implementation strategies, management question

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It is a group assignment and please read the Requirement of this assignment i uploaded then do the B. Implementation Strategies in part III (Using material from the course textbook, make recommendations about how this situation could be improved)

I'll also provide the work of my group members, just add my part in this document. This part should be about 250 words.

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EMPLOYEE TURNOVER A Study of a Seasonal Ice Cream Shop Ahmed Alali Yousef Alfaraj Fatimah Alfarid Kylie Bos Tanner MacKay Yidan Tang Group 2 1 I. Describe an organizational situation in which problems were encountered. A. Situational Description A small-town ice cream shop often employs local teens looking for summer work and flexible schedules. This was very much the case with Tasty Treat, a small shop in northern Michigan. Employing high-school age kids created many difficulties for the owner and managers. Teens saw this type of seasonal work as a temporary job to make some easy money over the summer, and often times did not view it as a serious job. This mindset can cause them to be a less than favorable employee and can also lead to high employee turnover. It was not uncommon for some of these young employees to repetitively show up late for work or call in last minute unable to show up for their shift. This resulted in a frantic phone calling frenzy of managers trying to find someone else willing to come in or simply operating shortstaffed for the shift. Managers also struggled with a lack of motivation during the day. Some uncommitted employees may work hard during busy times to serve the customers but became very sluggish when the lines were gone and the mess and side chores remained. Clearly, serving the employees is a very important part of the job, but the restocking and cleaning was very important to the business as well. If employees did not do a thorough job stocking throughout the day they would run out of items during rush times and cause longer wait time for customers and the atmosphere would become very hurried and tense. Employees would blame each other for this situation and workplace drama would result. Group 2 The poor habits of some employees made the employees that worked hard feel over-worked and frustrated. These feelings led good employees to quit and left Tasty Treat scrambling for new help. For this reason it is imperative for managers to find a way to retain their employees. B. Impact on Organizational Performance In the small-town ice cream shop, it was previously noted that it was common for people to show up late or completely not show up at all. This is a very common act for employers who hire season work along with high-school age kids. Having a high turnover rate can be hurt hurtful to small business, such as Tasty Treat. When employees began showing up late to work it made it very hard for the shift to operate. This meant that someone from another department or job had to either do their job and another job as well or they had to completely drop the job they were doing because the other one was more important. When a cashier doesn’t show up, then the Tasty Treat began to fall behind. The individuals who prepared the desserts and ice cream cones were then in charge of operating the front window as well. This made for long waiting lines and very unhappy customers. When employees do not show up at all it begins to hurt the company immediately whether it is noticeable or not. In the ice cream kitchen, the dishes pile up quick. With dirty dishes in the sink and not one clean one in the cabinet, someone must take time away from scooping cones and wash dishes. This also makes for unhappy customers because they have to wait for a long time. Part time workers are often less driven throughout the work day too. This also generates a big problem. Part time employees often feel as if they are useless on the job or less important. 2 Group 2 3 When someone loses work ethic it becomes very contagious to those around them. Working with no motivation will cause costumers to become irritated and take their business elsewhere. In the end, it is very important to have dedicated and hardworking employees. Without them it is very easy for a company to be run into the dirt and have to close their doors. These are all effects of what can happen if employees become lackadaisical. II. Diagnose this situation in terms of organizational behavior (OB) concepts. A. Identification of Problems B. Assessment of Problem Causation In modern competitive business world it is common to here managers complaining about their experienced employees leaving or quitting their position in the company for another company. This paragraph examines the reason why employees quit in an ice cream shop. Most of reasons given by company managers blame turnover cost but according to research many of the employees leave their bossy managers. Sometime the managers are very bossy and keep harassing their employees and this is greatest cause of them quitting as suggested by Cascio, W.F (2006). In addition, most of the employees in ice cream shops complains of being overworked. Overworking the employees who are willing to over their services is another reason why best workers are quitting their best position. If you overwork employees they tend to think they are being punished for great performance. According to human resource experts in Stanford Allen, D.G (2008) overworking workers is also major source of counterproductive. In the report it was Group 2 4 noted that productivity per hour declines sharply when worksheet in the ice cream shop exceeded beyond fifty hours. It should be employee’s choice to work on weekends. Though according to employee experts Leigh Branham that claim shop attendants do not quit due to bossy managers, it was noted that lack of confidence to shop manager makes more people to leave work. Other cause of employees leaving the ice cream shop was poor working wage. Though most states has minimum working wage, most of the services offered in these shops