I only want the literature review for a research paper on "Effective Employee Retention Strategies". I need 10 pages of the literature review. The literature review must be a report on the previously conducted studies from periodical literature with the emphasis on professional journals such as the Journal of Applied Psychology, Personnel Management, Personnel Journal, Harvard Business Review, Organiational Behavior and Human Performance, etc. (NOT textbooks, newspapers, consulting websites, information/opinion websites, etc.)

Learning Team
Recommendations Paper and Presentation
Based on the scenario from the Retention Strategy Paper, you have prepared your final recommendations to present to ABS?s board of directors. Aside from the earlier recommendations, you have been asked to propose a comprehensive set of HR recommendations that will position ABS as a high-performance organization.

Resource: Retention Strategy Paper
Prepare a 1,750- to 2,100-word paper reflecting your proposal.
Prepare 8 to 10 PowerPoint? slides with speaker?s notes that illustrate the proposed set of comprehensive recommendations.
Format your paper consistent with APA guidelines.

There are (4) people on my team so I'll only need approx 450 word paper. I will attach the team paper from last week, and also give you the breakdown and the portion that I am responsible for writing.
Breakdown of paper:
This is what we have come up with for the assignment


Theory of High - Performance
Characteristics of high - performance organizations Rebecca
External Factors Influencing High - Performance Organizations Rebecca
Recommendations Glenda
that managers play a major role in retention; managers should be well trained, have the time to manage employees, and information overload is better than the unknown. Basically I need need to give recommendations to position ABS company as a high-performance organization.
.Recommendations is my portion (450 wds)
I need this ASAP so please advise if this can be completed before 12 midnight est.
407-381-2262
I'll upload last week's paper to use as a reference for this week's paper.

I would like for the writer to complete a three page essay, written in Franklin Covey format. I will email the writer with two attachments, that will assist the writer in citing, and writing a bibliography, in Franklin Covey format. The first attachment will have information, on citing and writing the bibliography in Franklin Covey format. The second attachment will have a Franklin Covey Template, which will show the writer how the essay should be structured. The essay should be written as follows:

Explain the advantages and liabilities of creating loyal customers for your firm. Critique the customer retention strategy of your firm, or a former firm. If you are a sole proprietor use a geric analysis of the best practices for this topic.
There are faxes for this order.

I need these 2 questions answered. Each one should be a page long. The first question is:

1)Turnover and retention are or soon will become major issues for most organizations.
Why? For one thing, the declining birthrate means that there are fewer people in the
labor pool to replace those who retire. What retention strategies/practices are you
familiar with, to reduce turnover and to make a particular company or organization (or
job) so attractive that people will not want to leave?

the second question is:

2)Thinking about companies and organizations you are familiar with, what are some
examples of HR practices that are consistent with that organizations strategy? And/or,
some examples of HR practices that are inconsistent with the strategy?

Conduct a literature search, specific to health care and nursing e.g. CINAHL, healthsource, or proquest for peer reviewed journal articles published within the last five years on Nursing retention strategies

Prepare Draft # 1 of the paper title page, a strong introductory paragraph and a transition indicating what will be presented in the paper, outline the remaining content and develop and APA formatted reference list based on the introductory paragraph and outline

Develop draft #2 a four to six page paper(not including cover and reference page)in apa format following the outline submitted in draft #1

the project the analysis of how SAP (software company) is executing its Internet strategy. topic covers
1. target customer segment(s)
2. customer acquisition strategies
3. customer retention strategies
4. customer service strategies
5. integration into overall marketing strategy
6. technical infrastructure required (including but not limitied to website)
7. data acquisition, management and use
8. evaluation use/needed
9. social and regulatory issues
10. other relevant issues/topics
11. conclusion and analyses and insights about the nature of the firm's integrated marketing program and its future prospects.

project is 10 pages long with MLA citing.

