are not allowed to learn and develop creatively because of the first and second problems. Due to this, they are not eligible for bonuses to improve their qualifications, so their experience will still lag behind their professional salary. Companies don't only hire capable employees, and they use systems that have a high impact. They go through a meticulous preparation and design process to select and place them in an effective learning and growth pipeline. Following these measures will allow the management to ensure that the training schedule is specific to the company's needs. There is a great need for educational programs to be established to overcome this challenge. Successful educational systems rely on multilayered, sequential practices to lead to greater long-term gains. A balanced strategy ensures the program is directed at the key person and serves the target customer. To get the most out of the investment, combine instruction and practice.

The fourth issue was how quickly they were losing their jobs. They needed to relocate, and so a large number decided to leave. For most people in the company, it is tiring and stressful because they are burdened with plenty of jobs, not the least of them. If an employee turnover rate is high, either the employees are dissatisfied with the business or need new challenges. Perhaps they are tired of working long hours and feel as if they are being underpaid, whether overlooked or believe there are no job or business prospects due to poor organizational culture.

Finally, the majority of administrators are not proficient in teaching. Thus, few are prepared to deal with employees' working hours, expectations, and open communication. Since the management has not engaged in the workers to ensure employee well-being, they have to recognize that there is a tough problem to deal with. Though honesty and direct communication are critical factors in the outcome, creativity often plays a critical role. Learn as much as the management can about the situation and discuss it with others.

Furthermore, let individuals be themselves. At times, feelings of frustration and/injuries are mixed. Fourthly, identify the problem. The managers should first talk one-on-one with their staff to try to learn what has happened. Often, discern the fundamental need. Conflict settlement is not to discover who is right or who is wrong. Directing the attention toward what a person might want, rather than what the management want, is valuable leverage in generating win/win decisions. In order to meet customer demands, it is important to figure out why customers ask for solutions.

Figure 1: Monthly Attrition Report for Employee Turnover

References

Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, (15, Iss. 1), 63-71.

Aliyu, O. A., & Nyadzayo, M. W. (2018). Reducing employee turnover intention: A customer relationship management perspective. Journal of Strategic Marketing, 26(3), 241-257.

Paper Title

Name

Professors Name

School Affiliation

Organizational tasks are considered productive when they are seen to accomplish or meet set targets or surpasses those targets as desired by stakeholders or partners of the organization. Partners are essential to organizations as they are the people who have a direct interest in an organization's progress and have personal stakes in a business venture. These people can either be the population who directly finance a business venture or have various undertakings that help propel an organization to achieving its goals and set objectives. Examples of other people who can make up stakeholders of an organization also include suppliers, customers, and subcontractors.

People in an organization like chief managers and task supervisors are always seen as having to manage many employees throughout the life cycle of a project in an organization. Such responsibilities always mean that they will always have a perplexing occupation controlling all the tasks required to meet the lifecycle of a project. Without them, it can lead to a crashing of the whole project and its outcomes. An example is when suppliers conveying pivotal parts to producing a product in the organization are late. This can put a setback to the already existing plan, which can disorganize the whole production processes of the business or organization.

We can investigate various partners found in an organization and their connections to the undertaking supervisor, like in this scenario.

Top Management Stakeholders

Stakeholders who make up top management in an organization may include division supervisors, chiefs, VPs, and other corporate members of the management panel. Individuals found in this level of the organizational hierarchy are involved in the coordination and advancement of the organization. One advantage of having top management stakeholders in an organization is that they make it easy for an organization to hire the best staff and get all the required materials and assets. Moreover, top management officials can improve other administration undertakings that require expert handling in the organization. However, the downside of having top management stakeholders in an organization is that any breakdown in the top management can have adverse effects on the rest of the staff and the business operations. Some proposals that can help manage top management stakeholders may include; ensuring that the top management positions have accurate data reporting needs and recurrence. Keeping them educated on dangers related to the various tasks of the organization and their potential effects on the business. Finally, developing both inside and outside arrangements on significant reference points must be endorsed by the top administration in all the organization's undertakings.

