Action Research Project

User Generated

rjnyqfba

Business Finance

Description

You have been hired as a consultant (to your current organization, previous organization, or a fictional organization). Describe and analyze a human resource/organizational problem(s) and recommend an organizational development strategy (ies). Provide a rationale as to why you think this approach will help. This will require a practitioner analysis of the organizational problem of interest and an academic literature review of similar organizational problems and organizational development strategy (ies) that you believe will be most beneficial in solving the problem. Also, provide an evaluation plan for the proposed intervention(s).

The plan should have the following headings:

  • Problem Identification
    • Description of the organization
    • Context of the problem:
      • How do you know it’s a problem?
      • Specifically what is the problem (select from list below)?
        • Turnover
        • Job Satisfaction
        • Diversity
        • Performance Appraisals
        • Downsizing
        • Training & Development
  • Needs Assessment and Diagnosis
    • Data collection
    • Data analysis
  • Proposed Organization Development Interventions/Strategy(ies)
    • Required resources
    • Timeline
    • Anticipated resistance
    • Potential benefit(s), i.e. cost savings
  • Suggested Evaluation Approach
  • Summary/Conclusions

This final assignment should be 8 to 10 pages in length (not including the title and reference pages). You must use at least five scholarly sources and format your paper according to APA style guidelines as outlined in the Ashford Writing Center.

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Explanation & Answer

Attached.

Running head: HIGH EMPLOYEE TURNOVER

High Employee Turnover
Institutional Affiliation
Date

1

HIGH EMPLOYEE TURNOVER

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Introduction
Organizations are always faced with different issues that highly require them to change
now and then. Under such circumstances, the management sometimes is in the position to come
up with solutions to these issues and implement them successfully. However, it is worth noting
that many are times when the management is not able to maintain a good flow of work activities
in the business, and the general performance ends up declining. When it comes to this point, it
becomes of great significance to call upon internal or external organizational development
consultants to examine the issues affecting the business, design solutions as well as
implementing them. In this paper, everything is organized in a manner that it addresses a high
employee turnover, recommends organizational development strategies, and offers a rationale
why the approach is of help as well as covering other things that revolve around this area.
Problem Identification
Sometimes back, I worked for Wal-Mart Company. It is an American multinational retail
corporation well-known for operating a chain of hypermarkets, grocery stores as well as discount
department stores. The organization was formed in the year 1962 by Sam Walton, and it was
officially incorporated in 1969. The company is recognized as the largest in the world by revenue
which is reported to be approximately US$486 billion, and this is according to the Fortune
Global 500 list in the year 2017. There have been mixed results reflecting upon the investments
of Wal-Mart outside North America. For instance, the company has seen a lot of success in the
United Kingdom, South America as well as in China. However, there have been a lot of struggles
as the company tries to establish itself in areas such as Germany and South Korea (Fishman,
2006). Therefore, just like any other organization, Wal-Mart has got some areas that ought to be

HIGH EMPLOYEE TURNOVER

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highly considered and fixed to allow smooth operation failure to which it can be very
detrimental.
At Wal-Mart Company, high employee turnover is a clear indicator of a problem that
needs to be addressed. Turnover rate is used to refer to the rate at which an organization must
engage in replacing employees. High turnover at Wal-Mart has become too costly to the
organization because those workers leaving frequently need to be replaced. As a result of this, it
is of great significance for the company to strive to deal with this problem. The organization
seems not to put much focus on the value of low employee turnover rates hence most of the time
it's using up unmotivated employees. The rate at which workers over the last few years have
been leaving the company is shocking, and according to interviews done with some of the
employees, most of the workers say that they would leave the work for another if different
conditions are looked at. Therefore, various things are happening at Wal-Mart that indicates that
high employee turnover is a problem and if not fixed the same issue will continue repeating
itself. I firmly believe that the lack of fairness on the part of some managers with staff is a
depiction of the challenge of employee turnover in the organization (Abbasi, & Hollman, 2000).
A big percentage of workers at Wal-Mart have in the last few years left their jobs and reports
indicate that this has been triggered by managers having a low level of people management
skills.
High employee turnover can tur...


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