needs higher rewards. It was noted that most of coffee shop workers are hired from colleges and works in shifts in order for them to cover up with class work. Most managers takes advantages of these students and pays them poor working wage. Moreover, the company fails to engage with creative workers or challenge their intellectual capability. It is important to note that most of the workers are seeking to improve on everything they touch. In this case therefore if a manager in the shop fails to recognize this fact and take away their ability to change and improve on things they end up quitting such opportunities. Great managers challenges their employees to accomplish things seems inconceivable and set small and manageable goals that help them grow intellectually. If you fail to communicate the company goals the employee may end quitting. The ability to engage and retain the experienced ice cream shop attendant is a critical skill a manager should have. The solution to ensuring an ice cream shop retains its workers is to reward them well and help them grow their careers. Also have better communication to them on what to do since this is like service job. Group 2 5 The importance thing to note in the discussion is to know how ice cream shops should can communicate in order to achieve common goals. In addition you will understand the importance of finding and hiring the right employees to fill the right positions in the shops. The company should invest in coaching and feedback as critical to engagement and retention which form mutual relationship with its workers. Managers are required to recognize the hard working employees for promotion and this encourage more workers to continue working. The most important thing managers should be aware is that employee starts leaving when they realize that their fundamental needs are meant like trust, sense of worth, hope and feel they are competent. III. Recommendations about how this situation could be improved. A. Recommendations/Expected Improvements It is often important for a company or business to ensure that all its workers are offered competitive packages, have the right working environment, and are treated equally. Based on the problems highlighted, here are the solutions. Mangers who are bossy and keep harassing their employees have to change the way they treat their employees. More often, harassment and bossing workers in the workplace tends to enhance poor performance, poor morale and poor relations with the employees. Workers at the ice cream shop were leaving because they were not fairly treated by their managers (Kelliher and Anderson 81). Therefore, to eliminate this, managers should know that the workers are equally important as them, and that mistreating them only affects the productivity of the business (Kelliher and Anderson 81). They have to be flexible and keep in Group 2 6 mind that their employees spend most of their times at work and they need to be respectfully and equally treated. According to Morgan in her article, Dr. Milan Balakrishnanhey, bossy bosses are “self-centered, lack empathy, and have an exaggerated sense of self-importance.” She stated that employees must not be emotional. They have to be logical especially when they speak with their mangers because bossy people become more aroused when they feel that there are negative emotions throw out on them (Morgan). Therefore, both mangers and employees must learn how to deal with each other because all of them work on the same atmosphere and for same reason. Some mangers worked too much especially on the weekend. All employees have their personal time and not all of them have the ability to overwork. One article has a great recommendation that could help managers balance their employees’ work and personal life. It stated that mangers need to allow their employees to work flexible hours and remotely (Schawbel). So, if there is a job that can be done outside the company, employees can take it to their homes and finish it and then turn it in on the next business day. By doing so, employees will not have to stay long in the company or work overtime, or even come late to work. Being overworked, coupled with poor wages often kill the moral of the workers in any given business. According to Kelliher and Anderson, the ability of the workers to choose their most appropriate working time tends to have a positive effect on their performance and productivity (83). Therefore, to create a good relationship between the worker and the employee, the ice cream shop management should review its packages, and pay extra for extra work. This is one way of motivating the workers and treating them as the law requires. In that way, no worker may think of filing a lawsuit against the company for unfair treatment and payment. Moreover, Group 2 7 prolonged working time has been identified to have negative short-run effects and adverse health impacts, such as heart attacks, stroke, and depression (International Labor Organization). Therefore, the working conditions should be made flexible for the workers such that they can have enough rest necessary. In addition, good wages are an attraction for top workers with experience. They will always work for companies with better wages based on their experience and skills (ILO). Another problem that leads employees to leave their job is lack of confidence between mangers and their employees. The best solution for this problem is to build trust between mangers and employees. Trust is very important in every relationship especially in the workplace (Martin). When employees feel that their mangers trust them, they will be less likely to leave their work (Martin). Mangers also have to check on their employees between time to time, so employees think that their mangers care about them (Martin). Mangers have to listen to their employees’ feedback, ask them if they have any complain with their work or with other coworkers. If mangers have time to set and talk to their employees, the chance that mangers have to get their employees trust will be increased significantly. There are solutions for some companies that fail to engage with creative