The paper is an analysis of Motel Maids’ organization that is experiencing increased rates of employees' turnover as its key and underlying issue to its effective performance. It begins by identifying and illustrating some of the facts that are causing many Motel Maids employees to quit their jobs. It proceeds to explain the tentative solution to the emerging problem within the Motel Maids and how the solution is implemented. More so, it provides a discussion on the necessary follow-up and the best contingency plan that the organization should adopt. By so doing, it explains how the Motel Maids will know whether the proposed solution to the problem has worked and what it should do in case the solution fails.
Key Issues and the Underlying Issues
There are several key and underlying issues affecting motel maids. Among them is the issue of employee turnover which manifests in the form of low payment of the employees. The concern is raising high percentages of employee staggering making it hard to stick to their jobs as expected. For example, the rate of employee staggering is approximately 45% on an annual basis (Tucker, McCarthy & Benton, 2003). The Motels Maids are encountering significant challenges when it comes to hiring, processing and maintaining its employees. Most discouraging, it is facing low grades production due to poor morale and reckless approach in the job. In connection to that, many of its employees have started to quit without issuing a notice and hence making it quite expensive for the company to train new employees.
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Both intrinsic and extrinsic types of motivation play a significant role in addressing the issue of employee turnover. For example, both of them tend to influence the behaviors of the employees in real dimensions. They also keep employees satisfied such that they feel that their concerns are valued and highly regarded. As a result, the employees work at their best and hence increasing the productivity of the business. On the other hand, the best theory that would apply to the scenario of motel maid business is the theory of self-determination. The self-determination theory enables individuals to identify and understand the importance of personal liking. Therefore, the employees will develop a feeling of happiness in their jobs.
The Facts Which Affect These Issues
There is lack of effort in trying to maintain and improve the commitment of the employees. In a quite large perspective, the motel maid business is lacking the aspect of personal responsibility among the employees. Also, the company is failing to guarantee its employees the pride in their jobs. As a result, the majority of its employees are no longer motivated to perform their duties as expected.
In the above case, implementation of better organizational culture would play quite a significant role in maintaining Motel Maids’ employees. It will give employees predefined policies that will later provide them with a sense of direction at their workplace. Such systems will mold the motel maid employees to exhibit the highest levels of professionalism to become successful individuals in their lives. Based on what I have read in my book, I can describe organizational culture as a system that encompasses values and behaviors that govern how employees should behave in different organizations.
Perception affects communication in many ways. For example, it affects the interpretation of a particular message by different people. In the event, it leads to distortions that involve stereotypes and hallo effects which later on affects the employee-manager relationships and hence leading to reduced productivity. Some of the barriers of communication affecting motel maid organization include lack of attention among the employees and the manager, increased interests raised by both parties and diverse perception and viewpoints of employees and the manager. The ways to improve communication in motel maid business include ensuring that employees are well cared, provide an outlet for feedback, and lead by an example. Also, there is a need to use the correct channels of communication to avoid unnecessary differences among the employees and the employer.
The Tentative Solutions to the Problem and How the Solution Would Be Implemented
The most tentative solution to address the issue of employees' turnover affecting motel maid involves communicating better to the employees. Through better communication, the managers will enquire and understand the challenges affecting the employees as early as possible before they explode into a big problem. Better communication to the employees can be implemented by encouraging a general meeting so that employees can raise their concerns about their jobs (Katsikea, Theodosiou & Morgan, 2015). Other actions that are important to maintain Motel Maids’ employees are ensuring that the employees are provided with incentives, advancement and promotional opportunities as well as empowering them in all situations. For example, by awarding employees who are more hardworking in ensuring the motel maid is a success. By so doing, the employees will be motivated to perform their responsibilities as required for them.
Motel Maids requires a number of physical adjustments to improve both the job and morale of the workers. For example, Motels Maids demand for changes in the entire physical environment. From a broad perspective, it is true that the physical environment of a given workplace is more than just a mere collection of technology, offices, and furniture. It serves to shape how the employees work to accomplish their jobs (Allen, Adomdza & Meyer, 2015). Also, it acts as a fundamental foundation of the culture the motel maids business dreams to develop. More so, the Motel Maids should observe the approach of moving its location to center squares where all employees can access. As a result, its employees will grab an opportunity to become more collaborative and creative due to an open and better business style space.
Every company should consider putting both personal identity and pride as the top priority especially when redesigning its position and that of its employees. Therefore, there is always a need for motel maid employees to make changes to improve their identities. Some of the changes they need to observe include enabling a close relationship between the manager and the employees. Such an approach involves ensuring that the manager knows who you are and what you represent as an employee. By so doing, the managers will know their employees, and hence they will have a chance to provide proper guidance to their employees. Another necessary change involves being keen on the disruptive nature of the feedback from both its managers and employees. For example, after receiving feedback, it is essential to consider the source and critically analyze the concern of the response. Therefore, it will be quite tricky for Motel Maids to maintain and accommodate its employees adequately.
If I am the leader of the Motel Maids organization, I will consider embarking on a democratic or participative style of leadership to improve the performance of the company. The reason as to why I will choose to apply a participative form of governance is just because it will develop and create better employee job satisfaction (Demirtas & Akdogan, 2015). Most importantly, through a democratic kind of leadership, I will stand a chance of acquiring employees' grievance and respond to them in an appropriate manner that will not negatively influence the business. As a result, my employees will feel encouraged to participate in innovative and creative activities that will increase the productivity of the organization.
If I were acting as a consultant for the organizational behavior, I would recommend for workplace improvements and positive reinforcement to the employees. Workplace improvements will make employees happy and motivated t work. On the other hand, positive reinforcement will increase the productivity of an organization since employees will access their reward systems. More so, employees will perform to their best by observing the best behaviors that organization demands.
Follow-Up and Contingency Plans
The motel maid organization will know if the solutions to its problems are working by noting the difference in the previous rates of employees' turnover with the current rates of employees' turnover. In case the retention of workers increases, then the solution has worked. If the rates of employees who are quitting from the job increases or remains constant, the remedy will not have worked. Also, it is likely to note the difference in its productivity by comparing the current output with the previous production. If the current productions are higher than the last outputs, then definitely the solution has worked. If the opposite occurs, then the remedy was not suitable for the organization (Li et al., 2016). If the solution fails to work as expected, Motel Maids should revisit its current situation to understand more on what could be an exact challenge of its operations.
Conclusion
Employees are critical individuals to the success of every organization. If they are mishandled, they tend to respond in a way that may negatively affect the organization. For example, there is evidence that most of the employees have been quitting from their jobs even without making notifications to their managers. As a result, the organization undergoes a lot of costs when it comes to training and acquiring new employees to replace the ones who have gone. Also, the productivity has been profoundly affected such that the organization can't meet its set objectives as it was its earlier intentions. Therefore, every organization should ensure its employees are well treated, and their demands are met without disagreements and differences.
References
Allen, M. R., Adomdza, G. K., & Meyer, M. H. (2015). Managing for innovation: Managerial control and employee level outcomes. Journal of Business Research, 68(2), 371-379.
Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59-67.
Katsikea, E., Theodosiou, M., & Morgan, R. E. (2015). Why people quit: Explaining employee turnover intentions among export sales managers. International Business Review, 24(3), 367-379.
Li, J. J., Lee, T. W., Mitchell, T. R., Hom, P. W., & Griffeth, R. W. (2016). The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover. Journal of applied psychology, 101(10), 1436.
Tucker, M.L, McCarthy, A.M., &Benton, D.A, (2003).The Human Challenge (7th Ed.).Upper Saddle River, NJ: Prentice Hall.