The Project Team

The project team is comprised of stakeholders who are devoted to undertaking those low maintenance projects that make up part of the larger organization. Project managers or directors are responsible for heading organizational projects while also backing those colleagues working under them to accomplish various organizational errands. Team project managers and directors need to work intimately with the employees to tackle issues better. Such experiences can help one gain much from such a team while also assembling affinity. A good demonstration of one's backing for the task group and every other part of the project team can help such stakeholders get the organization's backing and participation as a whole. Some of the troubles that project managers can run into when handling teams that work under them may include; clashing in personalities that can emerge because of contrasting social values or styles. Disloyalty among employees because of their interests lying somewhere else and beating deadlines because of unmotivated and lazy staff. Therefore, such stakeholders need to have interpersonal aptitudes that can go a long way in improving working relations with other members. Such interpersonal aptitudes may include involving everyone in running any work-related projects, being available to listen to the worries or concerns of all colleagues. Most importantly, ensuring that one completes a task execution audit for every member to gauge their participation and commitment to achieving the project at hand.

The Manger

It is common for supervisors to choose which tasks are to be undertaken first and work with the undertaking chief or manager on such a venture. Keeping one’s administrator educated is vital as it guarantees that you get all the crucial assets to finish a prioritized undertaking. If things turn out badly with an undertaking or a task, having an understanding and focused manager can help allay any fears of such a project failing. Supporting administrators can go a long way in ensuring managers provide the needed backing every time. Therefore, it is crucial for managers to always focus on such things as; often communicating, requesting illumination of projects when feeling hazy about specific procedures, or even finding how certain executions are measurable to achieve organizational success.

Peers

Peers or associates refer to individuals belonging to the same level in associations and who might be working together on an undertaking. Peers always have a personal stake in the performance of the organization. Moreover, peers always have neither the authority duties nor the responsibility for organizational achievements or their failures. For peers, their associations can be hindered by such things as political moving or personality clashes, conflicting guidelines from people like their directors or associate supervisors, and inadequate control over associates.

Customers

Inside Customers

Inside clients refer to those individuals within the organization that are clients with activities that deal with inward demands. Customers always have the right to reject or accept one’s work. Project managers can plan, clear up, and record project decisions and deliverables at the start of the partnership. After the project begins, the project manager must be aware of the client's concerns and problems and keep the client informed. Some hindrances that can arise from handling interior clients may include the absence of information about the association and functional attributes, the absence of clarity on what the client needs, and changes to the venture's scope. Therefore, it is vital to specify such things as system change to customers and clarify all anticipations that might be required to make customers more understanding and composed to such changes.

Outside Customers

When marketing events to outside customers, they are referred to as "outside clients." For Ford Motor Company, for example, the cars will be purchased by outside customers. In addition, if you are working on a project for Ford Motor Company at your company, they will be your outside customer.

Asset Managers

Since undertaking administrators are obtaining assets, asset managers always have different control over their assets. Thus, their relations with individuals are primarily vital. If their relationship is excellent, asset managers might have the capacity to reliably work with the best staff and acquire the best gear for tasks. On the other hand, connections considered not outstanding can mean that managers miss out on great individuals or gears that such a venture might require.

Contractual Workers, Subcontractors, and Suppliers

When organizations don't have the necessary skills or resources in-house, labor is outsourced to foreign staff or subcontractors. This could be a development administration foreman, system advisor, circuit repairman, craftsman, planner, or any other non-representative. Government

Those administrators working in those industries seen as intensely directed situations like in military businesses or pharmaceuticals are required to manage government controllers and divisions. Such can incorporate all or a few levels of governments, including civil, global, and or elected individuals.

References

Di Maddaloni, F., & Davis, K. (2017). The influence of local community stakeholders in megaprojects: Rethinking their inclusiveness to improve project performance. International journal of project management, 35(8), 1537-1556.

Eskerod, P., & Larsen, T. (2018). Advancing project stakeholder analysis by the concept ‘shadows of the context’. International Journal of Project Management, 36(1), 161-169.

Nguyen, T. S., Mohamed, S., & Panuwatwanich, K. (2018). Stakeholder Management in Complex Project: Review of Contemporary Literature. Journal of Engineering, Project & Production Management, 8(2).