workers. One solution is that managers have to set high standards and have the ability to create challenges between employees (Martin). By doing so, managers will see high performances and their employees will appreciate that for them, and the good ones will be less likely to leave the company (Martin). Another solution stated by Martin is that managers have to fire the bad apples because bad employees will have negative impacts and they will created a negative work environment that may badly affect the good ones and make them look for another company. Therefore, before Group 2 8 hiring anyone, managers who be careful and choose the competent employees because each one they hire will have either positive or negative influences on the company. Mangers are responsible for creating the challenge between their employees (Maylett). They have to know their employees very well and then encourage their employees to find engagement in ways that are unique for them (Maylett). To avoid the high rate of turnover in the ice cream shop, there are different strategies that employees must know. They have to know the reasons that make their employees leave and do their best to avoid such problems in the future. They have to provide a training program to make sure that all employees understand the goals of their managers (Yazinski). They have to communicate and build trust with their employees to let them know that their mangers care about them. Managers have to provide coaching and feedback to make sure that employees meet all the expectations (Yazinski). Because most employees in the Tasty Treat are high school and college students, managers have to make them feel valued. A company that wants the performance of its workers to improve and productivity to rise will ensure that the workplaces are made safer. The workplace should incorporate practices that reduce stress-based ill health, which may be as a result of long working hours, bullying, or working in environments with poor quality. By doing so, accidents will be reduced in the premises of the business (ILO). To reduce the staff turnover, the business can rely on trade unions, which will negotiate in lieu of the workers in a bid to find solutions that help the business to meet its needs (Kelliher and Anderson, 82). This initiative will also ensure that the workers have a fair treatment and Group 2 9 supporting them in the event they feel unhappy at work. In essence, trade unions help improve staff retention by ensuring that their needs are met and that they get fair treatment (Walters 43). B. Implementation Strategies: Group 2 10 Work Cited Allen, D.G (2008) retaining Talent. Retrieved from www.shrm.org/about/foundatin/research .pdf Cascio, W.F (2006). Managing Human resources : productivity. Quality of work life, profits (7th ed) International Labour Organization. Can better working conditions improve the performance of SMEs? An International Literature Review, ILO. Web. http://www.ilo.org/wcmsp5/groups/public/---ed_emp/--emp_ent/documents/publication/wcms_227760.pdf Kelliher, Clare, and Deirdre Anderson. “Doing More with Less. Flexible Working Practices and the Intensification of Work”, Human Relations, 2010, 63.1, pp.83–106. Martin, Ellie. "15 Tips for Keeping Your Best Employees." Tech. 7 Oct. 2015. Web. 25 July 2016. Maylett, Tracy. "As a Manager, Here Is How to Keep Employees Engaged." Entrepreneur. 9 June 2015. Web. 23 June 2016. Morgan, Carol. "What To Do If You Have A Bossy Boss." Lifehack. Web. 26 July 2016. Schawbel, Dan. "5 Ways to Make Your Employees Happier and More Productive." Entrepreneur. 24 July 2016. Web. 29 June 2015. Walters, Jack. Positive Management: Increasing Employee Productivity. New York, NY: Business Expert Press, 2010. pp. 43-45. Yazinski, Sarah K. "Strategies for Retaining Employees and Minimizing Turnover." HR.BLR. 3 Aug. 2009. Web. 25 July 2016. Written Assignment: Practical Problems in Organizations What follows is the outline to be used in grading this paper. Many organizations and organizational members experience difficulties or problems in applying basic organizational behavior principles effectively to organizational circumstances. For example: team members may have difficulty getting along with one another or in performing effectively. Managers may perceive their employees as difficult to motivate or unconcerned about performance. Organizational inefficiencies may result from impaired communication in organizations. All of us have, throughout our working lives, experienced these sorts of problems from time to time. What you will be asked to do in this paper is to describe one such organizational situation and apply your new OB knowledge to that problem. You are asked to: I. Describe an organizational situation in which problems were encountered. You should focus on a situation which involves one or more of the following OB variables: motivation, communication, teamwork and group process. Describe the experience in some detail and explain how this affected organizational performance (30 points) A. Situational Description: B. Impact on Organizational Performance: 20 points 10 points II. Diagnose this situation in terms of organizational behavior (OB) concepts. What was done wrong in the situation? Why did the firm or the employees experience negative outcomes? Use material from your text AND FROM OTHER SOURCES to guide your analysis. Provide examples to support your analysis. Use a minimum of at least four sources in addition to your text. (30 points) A. Identification of Problems: B. Assessment of Problem Causation: 15 points 15 points III. Using material from the course textbook, make recommendations about how this situation could be improved. Be as specific as possible, indicating why you made your recommendations and what improvements in performance you expect to see as a result of your suggested actions. Explain how you would implement your recommendations and overcome potential resistance to your recommendations. (40 points) A. Recommendations/Expected Improvements: B. Implementation Strategies: 25 points 15 points
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Explanation & Answer

