Recent orders
Retention Program Recommendations for LOAM Senior Management
Retention Program Recommendations for LOAM Senior Management
Student’s Name
Institutional Affiliation
Course
Date
Retention Program Recommendations for LOAM Senior Management
Introduction
Despite having a largely diverse client base as well as a relatively diverse workforce, LOAM is struggling to be as diverse in its top positions. Additionally, when the company hires employees to fill those positions, they fail to find ways to retain them. The purpose of this business brief is to suggest ways in which LOAM can improve more diverse recruitment and subsequent retention in executive positions. The business brief will use research-based on best practices and the solutions other companies have used to provide solid solutions. I recommend that LOAM implements the inclusion strategy in ensuring a high employee retention rate. The second strategy is fashioning the organizational culture that supports diversity to attract and retain employees, especially at the executive level.
Inclusion in the Organization
I recommend that LOAM implements inclusion, as suggested by Harvard Business School, as a way of maintaining a diverse executive. According to the article, Brown (2018) suggests that many factors make people uncomfortable in their working space. For Example, a lady who is afraid to be judged on her commitment to the family versus the work will not talk about the family, let alone post them on social media platforms. Also, a gay executive would be insecure working for a company that is exclusive of their partners. Hence, creating inclusion for the diverse individuals working in LOAM will ensure the retention of talented business executives and the development of more executives for the future of the business. Brown (2018) is aware that many managers have understood the need to have a diverse working environment, especially when competing in a global market.
Nonetheless, business executives have failed to realize that retaining these diverse employees requires more work. It requires understanding the workforce and the differences that they have. Hence, in creating an understanding, the organization can make them comfortable in their surroundings and be aware of the factors that may make them feel excluded. HCM will help LOAM develop survey assessments that can be instrumental in understanding the business environment. Also, in creating focus groups, the company can help in employees interact and get to know one another. Thus, increasing employee awareness of their colleges leads to the development of internal relationships that support one another. LOAM can also adapt one on one conversations amongst employees to increase employee understanding essential in inclusion measures.
In conducting the survey, it is important to segment it into gender, race, ethnicity, and roles in the organization, tenure, and geographical location. Hence, in creating the specific segments, the business can focus on the minority’s needs as independent research. Many organizations conduct a survey and establish their strategies based on the needs of the majority, thus neglecting the minority’s needs (Anderson, 2020). LEAD will be able to resolve issues pertaining to the needs of both the majority and minority employees, thus leading to inclusion. Diversity is only possible if the business looks to create a conducive working environment for all its employees.
In creating the focus groups, the employees can help the managers understand some of the tiny matters that may be frustrating for their efforts. The writer gives an example of one of Canada’s companies that conducted the focus group to realize that employees did not appreciate work-related emails from their managers on weekends (Brown, 2018). The managers made it clear that they were not obliged to answer the emails until they returned to work on Mondays. Nonetheless, the employees insisted that not responding to their managers sounded irresponsible, and hence they felt the pressure to respond to the mails. In LOAM, the employees may face the same challenges that may be inconspicuous yet critical in maintaining valuable employees that help create diverse executive positions. The focus groups can be facilitated by diverse outside trustees that help spark the conversation that will lead to creating a diverse workforce.
Lastly, in inclusion, one on one conversations are important for managers to establish the most important things amongst their employees. The management that is run on closed doors does not facilitate such conversations. Baker & McKenzie’s American company chair, Michael Santa, repeatedly tells her employees that she cares for them both at work and at home. The employees are convinced of this and keep sharing their problems. The chair becomes more aware of the type of employees that she has, enabling her to fashion strategies that cater to all their needs. HCM can fashion one-on-one interactive strategies that LOAM can use to create connections with the employee, thus increasing inclusion in the organization’s set of activities. Employee diverse environment can thus be cultivated by increasing conversations between employees and the top managers.
Diverse Organizational Culture
I recommend LOAM to adopt an organizational culture that is inclusive of all employees. According to Clark (2020), biasness in hiring is the root cause of discrimination in hiring, thus developing a workforce that does not embrace diversity? Clark states that according to Josh Miller, an IT training director at Stars, organizations need to change their vision, mission, and even values to encourage diversity in the organization (Clark, 2020). For Example, a competent employee who does not share in the organization’s value may be discouraged from applying for positions in the organization. Besides, LOAM may have advertised for positions stating on its intent to hire a diverse workforce. Nonetheless, the advertisement may not be well reciprocated, given a form of biasness in its culture. Hence, there is a need to transform the organization’s culture to suit and represent the diversity that it aims to achieve.
HCM will play a key role in revising the culture of the organization and giving further recommended changes. The culture analysis will be based on the values, mission, vision, and the undocumented culture that the organization may be advocating. The undocumented cultures form a huge part of the organization as the culture may be derived either knowingly or unknowingly. Therefore, HCM will survey the business environment at LOAM, supported by one-on-one conversations to determine the organization’s beliefs. Thus, helping LOAM cut down on the negative culture and beliefs may discourage employees from retaining their jobs in the organization.
