Discuss about the Reasons Of Employee Turnover In The Organization.
With the change of economy of the countries, the organizational structure a functions are changing. The management of most of the companies now supporting the method of collaborative working. Through team works the management aims to increase the strength and acceptability of the individuals. The collaboration method of working in an organization, has different positive and negative effect on the business of the organization. In the article ‘Collaborative overload’ by Cross, Rebele and Grant, the authors have lifted some issues which need to be discussed. First of all, the article has discussed the issues of resources which create knowledge gap between the different employees in the organization. Secondly the article talks about the importance of personal resources. Thirdly it analyses the reasons of employee turnover in the organization. The article has analyzed the idea which can be followed by the managers to solve such problems.
‘Algorithms need managers, too’ is another article which focuses on the issues of replacement of the human predictions of the future of organization by computer algorithms. The authors of the article Luca, Kleinberg and Mullainathan (2016) have disclosed the facts that the companies get huge help from the computer algorithms which can perfectly perform the prediction process. These computer algorithms, are so apply in their tasks that these can take the subtlest data to perform their task. Therefore, computer algorithms have become an integrate part of the growth of the company. However, the arthroses have expressed concerns assisted with the over dependency of the firm on the prediction of the algorithms (Luca, Kleinberg and Mullainathan 2016).
It is important to note that the algorithms help the firms in predicting the future outcomes within a few moments which could have been done by the employees with much time and wrongly. The firms now a day therefore has complete dependence in the production of this algorithms but these algorithms do not have diversity “A corollary to this is that data should be diverse, in the sense that the different data sources should be relatively unrelated to one another” (Luca, Kleinberg and Mullainathan 2016). According to the authors of this article, this complete dependence on then technology may lead the firms to complete destruction. Despite this higher efficiency in predicting the future, these algorithms function with perfect input and when these inputs get tampered, the predictions are wrong. As the companies follow these predictions blindly and set strategies to achieve the organizational goals, the wrong prediction changes everything, leaving the company ruined (Davenport and Kirby 2015).
According to Cross, Rebele and Grant (2016), the chief problematic issue the employees feel in an organization is the unavailability of the resources which they urgently need while doing a specific job. The managers do not always get time to train them effectively so that they can acquire resources or build them self independently. The employees therefore, take help from the senior colleagues and learn to handle the situation. The data has revealed that only 3 to 5% of employees in a large organization are able to help others or willing to respond to the request. Therefore, the employees cannot produce quality product or survive which indirectly hamper the reputation of the companies (Cross, Rebele and Grant 2016).
There are three types of resources which are the chief aspects that create difference among the employees. These are social, informational and personal resources. The first two resources are easily passed to others as these involve skills, knowledge and other factors like position of networks and awareness. On the contrary the personal resources take time and effort of the individuals hence the collaborators do not want to share these with other persons in the organization. These top collaborators of the organizations, do not get any recognition by the managers as their efforts remain hidden behind the success of the others whom they have helped to understand and guided to achieve their goals. The top collaborators help others in one hand and perform their own tasks on the other. This is the reason why these employees feel overtaxed yet unrecognized (Gürbüz, ?ahin and Köksal 2014).
The employees who possess information are constantly visited by the non-experienced employees thus get disturbed in their personal production. They cannot meet personal and professional targets hence get no reputation from the management. The study has revealed that these employees do not get much time to explore new resources and cannot fulfill their targets within the given time. This is the reason why the employees get no support from the management. The diversity of works that these employees perform are unmatchable still they do not get any reward from the management. Therefore, these collaborators either stop helping others and concentrate on their own tasks or leave the organization (Huarng and Ribeiro-Soriano 2014). They think that other organizations will recognize their talents and provide them extra benefits which they desire.
In this context the authors have discussed the discrimination factors prevailed in the companies. The women employees seem to be more engaging with the organizations. They do not avoid the requests from their subordinates or colleagues. On the contrary, the male employees of the organization can easily avoid the requests of collaboration. Therefore, the women employees feel overburden with their works as well as responsibility to maintain and sharing information with those to need it. Therefore, the employee turnover of such organizations is increasing (Igbaekemen 2014).