Instructors feedback on stakeholders assignment

Points: 21.1/40.0

Instructors Comments: Thank you for your homework. In week 3, you should use spreadsheet found in the assignment description and analyze the following 5 sections: 1. stakeholder attitudes about the identified problem 2. stakeholder attitudes related to previously implemented problem solutions and potential solutions 3. Who are the stakeholders you will seek to act as sponsors 4. Who are the stakeholders that will likely be directly affected by solving the problem? 5. Who are the stakeholders who could pose potential roadblocks to solving the problem? In addition to the excel spreadsheet showing supporting data, you should create a 500-word summary of your findings (preferably an MS Word document, but it is fine if you type it in your spreadsheet). 1. Excel spreadsheet: missing 2. A 500—word summary of findings, addressing above 5 items: Requirements listed above are missing or not clearly addressed (sponsor and roadblock cannot be found in your paper) 3. Sources: included *Recommendation: please create separate titles for each requirement listed in grading rubrics and assignment description to ensure that all of them are included in your paper and for a paper to look better organized. Thank you, Dr. John

Points: 41.6/80.0

Instructors Comments: Thank you for your homework. In week 2, you should: 1. Collect your data and present in MS Excel (you can use different tabs for 3 required charts (items 1 to 3 below) and 1 tab for textual part (items 4 and 5 below). 1. Data Chart or Graph Summarizing Costs of Failure to Address the Problem (it should be expressed in dollar amounts, indicating loses created by your defined problem) 2. Data Chart or Graph Summarizing Results of Previous Attempts to Address the Problem (it should list previous attempts to overcome your identified problem) 3. Data Chart or Graph Summarizing Five Potential Solutions for Addressing the Problem (it should list 5 proposed solutions to address and resolve your identified problem) 4. Excel Spreadsheet Summarizing Collected Data: Excel spreadsheet, including date, source, type (qualitative or quantitative), and summary (1-2 sentences) of findings of collected data, is complete and accurate. 5. Research (Research is supportive of the rationale presented. Sources are distinctive and address all of the issues stated in the assignment criteria.) 6. Visual Appeal (Appropriate and thematic graphic elements are used to make visual connections that contribute to the understanding of concepts, ideas, and relationships. Differences in type size or color are used well and consistently.) 7. Mechanics of Writing (includes spelling, punctuation, grammar, and language use) (The writer is clearly in command of standard, written, academic English.) 8. Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) (Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.) You should create three very specific charts: 1. Cost of failure - expressed in dollar amounts, indicating loses created by your defined problem 2. Previous solutions – it should list previous attempts to overcome your identified problem 3. Five potential solutions to resolve problem - it should list five proposed solutions to address and resolve your identified problem 4. Label your data as quantitative and qualitative Three charts are required. You submitted only one. Even that one is not one that is listed above as required – you presented something other than required information. For one chart, I will give you partial credit. For missing charts, I must assign zero points, based on grading rubrics. Thank you, Dr. John

INSTUCTIONS

For this assignment, you need to use the template I have attached

The biggest effort should be invested in column A. In this column, you should describe Previous Problem Solution and source of that information (something that did not work well and you want to improve it), and Proposed Problem Solution (new solution that should improve the process). In all other columns (B to F) you will enter numbers 1, 3, or 5, depending on your assessment. For example, if quality of old solution was poor, you will enter number 1. If quality of a new solution, in your opinion, is very high, you will enter number 5. Once you update columns B to F for all existing and proposed solution, you will see which solutions have more points than others and you should focus on implementation of these solutions.

You should select the three, typically highest-point solutions, and use for Business Proposal Presentation in Topic 7 and the Final Business Proposal you submit in Topic 8. In addition to the number of points, you should base your selection of the best solutions on: timeline for implementation, costs, benefits, stakeholders needed to implement these solutions, potential roadblocks to your solutions, and success criteria.

The purpose of this assignment is to review the root causes of the problem and all of the previously tried and new solutions you researched to address the problem. From that information, potential solutions should be ranked based upon how well they meet the needs of the business and address the identified problem. Once this process is completed, the best solution for solving the problem within your organization can be selected.

Complete the "Problem Solutions Matrix" spreadsheet using data and information you collected through research and completion of the Stakeholder Analysis in Topics 2 and 3. Select the top three solutions for addressing the problem within your organization. Be sure to consider the "Solutions Score" column number when selecting the top three solutions. Additionally, you must also consider the timeline for implementation, costs and benefits to key stakeholders and the greater good, potential roadblocks to implementation, and how you will measure and validate whether or not a solution is successful in addressing the problem. All of this must be considered prior to selecting your final solution.