LOAM is committed to ensuring that the organization’s culture encourages training, staff development, offer additional benefits, pay well, and provide guidance (Hegarty, 2018). Thus, the employees will be motivated to work harder and be more open to further their organization careers. Hence, LOAM will create a more sustainable workforce that is not easily attracted to outside opportunities than what is available. HCM is committed to foster employee loyalty in the organization, thus increasing competitiveness for executive positions that attract diversity in such promotions.
Conclusion
These recommendations will help LOAM create a more diverse working environment. Creating an inclusive work environment accompanied by a supportive work culture is instrumental in reducing the employee turnover rate.
References
Anderson, C. (2020). Strategies to Retain Employees within an Organization.
Brown, K. (2018). To Retain Employees, Focus on Inclusion—Not Just Diversity. Harvard Business Review.
Hegarty, B. (2018). Tech recruiting: how to attract and retain employees in today’s full employment economy. Strategic HR Review.
Scott Clark, (2020). ‘Ways to Improve Employee Recruiting and Retention.’
American Revolution and the War Of 1812
Name
Course Instructor
Course
Date
American Revolution and the War Of 1812
The Revolutionary war was a rebellion against the legitimate government of the time where the rebels became victorious while the war of 1812 was a war between two independent nations, Britain and America. The War of 1812 saw America not faring well militarily in general and they lost most of the battles except that the fight they put earned them enabled them to negotiate a favorable end of the war (Allison et al., 20-45). The Revolutionary war was fought on the home ground that was triggered by the issues of Tax and representation while the 1812 War saw America as the aggressor trying to invade the sovereign state of Canada to kick out the British and grab Canada but it failed.
During the 1812 War, the Congress authorized acceptance of the volunteering forces and call upon the state for militia and this was largely caused by the difficulties of raising army. The 1812 war was led by War Hawk group which was headed by Henry Clay and the primary reasons for the war were economic, commercial, territorial and partly pretense (Allison et al., 75-100). The War hawks were a group in congress who wanted to invade Canada and make it part of the United States and were strongly supported by both the West and the South. The battling Napoleon controlled the continent while British was among the few nations free from French while America was neutral and could trade with both warring countries. The British were not impressed by the rights of neutral to trade and this led to an attack of American merchant sailors. The impression of the American sailors together with the British agitation of the native population on the western frontier made the war to be declared in June 18, 1812 (Morris 55-65).
The 1812 war saw the White House and Capitol burnt when the Washington, D. C was invaded as well as bombardment of Fort McHenry in Baltimore Harbor. The war ended in a stalemate when the Ghent treaty was signed in 1814 without even addressing the impressment’s issue which was one of the primary causes of war. However, the post war was regarded as prosperous by the Americans with improved diplomatic relations and economic growth. The end of the war inspired increase of pride among Americans thus causing them to expand westward (Morris 100-118).
The 1812 War found when the country was marred with considerable bungling and mismanagement and the nation was too young and immature. The government was inexperienced to prosecute a major war and most federalists were opposed to the war. However, the previous defeats such as the American success at the Thames in the Northwest motivated Americans to face the war. The country’s armed ships were more powerful and could be used in facing the enemy. The Native Americans greatly contributed in defeating the enemy and conquering the continent.
The American Revolution was sparked by several factors that included several acts put in place such as imposed tax, repressive acts and lack of American representation in the British government. The idea of enlighten thinking was also very vital in igniting the need for social, economic and political reforms. British was faced by financial crisis following the cessation of French and Indian war prompting British under the leadership of inexperienced King George III to change her policies towards America colonies (Allison et al., 375-390). The colonies that had been previously allowed to govern themselves had several policies imposed on them by the British Parliament barely after 10 years. The attempt by the British to increase revenue received from the colonies faced a serious setback when the colonies opposed these new laws. Colonies differed greatly in the interpretation of the new revenue laws that were imposed on them thus leading to resistance and open rebellion in 1775.
The American Revolution ignited fundamental changes in the principles, opinions and sentiments as new ideas affected the social customs, political ideals as well as gender and racial issues. There were several debates and conflict regarding government matters which had to transform America’s political culture by introducing democratic government with balanced powers (Allison et al., 225-260). The government adopted a new constitution that helped shaping up governance in various areas including economic, social, religious and political matters. Religion was democratized and separated from governance. Agenda for reforms marred the government and this led to an improved relationship between slaves and their masters, men and women as well as the upper class and lower class. Individual rights were highly protected by the government.
Generally, the militia played a major role in both the Revolutionary war and the 1812 War and they represented a larger overall body of the troops in the field. In the revolutionary war, the militia were determine3d to defend their homes and property but they were unfortunately poorly organized, untrained and had very little gun powder (Morris 222-227). Americans however, had outstanding leadership that included military, diplomatic and European imports. Colonists fought defensively and the Americans supported a just cause with a positive objective.
Works Cited
Allison, William T, Jeffrey Grey, and Janet G. Valentine. American Military History: A Survey from Colonial Times to the Present. Upper Saddle River, N.J: Pearson Prentice Hall, 2007. Print.
