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Case study employee relations
Case study on employee relations
Case study on employee relations
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The second implication for the Boston Market was unable to retain skillful employee, lost of key employees, lost of skills and knowledge, turnover cost. The implication is the observation that comes out from Sash, AJ and April. These three people are very talented in their jobs. They are fast learner, very energetic in their work, and have a positive thinking. Boston Market needs to retain their talented employee in order to keep the important source of competitive advantage from others competitor. Therefore, employers must take good care of their employee in order to retain the employee and give them trust and loyalty because it is the foundation of relationships in the organization to achieve the organization’s goal (Aguenza & Som, 2012). …show more content…
Without a high passionate employee, the Boston Market could not stay longer. However, April said that she is studying in college right now because she think that working in the Boston Market are lack of opportunity for her to get a promotion. In order to keep April retain at the organization, Racheal want to give an offer to April to be a General Manager at the South Florida because of her be talent in managing the restaurant. Apart from that, Racheal gives her son 10,000$ for her son’s college education. April also have been given a 20,000$ student allowance to further her study and after that continue back to work with Boston Market after getting her degree. Boston Market should give more reward to their employees in return of their contribution and performance. Thus, Boston Market should incorporate a reward based performance into their organization if they wish to retain their employees. By doing this approach will motivate the employees to perform and contribute better (Lee, Singram & Felix, 2015). Silbert (2005) stated that the reward is very important because it make employees to feel that they are appreciated by their organization. When employees know that they are appreciated by the organization, they will feel happy and will contribute more and perform better. That’s why, an effective reward system can lead to employee retention (Lee, Singram & Felix,
The practice of colonialism by several nations led to the possession and exploitation of weaker countries. It resulted in the strengthening of the mother country and oppression of the indigenous people of the colonies (Nowell, 2013). Colonial cities were deliberately developed within colonial societies in order to centralize political and economic control. Essentially, colonial cities facilitated the consolidation and exportation of wealth to the dominating nation (The Editors of the Encyclopædia Britannica, 2014).
A company that can minimize employee turnover, which in turn keeps training and development for basic operating procedures to a minimum, which allows for employee’s to improve, hone and become effective in their production process. This in turns allow for the managers to be more effective in their responsibilities. The article refers to the fact that retailers know that keeping turnover low will reduce overhead costs in the long run. It will become more beneficial if all companies looked at their employee’s like Costco as the company’s most important asset (Costco,
In order to continue to thrive and compete at its highest level and potential, we decided to put a total rewards program in place. Rewards programs will help engage employees and bring out their competitive spirit. If employees continue to receive rewards for their hard work, they will continue to work harder. This rewards program will also build the level of trust between the employees and managers. When employees receive rewards for their hard work, they feel valued at the company that employs them. When they feel valued at work, then their morale is at a high level. The sales associates that have a high level of morality often get more sales. These increased sales are the foundation of the success of the company. This not only will give us a competitive edge, but it will also create a pleasant work environment. A total rewards programs will help benefit both the company and the staff ("About T-Mobile Usa, Inc.",
One of main concept is about utilizing motivation. Whole Food Market, Inc. knows well about how to motivate their employees and make them be productive. It is not just simply provide gain sharing program and different rewards, but takes care of every employee to let them feel that they are giving same opportunities and are treating equally. For example, the CEO of Whole Foods, John Mackey claims that he desired to create a “positive, productive, and enjoyable work environment.” With that being said, the company really focuses on employees’ satisfaction of working in whole Foods. This could be really essential because only when employees are happy with their work, they would like to produce more, and with that motivation of working more, it will bring the company much more profits. Besides that, Whole Foods follows the mission of interdependence, which means all the employees are encouraged to believe and help each other as well as rely on each other. Instead of one employee “controls” or “demands” another employee, they are giving more power to do what they need to get done and they are given fully recognition, because the company believe every employee is valuable and should be given the same opportunity to accomplish the working task. Given employees recognition also apply to Herzberg’ two-factor concept, which says the recognition for workers can motivate them to be productive because they know they are worthy to finish their jobs, and their achievements are noticed by the company. Meanwhile, Whole Food Company also provides incentive program and rewards for all the employees. Each of stores will receive a comparative data on how other teams perform in their job, and it will come out as a finical report so that the entire employee can see. This action will highly improve employee’s motivations, because when there is competition and rewards, people usually want
The company motivates employees by providing “reward” and “engagement”. Reward is evaluating the employees properly and giving reasonable salary, and are divided into three parts:
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
The Total Rewards Compensation Program takes a wide-ranging, all-encompassing approach to the employee rewards program. The Total Rewards Compensation Program goes beyond the traditional packages we have seen in the past that concentrated predominately on benefits and pay. The Total Rewards Compensation Program considers all the rewards available in the workplace, including opportunities for learning and development, and a quality work environment; these rewards are a high priority for technical workers (Rumpel et al 2006). Research has shown the Total reward program offers an opportunity to tap the unrealized potential of an organization. Successfully managed rewards will ease the critical pull (recruiting), retention (turn-over) and motivation challenges faced by high-technology firms (Rumpel et al, 2006).
