jack carter case study Essay

1261 Words Aug 2nd, 2014 6 Pages
Name : Philip Class : Belgium Subject : Human Resources Management
Character : - Jack Carter
Jennifer Carter
Customer
Employee

Facts : - Jennifer Carter graduated from state university in June 2003
Jack Carter opened his first Laundromat in 1990 and his second in 1992
Jack had decided by 1996 to expand the services in each of his stores to include the dry cleaning and pressing of clothes.
Each store has its own on- site manager and, on average , about seven employees and annual revenues of about $500,000.
Employees generally have no more than a high school education (often less) , and the market for them is very competitive.
All these people are usually paid around $15.00 per hour, and they
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And, no matter how effective they might be at their actual work, an employee who is a bad fit is bad for your culture, and that creates “culture debt.” They will do more damage than good by poisoning the well of your company. Cut them loose.
Keep compensation and benefits current Be sure that you are paying employees the fair going wage for their work (or better) and offer them competitive benefits, or—really—who can blame them for ditching you? This might seem like a no brainer but you’d be surprised how few companies offer raises that keep up with an employee’s development and actual rising worth.
Encourage generosity and gratitude Encourage pro-social behavior in your employees. When they are given the opportunity to connect with one another through acts of generosity and the expression of gratitude, employees will be healthier, happier, and less likely to fly the coop. And by encouraging them to be on the lookout for good behaviors to commend, you give people a sense of ownership of the company.
Recognize and reward employees Show your employees they are valued and appreciated by offering them real-time recognition that celebrates their successes and their efforts. Make it specific, social and supported by tangible reward, and you, too, will be rewarded—with their loyalty.
Offer flexibility Today’s employees crave a flexible life/work balance. That impacts retention

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