Morris, James M. Readings in American Military History. Upper Saddle River, N.J: Prentice Hall, 2004. Print.
Retaining Healthcare Workers
Retaining Healthcare Workers
Name:
Institution:
Date:
Abstract
The purpose of this study is to critically analyze why the retaining of health employees is integral in achieving productivity and improved performance. There are various issues that employees encounter in their day-to-day activities that are supposed to be addressed by the stakeholders involved. Those issues serve as a hindrance; hence they are unable to reach their maximum potential. In this study, we will discuss ways to improve employee morale and loyalty to help achieve organizational set goals. Retaining health employees would be a primary concern because its turnover rate is relatively high, and the average attrition rate for bedside Registered Nurse is roughly $64,000. By examining the turnover rate, a substantial amount would be saved by the hospitals if only they address the matters of attrition. Teamwork and communication are significant aspects that help healthcare employees to create a positive patient experience, not to mention the provision of excellent services. Through cooperation, leaders can communicate effectively to their subordinates, and it helps to improve employee engagement. To enhance healthcare employees’ productivity, they should be given a living wage, subject to compensation. It is also vital for hospitals to have flexible methods on how to address the issue of low performance.
Retaining Healthcare Workers
Employee retention is one of the leading elements that facilitate the achievement of organizational set goals, more importantly, in the healthcare sector. The estimated cost of replacing a registered nurse leaving the workforce stands at $64 000. Moreover, low turnover necessitates continuous care for patients and improving the quality of service delivery. Retaining competent employees help to improve physician involvement in the health system since they can practice more effectively. Maintaining healthcare employees is significant, in that the anticipated lack of healthcare workforce compounds it. In this era, the demand for healthcare services is expected to rise. Seemingly, most of the healthcare employees falling in this generation will to regulate their working hours or even to retire early, thus creating a dire need for competent healthcare workers (Lavoie‐Tremblay et al., 2010). If a significant turnover rate of high-performing healthcare workers happens to an organization on the basis that they are not happy or feel less engaged, the overall performance of the system will be significantly halted. Retaining healthcare employees is somewhat a challenge to many organizations; however, some measures can be put in place to ensure a low turnover rate of employees in the healthcare sector.
Maintaining a happy and well-engaged staff can be the difference between the lifeblood of a healthy healthcare sector or a dwindling industry. Ranging from food service, facility maintenance to the proper treatment of healthcare employees are significant at ensuring quality delivery of services to the patients and achieving the organizational set goal. First, it is vital to pay healthcare employees a living wage. Many healthcare employers do not pay more than minimum wage, and even worse, their employees are entitled to compensation at various levels such as housekeeping and dietary positions, among other positions. The impact can play a significant role in high turnover rates as these healthcare workers feel neglected. Their continuity is integral to the well being of the organization. An organization rendering healthcare services should improve on how they take care of their employees in terms of salaries and wages. To achieve high performance in their work, healthcare workers should feel the services they are offering to the organization are worth the compensation.
It is also advisable for a healthcare organization to survey employee engagement and satisfaction. Hospitals should conduct surveys more often to gauge how satisfied their workers are, without ignoring the employee engagement as it is vital to overall hospital performance. Concentrating on employee satisfaction can only sort individual needs at the expense of the organization while focusing on healthcare workers will always result in mutual success (Tenedios, 2019). Whenever an employee feels engaged on organizational matters, they tend to be psychologically devoted to the organization’s success. Each department should work to develop an impact strategy aimed at perfecting specific areas of engagement.
Another way to retain employees is by conducting a peer interview on new hires. It is mostly done to ensure that indeed the hired healthcare employees are fit for the organization, both technically and behavioural wise. The method is a vital element of slowing down the turnover. It is quite a success finding and recruiting employees who are interested in working for the organization as opposed to searching for any job for the sake of making money to make one’s end meet (Holtom et al., 2008). Disinterested employees tend to drag the general operation of the hospital system since some employees need supervision. Interested employees have the passion and drive to execute what is required of them, and this leads to competent service delivery to the patients and organization success. Also, peer interview helps the employees to have a chance to assess the cultural fit of the future environment.
In conclusion, low performing healthcare employees should be given guidance on how to better their performance instead of provoking them or even lay-offs. It is crucial to address the employees and tell them precisely what they need to do. By doing that, employees feel there is a chance they can improve; they are shown some sense of consideration. It is an excellent method to use on workers without them feeling intimidated. All the above aspects are significantly crucial at ensuring employees retention at healthcare workers. Perhaps, if healthcare organizations are better at taking care of their employees, they can record a low turnover rate.
References
Lavoie‐Tremblay, M., Paquet, M., Duchesne, M. A., Santo, A., Gavrancic, A., Courcy, F., & Gagnon, S. (2010). Retaining nurses and other hospital workers: An intergenerational perspective of the work climate. Journal of nursing Scholarship, 42(4), 414-422.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. Academy of Management annals, 2(1), 231-274.
Tenedios, G. (2019). Baby Boomer Employees’ Influence upon the Health Care Sector. International Review of Business & Applied Sciences, 8.