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Example research essay topic: 2000 From The World Wide Skilled Workers - 1,102 words

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... outraged and appreciated. Emphasizing knowledge sharing and employee feedback is very important when looking to retain skilled workers. An open door policy encourages employees at all levels to ask questions, contribute ideas, and resolve issues. A sharing atmosphere gives everyone a voice in creating the type of corporate culture they would like to work in.

A company that values interpersonal relationships encourages managers to meet with their employees. Meeting over lunch to answer questions and share information helps create a tighter bond between employee and employer. The loosening of bonds between employer and employee is one of the reasons for high employee turnover. One-on-one meetings encourage employees to meet regularly with their managers and peers to discuss such topics as project status and training and development plans. Regular business meetings are an excellent way to get employee input, make improvements, and address concerns before they become problems.

Company and administrative policies can be a great source of frustration for employees, especially if the policies are unclear or unnecessary. A company can decrease dissatisfaction in this area by making sure their policies are fair and applied equally to all. Employee empowerment, increased training and career opportunities, the right job fit, and a positive workplace environment are all major factors for retaining good employees. Most importantly, are the leaders who help create and enforce these. High-quality leadership is very important studies show that an employees direct supervisor has the greatest influence on whether he or she finds a job satisfying.

Organizational Skills Associates (OSA), a management and organizational development company based in Madison, WI, creates employee surveys to ask how people feel about their supervisors, how they rate their work environment, availability of promotions and career training, the level of information exchange, etc. Bob Morris, president of OSA, feels that these factors are all part of overall job satisfaction. Interestingly, the most common sources of satisfaction have changed somewhat in recent years. Its no longer tied to things like company loyalty, Morris says. You dont see much of that anymore. People are loyal to other people.

A lot of their satisfaction is tied up in the people colleagues, supervisors, and so on (Hochgraf). The satisfaction level of most employees tend to improve when they are working with a supervisor that understands them and gives them choices in their work environment. Bob Nelson, a management consultant, feels that to get the most from employees a manager must create a supportive work environment. In such an environment, employees will feel they can be creative and thus will take the initiative in their jobs.

A manger can create a supportive workplace using a number of techniques. One is making employees feel safe so they will feel comfortable telling their supervisor bad news as well as good news. An environment that is safe encourages employees to take chances and management will give clear feedback on the results, good or bad. Opening the channels of communication is critical in the ultimate success of an organization. When employees can communicate open and honestly with one another their motivation will be greatly effected. Building and maintaining trust and respect is another way for managers to retain skilled workers.

Being willing to listen to an employees feedback and ideas is very important when trying to keep communication open. A manger needs to set goals to be achieved by the employee: progress should be recognized and celebrated. First, people require jobs that are so organized that they have a clear, worthwhile goal. They need to know that what they are doing is important and what success on their part will look like. Second, workers require immediate feedback about their accomplishments. They dont want to do a lot of wheel spinning and worrying about whether they are on the right track or whether they hit the target.

Successful performance in itself is a tremendous empowered. Third, employees want to know when a job is complete. They very much need a sense of closure on their activities. (Eitington, 281) A manger needs to recognize hard work and effort. This includes feedback because the members of a team need to know what is expected of them, where they stand, and how they are performing.

Feedback needs to be honest and simple. Corrective feedback should be handled properly, as should effective feedback both are necessary to maintain open and honest communication. Empowering employees by giving them ownership in the organization, developing career opportunities, and fostering a positive work environment are all ways to mange and retain skilled employees in todays work place. Employees are the greatest asset to any organization and they need to be developed. Managers who truly manage their employees can attract and retain good employees because they are able to build trust and commitment. Building trust and commitment with employees encourages loyalty and commitment from them.

In todays work environment there is a need for a partnership between managers and workers. Based on a need for a stronger employee / employer relationship, managers need to energize, empower, support, and communicate. Good managers must create, not consume energy in the workplace. Todays managers need to generate excitement, not just organize people and analyze numbers. Managers must make things happen in the organization. This is my recommendation for the work environment that I am currently involved in.

The managers within the organization are allowed very little freedom to make their own decisions and are constantly waiting for upper management to tell them what to do. The employees view managers as the bearers of bad news because they merely act as the go-between between upper management and the employees. This discourages creativity in the work environment. Managers do not feel a need to energize their employees and this creates a bitter work environment. You may have noticed that I did not mention salary, dress code, benefit packages, child-care, etc. when discussing retaining skilled workers.

As previously discussed, I believe that these can be used to attract employees to your company but they cannot be used to foster company loyalty and commitment. The bond between the employer and the employee must be strengthened. Leadership style is the most important and direct influence on this. Bibliography: WORKS CITED Eitington, Julius E. The Winning Manager. Houston, Texas: Gulf Publishing Co. , 1997.

Family Practice Management (1999, October). Job Satisfaction: Putting Theory Into Practice. J. Michael Speak, MD, David W.

Maryland, MD, and Deborah Ulmer, PhD. : Authors. Retrieved September 10, 2000 from the World Wide Web: web Hochgraf, Lisa: Author. Boosting Job Satisfaction by Defining and Pursuing Worklife Happiness. Retrieved September 10, 2000 from the World Wide Web: web


Free research essays on topics related to: career opportunities, 2000 from the world wide, job satisfaction, work environment, skilled workers

Research essay sample on 2000 From The World Wide Skilled Workers

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