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OL 501 Module Six Journal
The Benedictine Monastery of Admont business STIA is the monastery’s largest business
in terms of revenue. It employs 330 full-time employees, and its main markets are wooden
panels and floorboards. After examining the businesses information and forming a strategy of
increasing revenue by expanding into an internet business to increase sales in neighboring
countries Sweden and Switzerland there will need to be some changes in their human resources.
Admonter will implement two major endeavors. One will be retaining the experienced and loyal
employees they have now and the second is attracting employees to work for Admonter
specifically on their webpage and web marketing and increased production.
The change to using the internet will be a huge shift for the monastery as the have not
taken this risk before and sold the last company rather than expanding (Sternad, 2016, p. 2). This
may worry the employees and cause them to question their employment. The best way to
alleviate anxiousness is for the company to be transparent, sharing information and being open to
hearing from employees. Also, Admonter can take actions to acknowledge and appreciate their
employees' contribution (Garner, 2017). There are other things they can do to assure that they
retain their best employees. These can be putting employees in training or offer educational
reimbursements to prepare for increased work. With an increase in work Admonter may need to
hire new entry level workers and seasoned workers may be promoted or receive more
responsibility. This had been seen to add motivation to stay at an employer (Pride, Chapter 10).
The next thing that needs to be done is to attract new employees that will help with their
expansion. One of the things they can start with is enlist the help of workers posting about the
positive experience that they have had working at Admonter on their social media accounts.
Also, since this is a big shift for Admonter they could create vignettes on these new positions and
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why they are needed. This type of campaign has been very successful with attracting the
millennial work force (Burns 2020). Another attraction method is to really highlight the work
Admonter has done to create a green manufacturing environment. They could also highlight the
corporate responsibility and philanthropic endeavors. Almost 80 percent of young Millennials
say they “would be more motivated and committed at work if they felt their employer made a
positive impact on society.” Showing employees how their work adds value and has an impact is
a great way to keep employees engaged and motivated (Pride, 2018, Ch 9).
Being able to retain the great quality workers that have been so loyal will allow
Admonter to focus on the pivot to sell outside their comfort zone. Being able to attract new
employees that will come with skills that may not be available to them now will make the
biggest difference in this new strategy. Being able to do both will set the company up for success
as well make for a great employee environment.
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References
Burns, S. (2020, August 15). How To Attract Candidates To Hard-To-Fill Positions. Forbes.
https://www.forbes.com/sites/stephanieburns/2020/08/15/how-to-attract-candidates-to-
hard-to-fill-positions/?sh=3bcaf2025a1c.
Gardner, B. (2017, January 6). Council Post: Nine Strategies For Better Retention During A
Restructure. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2017/01/06/nine-
strategies-for-better-retention-during-a-restructure/?sh=264c570c5b0e.
Pride, W., Hughes, R. and Kapoor, J. Foundations of Business, (6
th
ed). Cengage Learning.
2018.
Sternad, D. (2016). Long-Term Orientation in the Benedictine Monastery of Admont. Richard
Ivey School of Business Foundation.

Unformatted Attachment Preview

OL 501 Module Six Journal The Benedictine Monastery of Admont business STIA is the monastery’s largest business in terms of revenue. It employs 330 full-time employees, and its main markets are wooden panels and floorboards. After examining the businesses information and forming a strategy of increasing revenue by expanding into an internet business to increase sales in neighboring countries Sweden and Switzerland there will need to be some changes in their human resources. Admonter will implement two major endeavors. One will be retaining the experienced and loyal employees they have now and the second is attracting employees to work for Admonter specifically on their webpage and web marketing and increased production. The change to using the internet will be a huge shift for the monastery as the have not taken this risk before and sold the last company rather than expanding (Sternad, 2016, p. 2). This may worry the employees and cause them to question their employment. The best way to alleviate anxiousness is for the company to be transparent, sharing information and being open to hearing from employees. Also, Admonter can take actions to acknowledge and appreciate their employees' contribution (Garner, 2017). There are other things they can do to assure that they retain their best employees. These can be putting employees in training or offer educational reimbursements to prepare for increased work. With an increase in work Admonter may need to hire new entry level workers and seasoned workers may be promoted or receive more responsibility. This had been seen to add motivation to stay at an employer (Pride, Chapter 10). The next thing that needs to be done is to attract new employees that will help with their expansion. One of the things they can start with is enlist the help of workers posting about the positive experience that they have had working at Admonter on their social media accounts. Also, since this is a big shift for Admonter they could create vignettes on these new positions and why they are needed. This type of campaign has been very successful with attracting the millennial work force (Burns 2020). Another attraction method is to really highlight the work Admonter has done to create a green manufacturing environment. They could also highlight the corporate responsibility and philanthropic endeavors. Almost 80 percent of young Millennials say they “would be more motivated and committed at work if they felt their employer made a positive impact on society.” Showing employees how their work adds value and has an impact is a great way to keep employees engaged and motivated (Pride, 2018, Ch 9). Being able to retain the great quality workers that have been so loyal will allow Admonter to focus on the pivot to sell outside their comfort zone. Being able to attract new employees that will come with skills that may not be available to them now will make the biggest difference in this new strategy. Being able to do both will set the company up for success as well make for a great employee environment. References Burns, S. (2020, August 15). How To Attract Candidates To Hard-To-Fill Positions. Forbes. https://www.forbes.com/sites/stephanieburns/2020/08/15/how-to-attract-candidates-tohard-to-fill-positions/?sh=3bcaf2025a1c. Gardner, B. (2017, January 6). Council Post: Nine Strategies For Better Retention During A Restructure. Forbes. https://www.forbes.com/sites/forbescoachescouncil/2017/01/06/ninestrategies-for-better-retention-during-a-restructure/?sh=264c570c5b0e. Pride, W., Hughes, R. and Kapoor, J. Foundations of Business, (6th ed). Cengage Learning. 2018. Sternad, D. (2016). Long-Term Orientation in the Benedictine Monastery of Admont. Richard Ivey School of Business Foundation. Name: Description: ...
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