Organizational Retention

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Proposal for an Organizational Retention and Motivation Action Plan

A frequent issue that organizations suffer from in current workplace environments is retaining employees and determining effective ways to motivate employees. For this assignment, you will act as a consultant that was hired by organization ABC (of your choice). As a consultant who retains an extensive background in Organizational Behavior, you have been tasked by the contracting organization to develop a proposal for an organizational retention and motivation action plan due to the high attrition rates and declining motivation currently occurring at the organization.

  • Your proposal is required to be submitted as a 10-14 page Word document, APA format is required. Title page and reference page are not counted in the 10-14 page count requirement.
  • You may select any organization to focus your proposal of an organizational retention and motivation action plan.
  • Please be certain to address the following;
    • Organizational behavior issues that impact retention
    • Organizational behavior issues that impact motivation
    • Detailed suggestions to overcome high attrition
    • Detailed suggestions to overcome low motivation
    • Identification of how beliefs, attitudes, and perceptions will impact this plan overall
    • Identification of how personalities, neuroscience, diversity, gender, generational impact, and corporate culture will impact this plan overall
    • How the plan will be communicated within organization
    • Detailed suggestions on how to implement change, such as implementing the proposed organizational retention and motivation action plan

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Explanation & Answer

Hello, attached is the complete work

Running Head: ORGANIZATIONAL RETENTION

Organizational Retention
Student Name:
Institutional Affiliation:

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ORGANIZATIONAL RETENTION

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Organizational Retention.
Over the recent past, most organizations have been faced by the employee retention
challenges due to the constant competition that companies face from each other concerning
employee poaching. In the contemporary world, employees are always motivated highly by the
financial packages that are offered by a company, and the other crucial factor that can result in
their retention is the work environment. Organizations are in a constant struggle to outdo each
other be it in the poaching of the best employees in the market or the retention of your already
available best employees. Human Resource professionals have been faced by this dilemma over
the years now. According to Osibanjo et al. (2014) employee retention is an organizational
objective to keep hold of their workers and decrease turnover through several ways like the
offering competitive salaries and rewards, thanking and displaying appreciation to employees
and cultivating a positive work-life balance. This essay proposes an organizational employee
retention plan and motivation strategies to Unilever International to help curb the attrition levels
and low employee motivation in the company at the moment.
Organizational behavior issues that impact retention
The first major organizational factor that determines retention ability of a company is the
organizational pay structure and reward strategies. Financial motivation is the primary goal that
every employee works for an organization and the pay structure and rewards plans that a
company applies influence much if an employee stays in the organization or will seek a new
challenge elsewhere.
Secondly, the company has to uphold a socialization culture among its employees.
Significant turnover levels most commonly occur among the newly hired workers. To curb this,

ORGANIZATIONAL RETENTION

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the organization has to promote better induction and orientation programs strategically. Such
strategies can aid freshly employed workers to integrate and embed well in the organization
making it more likely for them to stay in the company for an extended period.
Also, the company has to offer training and development to its employees. According to
Aguenza and Som (2018), employee training and development boosts employee satisfaction
levels towards the company. Lack of training and development may tempt employees to leave
the company in search of new organizations which offer training and development to their
employees. If an organization trains its employees they will feel gratified and valued hence will
feel the urge to stay in the company for a more extended period.
Lastly, the company has to initiate employee engagement programs. Engaging employees
by taking into consideration their opinions, concerns, and contributions help make employees
satisfied with their jobs which impacts positively on the retention of workers. It also helps
employs to develop a strong bond towards the company because they’ll be feeling valued in the
organization. Deery and Jago (2015) argue that fully engaged workers are five times more likely
to stay in the organization compared to the less engaged counterparts.
Organizational behavior issues that impact motivation
The first organizational behavior that is proposed for the company to adopt is setting
clear expectations and requirements. Any company that does not set clear objectives and goals to
achieve or is inconsistent in response risks establishing a low morale work environment.
Employees always need specific targets, and it motivates them when they realize the set-out
goals or objectives. If a superv...


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