HRM issues
Discuss about the Impact Of An Online Workplace Intervention.
This study focuses to give an in-depth overview on how human resource issues happened at the workplace of an organization is the cause of employee turnover and absenteeism. The success of a business organization is immensely dependent on the performance level of employees. With the dynamic rhythm of business industry the business authorities have to render changes within organizational strategies and policies for drawing the attention of employees. While evaluating the case study of Uptick for identifying the reason of immense employee turnover it is observed that human resource policies established by the organizational managers and lack of motivation are the two most important factors for huge number of employee absenteeism and even turnover.
Uptick is a start up brand established in the market of Australia which provides cloud based solutions by managing, maintaining and building an audit. While providing effective services to the customers the organization is facing extreme challenges to deliver the products and services within stipulated time. The most significant reason of being failed in the delivery of services includes lack of sufficient workforce. The rate of employee absenteeism is high. In addition, it has also been observed that employees are intending to leave the workplace without serving a notice period. After receiving the salary the employees are intending to drop resignation mail. This specific issue has left a major concern for the human resource managers. This very specific study would focus to make in-depth analysis about the HR issues and its necessary consequence. Some of the most effective theories are also developed to render motivation and enthusiasm among the employees.
As already stated a case study is conducted based on Uptick. While evaluating the case study it is observed that employees are not attending office regularly which ultimately affects organizational productivity (Gupta, Kumar & Singh, 2014). In addition, as per last year statistical data around 100 employees have left the organization from several departments. As a result, the company is unable to meet customers’ needs and demands. Due to the lack of immense rate of employee turn over the fresher does not show interest in joining in Uptick. However, after making a face to face communication with the employees to know the reason of their de-motivation some of the major issues should be highlighted. Employees are not getting rewards and recognition for providing additional effort. After getting an effective feedback from one recognized employees of Uptick it is noted that employees have to follow rotational shifts for providing services to the international customers (Epstein & Buhovac, 2014). In this kind of situation, employees expect appreciation from the organization which would reflect on their salary packages. However, Uptick is not providing any monetary benefit to the employees due to their rotational duty hour. Employees who are ready for continuing night shift are not getting appreciated from the business experts. As a result, employees are getting disgusted in taking additional burden imposed by the organization.
Potential HR theories
In urgent cases it is observed that employees have to follow additional duty hour for fulfilling customers’ needs and demands. In this situation, organization should provide effective monetary benefit to the employees based on which they would get the motivation of performing well towards the services. In the real scenario however it is observed that employees are not getting additional monetary benefit for providing additional effort towards the services (Aikens et al., 2014). In addition, they are not getting any verbal appreciation from the human resource department. However, another issue is also identified due to which the organizational employees are not getting motivation in performing well towards the services. As alleged by some of the existing employees of Uptick the human resource managers of Uptick tend to follow autocratic leadership style on the workplace. While changing organizational policy the business manager does not intend to communicate with the employees. They tend to impose their own decision on employees without knowing the fact that the new implemented policy is acceptable for the employees or not. Human resource managers do not maintain effective communication with the employees (Laschinger, 2014). Employees are not allowed to follow agile workspace on the floor. They are not allowed to interact with other office workers within same building. This kind of organizational policy is very much de-motivating for the employees due to which they have decided to leave the company without even serving the notice period.
At the same time, employee hierarchy promotional method followed by Uptick is not at all systematic. Employees as per the preference of human resource managers get promotion for upper level. As a result, those employees who are very much loyal for the organization serving year after year show their dissatisfaction on providing good services towards reaching the organizational goal (Diestel, Wegge & Schmidt, 2014). After identifying the issues it can be analyzed that lack of motivation is the ultimate factors for the huge increasing rate of absenteeism and turnover. After identifying the issue numerous eminent practitioners have decided to raise their voice by highlighting the issues happened at the workplace of Uptick.
The primary objective that a human resource manager has to follow is keeping an effective relationship between employee and employer. While encouraging the employees human resource managers have to follow numerous theories at the workplace (Asfaw, Chang & Ray, 2014). Maslow’s hierarchy of needs is a motivational theory that implies that human being needs to get satisfied in some of the most effective needs and desires that would certainly impose them in providing good services to the customers.
Maslow’s hierarchy of needs is constituted with five major components including self-actualization, esteem needs, belongingness, and safety needs psychological needs. Self-actualization includes the desires for gaining knowledge, social service and creativity as per the competency level of an individual. Esteem needs implies that every human being needs to gain esteem (Halbesleben, Whitman & Crawford, 2014). Esteem is constituted with two major types including internal esteem (self- respect, confidence, competence, achievement and freedom) and external esteem (recognition, power, status, attention and admiration). Employees while performing towards the business services should get their esteem and self-respect based on which they would get motivation in performing well towards the services. Social need includes need for care, affection, love, friendship and respect. In order to become the part of an organization human resource managers would have to follow the systematic method of emotional intelligence (Eskreis-Winkler et al., 2014).
Emotional intelligence is the systematic method that the organization tends to follow for giving metal and emotional support to those employees who have to struggle in getting accustomed with the work environment (Joyce et al., 2016). Safety needs imply proving physical, environmental and emotional safety and protection. An employee would like to perform well towards the services only when they would get safety and security from the employers. Psychological needs symbolize the basic amenities of life. While maintaining a proper work hour employees need to gain psychological support from the business employers. Effective cooperation from the business manager is highly needed based on which the employees would get motivation towards performing well on the services (Deery, Walsh & Zatzick, 2014). By establishing the five major components of Maslow’s hierarchy of needs it can be concluded that these five factors can motivate an individual employee towards performing well. Automatically the rate of employee turnover would be decreased.