The authors of the article, have recommended that the managers are the chief controlling factor of such situation. They have power to bring new policies and giving permission of changing attitude for particular reason. They are responsible to measure what the demand of the employees are and them maintain the flow of the resources so that the employees do not suffer of lose their productivity.
The mangers first of all must check the demand of the request and the methods to address them by the top collaborators. The employees need to have ample resources in their hands so that they can use the whenever they need to apply them. Through various tools like employee surveys, internal systems for example 360-degree feedback, CRM programs and electronic communications tracking will help the managers to get proper knowledge of the deficit and methods to address them. The managers through these techniques can analyze the networks more deeply and know how the collaborative measure can affect the employees.
Cross, Rebele and Grant (2016) have also suggested the mangers must encourage the top collaborators to take a negative attitude for those who seek help without any reason. This permission will help he collaborators to prioritize the requests and then attain the most urgent ones. The employees of the organization need to have proper trainings so that they do not need to seek help from the collaborators and this will reduce time wasted in the making others to understand the tasks. In addition to this, the employees will be able to gain confidence and create an efficient workforce. These people can work as substitutes of the top collaborators in the company hence the firm do not suffer much if these collaborators leave the organization.
The managers can also use the relevant technical tools which will help them to assess networks then make well-versed decisions about their collaborative activities. These tools will help the managers to maintain time in the business meetings and maintaining a productive helping relationship among the employees of the firm. The managers need to collocate these top collaborators to share the efficient exchange of resources with the seekers of information.
Structural changes in the organizations can also help the managers to mitigate the problem of employee turnover in the organization. The employees who are willing in collaborative work and help others despite of having no recognition. The companies can build a separate section with the employees who have the responsibility to maintain the flow of resources in the departments (Konstantinides et al. 2014). These employees will not have any direct relation with the production but will help others to be innovative, productive and creative. These employees usually become bottle neck of the organizations but now will not be so rather help in increasing productivity.
Therefore, it can be concluded that the mangers of the organizations must know the knowledge gap of the organization and take initiatives to mitigate the issues of employee turnover. As discussed in the article, the importance of the collaborative work is necessary for the employees of the organization but the mangers are the sole responsible people who must bring balance of different kinds of resources and redistribute them among the employees. In order to satisfy the employees of the organization and keep them motivated, the managers need to organize the structure of the firms so that the top collaborators get proper recognition and continue with firm.
References:
Cross, R., Rebele, R. and Grant, A., 2016. Collaborative overload. Harvard Business Review, 94(1), p.16.
Davenport, T. and Kirby, J. (2015). Beyond Automation. Harvard Business Review.
Gürbüz, S., ?ahin, F. and Köksal, O., 2014. Revisiting of Theory X and Y: A multilevel analysis of the effects of leaders’ managerial assumptions on followers’ attitudes. Management Decision, 52(10), pp.1888-1906.
Huarng, K.H. and Ribeiro-Soriano, D.E., 2014. Developmental management: Theories, methods, and applications in entrepreneurship, innovation, and sensemaking. Journal of Business Research, 67(5), pp.657-662.
Igbaekemen, G.O., 2014. Impact of leadership style on organisation performance: A strategic literature review. Public Policy and Administrafion Research, 4(9), pp.126-135.
Konstantinides, S., Torbicki, A., Agnelli, G., Danchin, N., Fitzmaurice, D., Galiè, N., Gibbs, J.S.R., Huisman, M., Humbert, M., Kucher, N. and Lang, I., 2014. 2014 ESC guidelines on the diagnosis and management of acute pulmonary embolism. Kardiologia Polska (Polish Heart Journal), 72(11), pp.997-1053.
Luca, M., Kleinberg, J. and Mullainathan, S., 2016. Algorithms need managers, too. Harvard business review, 94(1), p.20.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download