Reward Based Programs Reward based programs within an organization has become a priority not only for both managers and human resource specialists. In fact, organizations that create and offer reward based programs often find employee moral higher which results in higher productivity and engagement. The purpose of a reward program is to identify the staff members who have excelled in specific areas of the company and encourage all employees to also excel in their specific responsibilities. Furthermore, by offering a reward based program, organizations will additionally retain employees for longer periods of time which increases productivity and lowers overhead costs associated with training and hiring new candidates. To create a rewards based program, HR departments should first create an effective system to measure and evaluate employee performance.
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic
Incentive reward engagement offers a win-win situation for the employees and the company. Kelleher believes that incentive is a form of recognition and builds engagement through company’s and employee’s obligations towards a common goal (2014). The company has a “Growth Incentive Scheme” for the production workers. Special monetary incentives are provided should the workers achieve the monthly output target. Through the rewards, employees feel motivated towards their work and thus, contribute towards the company’s
For many important and well known companies its people are most important asset. For McDonald’s this applies as well. Employees who demonstrate positive attitudes and ability of commitment strive to be number one in customer satisfaction. For this same reason, McDonalds’s restaurants focus on attracting and hiring the best and at the same time provide the best place to work. Unfortunately McDonald’as well as other companies have to experience staff turnover. Many of these reasons consist of changing careers, going back to school, leaving the area, and even new opportunities they are offered. Although, it can be very expensive to recruit and train staff to reduce turnover, McDonald’ reinforces these steps and makes sure they choose wisely and also treat their staff well. McDonald’ needs and looks for people who want to exceed and deliver great customer satisfaction service. In order for them to make sure they select the best, they must identify quality skills, and or behaviors that applicants must demonstrate in order to be hired and be part of McDonald’s family. Every position or job description has an outline of the regular duties and or responsibilities McDonald’ want their employees to follow. McDonald’ also has a person specification where personal skills and competences can be defined of each applicant.
In the past 20 years, the technology has been improving as well as the behavior of human. Another change that has been significant enough in the workforce is the generation. Since the baby boomers is reaching the retirement ages, the workforce changes its face. During the change of the pace there are many issues regarding the younger generation. Though, the unprepared new labor force brings another issues to the most company. As the new age begin, the company is struggling with the high demand of spending and low output level from the employees. This event challenges the human resource management on the search of potential employees. The consideration breed the pros and cons whether to keep, train and improve or recruit and change the force. The essay will provides the thorough exploration to oversee the positives of developing dedication of the employees. The method will be used are research and case discussion. The objective of the written report is to provide an insight of the importance of loyalty from the employees.
In large organisation, competition is not only in the market for goods and services but also for the quality of employees. As such, a large organization can only become attractive to the most skilled and high quality workers if it has an effective compensation and benefit plan. The key purpose of an effective compensation and benefit system is to provide employees with the right rewards for their work and right behavior in the workplace. Typically, organizational success is determined by the quality of employees an organization has. In turn, the organization can only attract such quality workers and maintain them through effective compensation and benefit
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
This study examines the performance management and reward strategy used in Unilever to retain and motivate their employees for a long term. Both intrinsic and extrinsic rewards are given to employees to make them loyal and to utilize their skills to further improve the performance of Unilever. Almost all the factors of reward strategies and performance management are discussed and evaluated accordingly. Performance of the employees might be get affected if the rewards are not given to employees, so to motivate them furthermore the Maslow Hierarchy of need theory is also recommended to Unilever to make their employees loyal.