Figure 1: Maslow’s hierarchy of needs
(Source: Waqas et al., 2014)
As per the issues identified on the workplace of Uptick employees are unable to find out motivation based on which they can provide good services to the customers. After applying Maslow’s hierarchy of needs theory the organization should implement certain organizational strategies and policies based on which employees would get motivation towards the services. It has been observed that business managers are not very much affectionate and cordial towards the employees (Lanctôt & Guay, 2014). As a result, employees feel very much claustrophobic in being associated within the services. In order to overcome this kind of situation, human resource managers can focus to make affectionate outlook towards the employees. While facing any kind of challenges the business managers can make interpersonal communication with the employees for fulfilling their social needs. On the other hand, it has been identified that Uptick is very much causal in maintaining the health and safety of employees. Employees facing health issue at the workplace do not get any assistance from the organization. In addition, the human resource managers have not implemented sick leave for the employees separately. If any employee fails to attend workplace due to health issue the human resource managers intend to deduct the leave balance from the employee (Mullins et al., 2014). It is a matter of concern when the HR manager tends to deduct one day wage of an employee if the person does not have any leave balance left. However, safety needs of Maslow’s hierarchy imply that the organization needs to provide health facilities to every individual employee while working. The organization should not deduct the salary of a person due to sickness. However, health security is a major inspirational factors based on which employees get motivation in sustaining within the organization.
As emphasized by Beehr (2014) maintaining self-esteem of an individual is the basic need for being associated with a business organization. It is observed that employees of Uptick are not getting the self-respect and dignity that they deserve as a qualified and efficient person. Large number of people belonging to various cultural backgrounds and attitudes are associated with the business organization. Employees from different cultural backgrounds have language barrier. As a result, those employees do not get equal respect and dignity from the human resource managers. Due to language barrier the employees do not get the chance to share their personal issue with managers. Automatically, they feel extreme de-motivated after being deprived of getting self-respect from the human resource managers. However, Esteem needs by Maslow’s Hierarchy implies that every human being has the right to get response and priority from the managers. Otherwise, the workers would like to show their reluctant attitude in performing well towards the services (Wan, Downey & Stough, 2014). After evaluating Maslow’s hierarchy of needs it can be concluded that this very specific theory is the motivational factors for employees to perform well towards business services. Therefore, the organization to motivate employees should implement Maslow’s hierarchy of needs at the workplace.
After evaluating the entire issue the study has focused to give some of the major recommendations to overcome the present challenges that the organization is facing currently:
- Implementing reward and recognition policy:
If the organization does not have financial strength for providing economic compensation to the employees the human resource managers can provide social recognition. Providing a winner trophy or gift voucher can also motivate employees to perform well towards organizational services (Linton et al., 2016). In addition, after receiving a rewards and reorganization the employees would like to take addition burden which would reflect on the organizational productivity.
- Providing monetary benefit to the employees:
Providing monetary benefit is an additional enthusiastic factor that every employee needs for enhancing their economic strength. If Uptick can provide monetary benefit to the employees the workers would not create an issue in taking additional responsibilities or doing over time (Chen et al., 2015). Therefore, it can be recommended that Uptick should implement bonus and incentive scheme at the workplace based on which the employees would like to show their interest in providing their best effort towards the services.
- Implementing appropriate regulations at the workplace for overcoming health issue:
Implementing appropriate regulations at the workplace is one of the most effective ways for overcoming health issue. The organization like Uptick while running their business effectively should implement health and safety act at the workplace. This very specific act ensures that employees have every right to get assistance from the organization due to health issue faced at the workplace (Schultz et al., 2015). If the organization does not implement this act the employer would have to face challenges in maintaining the reputation of their brands. However, taking care of safety issue would help the employer in preventing unnecessary employee turnover at the workplace.
- Maintaining effective team rapport with proper communication:
It has already been identified that Uptick is not maintaining effective communication with the employees due to the implementation of autocratic form of leadership style at the workplace. However, Uptick is suggested to maintain a friendly environment at the workplaces that employees can enjoy their job role. People should not feel claustrophobic at the work environment (Riggio & Porter, 2017). With the implementation of participative form of leadership style human resource manager can involve the employees in sharing their views and thoughts towards business strategies. As a result, employees would not get de-motivated for providing their good services. In participative form of leadership style employees would get immense scope to share their opinion regarding the services (Beehr, 2014). Human resource managers do not impose their decision on the employees. As a result, both the organizational managers and their employees would like to share their good bond.
Conclusion:
This very specific study has focused to make detailed overview about the importance of employee motivation for preventing unnecessary employee turnover at the workplace. After conducting the case study of Uptick, it is observed that the rate of employee absenteeism is high. After receiving the salary the employees are intending to drop resignation mail. This specific issue has left a major concern for the human resource managers. In this study the specific reasons are highlighted due to which employees are feeling disgusted in maintaining their sustainability at the workplace.
After making a face to face communication with the employees to know the reason of their de-motivation some of the major issues should be highlighted. Employees are not getting rewards and recognition for providing additional effort. After getting an effective feedback from one recognized employees of Uptick it is noted that employees have to follow rotational shifts for providing services to the international customers. However, this kind of major issues have de-motivated the employees immensely due to which the organization is unable to meet productivity. In addition, the business profitability level is getting hampered day by day which creates a negative image in the market of Australia.
However, in order to overcome employee turnover the study has suggested implementing relevant theories based on which employees can be motivated towards the services. However, safety needs of Maslow’s hierarchy imply that the organization needs to provide health facilities to every individual employee while working. The organization should not deduct the salary of a person due to sickness. However, health security is a major inspirational factors based on which employees get motivation in sustaining within the organization. At the end several recommendations have also been provided based on which the organization would be able to overcome this certain challenges.
Reference List:
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