Quality Management and Job Quality

The hiring process seems to be working well because you get a lot of applicants when positions open up. However, many of them quit less than a year after they are hired, some after just a few months. The pay and hours are fair and reasonable, comparable to other agencies in the area. What other factors would you look at? List at least three specific potential issues and how you would address them.

Many reasons make employees quit their job. But, the number of reasons that make the employees quit their job is under the control of those that run the organization. Any element that lingers around productivity, medical requirements and personnel affect the output of the employees. When it comes to personnel, no employee wants to be unchallenged and bored by the work they are doing in the organization. Even when other factors like pay and the work environment are okay, the employees hate routine tasks, and they see they are not benefiting at these tasks. This is an issue that will make the employee quit their job because they do not feel the passion for the duties they are doing. Employees want the urge to enjoy what they do and thus, almost a third of their time is spent on working. To ensure productivity at an optimum level, work closely with the employees to ensure that everyone is comfortable with their duties to ensure that they do not end up feeling they came to the wrong organization.

The relationship with other coworkers is crucial. Some research shows that one of the many factors that determine whether an employee is happy in their workplace is determined by whom they sit around every day. The relationships they have with other coworkers retain their employment. If an employee is not happy with whom they are around every day and you are not doing something to change that, then there is a high chance that the employee may choose rather quit than stand seeing and working with the coworker they are not relating well with. There is always the need of you as an employer to intervene if there are problems that exist and some of the employees appear to have difficulties solving the problem themselves. If necessary, you can change the physical location of an employee to another location if they refuse to make peace at all. Personnel requires good relations with other employees for them to work comfortably in the areas they are situated.

Personnel requirements guarantee that an employee is fit to work in the post that they are situated in. A place that ensures the employees’ state of health is in excellent condition and also, the environment they work in should not cause them any medical harm. If the organization has an environment that affects the medical condition of the employees in any way, they are very likely to quit. The organization must ensure they provide an environment that the employees are comfortable with and their health is not affected. The best way to solve this issue is to know that every employee is medically fit to work in the organization even before they are hired to make sure no occurrence could affect in the future as they work ( Cook, 2016). Getting ill once in a while is a regular occurrence, but constant illness can become an issue which could either be on the side of the employee or the working environment of the organization ( Raman, Sambasivan, & Kumar, 2016). This is a factor that can cause a lot of issues forcing the employee to quit their job. The organization should also contain a medical facility that is around to ensure the employees are well taken care of which is a strategy to ensure their health is guaranteed and with this strategy, they are not likely to quit in such a working environment.

Productivity isn’t meeting your expectations. When you check into employee assignments, you see that the manager has been assigning employees to cases that aren’t always appropriate for their level of experience. When you talk to the manager, she tells you there aren’t enough employees to put everyone exactly where they should be. The employees tell you that the manager is disorganized, and doesn’t create the schedule far enough in advance, nor does she adequately consider who should go where. What do you do, keeping in mind that the goal is to increase productivity? Define productivity as it relates to this situation, and then explain how you would address this situation.

Productivity can be defined as the effectiveness to provide effort which is seen towards the measurement of output or input per unit. Clearly, in this scenario, the manager does not seem to understand what is meant by productivity. Issuing the employees with an assignment is not a guarantee that the tasks will be carried out in the quality that the manager requires to get. The employees seem to be underqualified for the tasks that the manager is assigning them. The number of employees is less to the number of tasks that should be completed. If the manager gives the tasks to the employees, the first problem is that the number of employees is less and the other issue is that the work given requires another level of experience that the employees have not reached. Too much pressure can cause some problems like some of the employees can decide to quit and also the output of the tasks given is likely to be of inferior quality due to minimal experience from the employees. Moreover, the employees are disagreeing and saying that the manager is disorganized, no schedule has been created, and she has not arranged the employees’ workplace and the posts they should work from. Therefore, the best way to approach this is for the manager to set clear goals and always provide constant feedback to the employees. The employees will become more motivated once they are aware of what is expected of them and what they are required to achieve. Once the manager states the goals that are required, the employees will have some guidance in what is required and get some motivation to work on the tasks they are assigned. Moreover, getting to know the skills of every employee will become helpful for the manager. She will be in a position to arrange the employees and place them according to their level of experience and get to know the tasks that are the best of each employee.

Communication is also crucial to ensure that productivity is achieved. The best strategy that the manager should go for is to train the number of available employees. Once she directs the employees on the procedures that are required to handle the tasks, it becomes easier for the employees to clear the tasks more quickly and in an expert manner. The employees communicating with their manager and giving her their grievances is a better way for the whole organization to see exactly where the issue is and find ways to solve the issue. However, assigning tasks to random employees without identifying their skills will not lead to good productivity. As mentioned earlier, training can bring out skills from employees, and this will help in providing output in the workplace (Singh, 2000). Also, the manager should arrange a schedule with the daily duties of every employee and what is required of them once they are assigned these tasks ( Levine & Toffel, 2010). When every employee is aware of what they are required to do by management, there will be no more confusion and productivity will be guaranteed.

References 

Cook, M. (2016). Personnel selection: Adding value through people-A changing picture . John Wiley & Sons.

Levine, D. I., & Toffel, M. W. (2010). Quality management and job quality: How the ISO 9001 standard for quality management systems affects employees and employers. Management Science , 56 (6), 978-996.

Raman, P., Sambasivan, M., & Kumar, N. (2016). Counterproductive work behavior among frontline government employees: Role of personality, emotional intelligence, affectivity, emotional labor, and emotional exhaustion. Revista de Psicología del Trabajo y de las Organizaciones , 32 (1), 25-37.

Singh, J. (2000). Performance productivity and quality of frontline employees in service organizations. Journal of marketing , 64 (2), 15-34.