Personal Experience in a Company: False Promises

Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the

Layoffs are not always the best solution for a decline in company profits. A business must resolve the conflict that exists between their responsibility to meet economic targets and the ethical responsibility of non-maleficence. Furthermore, it must be determined if the layoffs would even maximize stakeholder welfare from a utilitarian perspective (Arce & Xin Li, 2011).

A healthy organizational culture can be done with two different strategies. The first strategy being an action plan for developing a company that gives back to the employees. A good company understands the importance of building a positive morale and disposition among the staff. Regions Bank has developed a "team works" incentive plan that rewards good sales behaviors for the branches. This has given the employees an opportunity to not only make a base salary, but reap rewards for attainable quarterly sales goals as well. When an employee takes control of their production it gives a sense of ownership to the staff member to take pride in their company and help them develop on a larger basis.

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

Before I left the agency there were many layoffs and many resignations. The agency currently has many job vacancies. All staff and clients enjoy each other’s company and are sure that their needs are going to be met, but they often complain about the pay rate.

Organisation culture – The behaviour and morals of the employees within the company have a big impact on the employment relationship e.g if

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

I work in community mental health and have for the past nine years, we are a non-profit, and I am always amazed how that changes the way we operate. As a non-profit we always have to be fiscally conscious. Recently, we lost a large contract that we held with the county and had to lay off 20 employees. We did not employ the last one hired first one fired approach. Everyone who worked in the department was laid off, including my former boss who has worked for the agency for over 10 years and was employee of the year two years ago. While we laid off the entire department, each staff had the opportunity to interview for other departments that had positions available. As a business we will try to absorb the best staff first.

Diana Lee, I think that a majority of significant issues that many people tend to run into is poor leadership skills and abilities. Moreover, a lack of respect for one another and sometimes lack of respect for ourselves. Although, the lack of communication has become problematic in itself. The essentials to having a good healthy company have to have an abundant of leadership skills and abilities. Once the leader fails, the followers will gradually have failure as well. Similar to the same "when the blind leadeth the blind all will fall into the dark hole." Without having trust and honesty what does a group of people have? The group has a massive pile of poop and failure. Repetition is how we learn and sometimes repeating what has become said

The company faces pay equity issues both internally and externally. Internally, employees working in the warehousing department want to be transferred to manufacturing in order to make more money. This immediately begins to throw off the

I thoroughly agree with your post. You have some very insightful points. I strongly agree with your statement in regards to a company is only as strong as their workforce. Furthermore, it is imperative for organizations to ensure that they create an atmosphere that is inviting, motivating, and definitely promotes job satisfaction. Also, employees want to have a voice in the company as well. Moreover, Chip Conley’s talk definitely highlighted some very key aspects in regards to understanding that organizations need to go beyond just measuring the tangible things but focus on the areas that matter most to many employees which are the intangibles such as respect, trust, security, healthy environment. Essentially, these elements help to foster in higher productivity, increased profits, loyalty and less turnover. All the more, when organizations develops ways to deliver on these paramount factors, it can satisfy employees and help create a stronger, more stable and profitable outcome.

The employee’s morale is low, they feel undervalued and unappreciated. With inflation rates and lack of raises their take home pay is less than before and the employee’s perception is that the company is doing well. During some tough years before, the employees that remained had pulled together and working harder to help keep the company open, they now feel that since business is good, they have not been appreciated or recognized for their commitment. They are concerned about their benefits plan and pension changes that may be happening.

Despite this, the company has encountered problems over the years with its employees, leading to high turnover rates and lawsuits. While some employees are very happy with the way company

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.