HERE IS THE INSERTION Requested:

EMPLOYEE TURNOVER
A Study of a Seasonal Ice Cream Shop

Ahmed Alali
Yousef Alfaraj
Fatimah Alfarid
Kylie Bos
Tanner MacKay
Yidan Tang

Group 2

1

I. Describe an organizational situation in which problems were encountered.
A. Situational Description
A small-town ice cream shop often employs local teens looking for summer work and flexible
schedules. This was very much the case with Tasty Treat, a small shop in northern Michigan.
Employing high-school age kids created many difficulties for the owner and managers. Teens
saw this type of seasonal work as a temporary job to make some easy money over the summer,
and often times did not view it as a serious job. This mindset can cause them to be a less than
favorable employee and can also lead to high employee turnover.
It was not uncommon for some of these young employees to repetitively show up late for work
or call in last minute unable to show up for their shift. This resulted in a frantic phone calling
frenzy of managers trying to find someone else willing to come in or simply operating shortstaffed for the shift.
Managers also struggled with a lack of motivation during the day. Some uncommitted
employees may work hard during busy times to serve the customers but became very sluggish
when the lines were gone and the mess and side chores remained. Clearly, serving the
employees is a very important part of the job, but the restocking and cleaning was very
important to the business as well. If employees did not do a thorough job stocking throughout
the day they would run out of items during rush times and cause longer wait time for
customers and the atmosphere would become very hurried and tense. Employees would blame
each other for this situation and workplace drama would result.

Group 2

The poor habits of some employees made the employees that worked hard feel over-worked
and frustrated. These feelings led good employees to quit and left Tasty Treat scrambling for
new help. For this reason it is imperative for managers to find a way to retain their employees.
B. Impact on Organizational Performance
In the small-town ice cream shop, it was previously noted that it was common for people to
show up late or completely not show up at all. This is a very common act for employers who
hire season work along with high-school age kids. Having a high turnover rate can be hurt
hurtful to small business, such as Tasty Treat.
When employees began showing up late to work it made it very hard for the shift to operate.
This meant that someone from another department or job had to either do their job and
another job as well or they had to completely drop the job they were doing because the other
one was more important. When a cashier doesn’t show up, then the Tasty Treat began to fall
behind. The individuals who prepared the desserts and ice cream cones were then in charge of
operating the front window as well. This made for long waiting lines and very unhappy
customers. When employees do not show up at all it begins to hurt the company immediately
whether it is noticeable or not. In the ice cream kitchen, the dishes pile up quick. With dirty
dishes in the sink and not one clean one in the cabinet, someone must take time away from
scooping cones and wash dishes. This also makes for unhappy customers because they have to
wait for a long time.
Part time workers are often less driven throughout the work day too. This also generates a big
problem. Part time employees often feel as if they are useless on the job or less important.

2

Group 2

3

When someone...


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