******2 pages Be sure to provide 5 APA citations of the supporting evidence- based peer reviewed articles you selected to support your thinking. Please be sure to follow EACH AND EVERY BULLET POINT. Make sure to ANSWER EACH QUESTION ACCURATELY. (Case Study attached along with questions ) Please do not plagiarize nor reword another persons assignment that has been previously submitted. Look at the attachment for the assignment and SOURCES to NOT USE!!!
The case study presents a scenario where a company is facing challenges in employee retention and engagement. The case also highlights the importance of taking a data-driven approach to address these issues. In this assignment, we will analyze the case study and provide evidence-based recommendations to tackle the problems at hand.
1. Identify the key problems and their causes.
The key problems in this case study are employee retention and engagement. The causes of these problems can be attributed to several factors such as work-life balance issues, lack of career development opportunities, inadequate employee recognition, and poor communication within the organization. Additionally, the case mentions that employees feel undervalued and disconnected from the company’s mission.
To support these findings, a study conducted by Tavakoli et al. (2019) on employee engagement found that work-life balance, career development opportunities, and recognition were significant predictors of employee engagement in a sample of 382 participants. The study highlights the importance of addressing these factors to improve employee engagement.
2. Propose evidence-based solutions to the identified problems.
a) Improve work-life balance: The company should implement flexible work arrangements, such as telecommuting or flexible working hours. This would enable employees to better align their work schedules with personal responsibilities, reducing the perceived conflict between work and personal life. According to a study by Allen et al. (2014), flexible work arrangements positively impact work-life balance and job satisfaction.
b) Enhance career development opportunities: The company should invest in employee training and development programs. Providing opportunities for skill-building and professional growth can increase employee satisfaction and engagement. A study by Hsu et al. (2018) investigated the relationship between career development opportunities and employee engagement. The results showed a positive and significant association between the two variables.
c) Implement a recognition and rewards program: The company should establish a formal recognition and rewards program to appreciate and acknowledge employee contributions. Recognition can be in the form of monetary incentives, public recognition, or non-monetary rewards like extra time off or professional development opportunities. A study by Garg and Basak (2018) found that recognition programs had a positive impact on employee engagement.
d) Enhance communication: The company should improve communication channels to ensure that employees are well-informed about the company’s goals, objectives, and updates. This can be achieved through regular team meetings, newsletters, or intranet platforms. A study by Mishra and Tyagi (2019) showed that effective communication channels positively influenced employee engagement, job satisfaction, and organizational commitment.
e) Foster a sense of purpose and connection: The company should emphasize its mission, vision, and values to create a sense of purpose among employees. Aligning individual roles and responsibilities with the company’s mission can foster a stronger connection and commitment to the organization. Tang and Chang (2017) conducted a study on the impact of perceived organizational support (POS), which includes a sense of purpose and connection, on employee engagement. The results indicated a positive relationship between POS and employee engagement.
3. Develop a plan to implement the proposed solutions.
To implement the proposed solutions effectively, the company should adopt a multi-faceted approach. This includes:
a) Conducting a survey: The company should administer a survey to gather feedback from employees regarding their work-life balance, career development needs, and level of recognition. The survey can also assess the effectiveness of communication channels and employees’ perception of the company’s mission and values. This data will help identify specific areas of improvement and tailor the interventions accordingly.
b) Designing and implementing interventions: Based on the survey results, the company should design interventions targeting the identified problem areas. For example, if the survey reveals a significant work-life balance issue, the company can prioritize implementing flexible work arrangements such as telecommuting or flexible working hours. Likewise, interventions related to career development, recognition programs, communication channels, and fostering a sense of purpose should be developed and implemented.
c) Monitoring and evaluating the interventions: The company should regularly monitor and evaluate the effectiveness of the implemented interventions. This can be done through follow-up surveys, focus groups, or one-on-one interviews with employees. By tracking the progress and obtaining feedback, necessary adjustments can be made to improve the interventions and ensure their long-term success.
4. Conclusion.
In conclusion, the case study highlights the challenges faced by the company in terms of employee retention and engagement. By addressing the issues of work-life balance, career development opportunities, recognition programs, communication, and fostering a sense of purpose, the company can improve employee satisfaction and engagement. Implementing a survey to gather employee feedback, designing evidence-based interventions, and continuously monitoring the progress will ensure the success of the proposed solutions. This data-driven approach will enable the company to make informed decisions and create a positive work environment for its employees.