Staffing and Retention Strategies
Write a 1,750-2,400-word paper in which you compare and contrast strategies for staffing and retention in the following three industries: casual dining, upscale retail (e.g., Nordstrom, Saks Fifth Avenue), and high-tech (e.g., Cisco, Microsoft, Oracle).
Answer the following questions in your paper:
a. Where are these industries most likely to recruit?
b. What staff competencies would they look for?
c. What alternative staffing strategies would you recommend to maximize return on investment?
d. What rate of turnover would be considered normal or acceptable?
1) What are the causes of turnover in each industry?
2) What are the direct and indirect costs of turnover in each industry (and how do they differ)?
3) How does turnover in this industry affect an organization?s ability to achieve its goals?
e. What strategies do they use to retain employees?
f. What strategies would you recommend they consider to reduce undesirable turnover?
g. When is turnover desirable in each of these industries?

Continue on with the same reference organization chosen in Module 1. (Wegman Food Markets.)
For the Module 2 SLP, please address the following questions, using **background materials and referencing specific HRM terminology and definitions as they apply to your analysis:
What types of retention strategies do organizations use today that might also be useful to your chosen SLP organization?
Which retention strategies used by other employers do you recommend that your chosen SLP organization NOT utilize?
What impact, if any, do recruitment and selection practices have on the retention of employees? Might this differ from organization to organization? Why, or why not?
Please write 2 to 3 pages (not counting the cover and reference pages) and send your paper to CourseNet by the module due date.
Assignment Expectations:
As you research the organization you selected from the four on the Fortune List, if you cannot find the information you need on the specific organization, instead discuss information from other private-sector organizations. Apply HRM terminology, HRM background readings, research, and business examples of HRM policies, practices, and procedures as they might compare or contrast to your chosen organization. Bring in other private-sector employers' HRM activities, systems, practices and procedures as examples that fit into your assignment dicussion.
Prepare a paper that is professionally presented (including a cover page, a "List of References," headings/subheadings, and a strong introduction and conclusion). Proofread your paper carefully for grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated above.
Complement your Internet searching with library searches and be sure to bring in information from the background readings. Evaluate resources and select only library/web-based resources that provide reliable, substantiated information.
Give sources of borrowed information in the body of your text as footnotes, numbered end notes or APA style of referencing.
**Module 2?Recruitment, Selection and Retention Background Information
Note: Some of these readings date back several years, but still provide excellent information for our use in 2011.
Required Materials
Abrams, M. N. (2004, July/Aug). Employee retention strategies: Lessons from the best. Healthcare Executive, 19(4), 18-22.
Brannick, J. (2001, July/Aug). Seven strategies for retaining top talent. Journal of Business Strategy, 22(4), 28-32.
Capperella, J. (2010, April 5). Creative Ways to Fight Talent Wars. Computerworld, 44(7), 35.
Clark, T. (2008, April). Engaging the disengaged. HR Magazine, 53(4), 109-112.
Optional Materials
Brand-building basics. (2008, July). HR Focus, 85(7), S2.
Employment Brands: It's Time to Take a New Look. (2009, December). HR Focus, 86(12), 3-4.
How to learn more from exit interviews. (2008, July). HR Focus, 85(7), 3-6.
HRM Guide Network. (n.d.). Recruitment and selection. Retrieved August 19, 2011 , from

1. Talent Acquisition:
When recruiting candidates for employment, explain HRs role, the partnership of line managers and HR departments, and describe measurement techniques used to track outcomes.in your own words

2. Talent Retention:
Describe how HR development and management impact retention, and the partnership of line managers and HR departments when designing and implementing retention strategiesin your own words. ?

3. Talent Development:
Describe HRs role in developing employees, development strategies used, and evaluation techniques used to link development initiatives to organizational resultsin your own words. ?

4. Talent Management:
Define the term, Talent Managementin your own words. ?

Strategic Resource Management


Scenario

For this assignment you will need to complete four activities which focus on the areas listed below:
?Human resource management
?Management of physical resources
?Marketing
?Information systems

You should complete all four activities using an organisation with which you are familiar and/or where you have access to the relevant information for the purposes of the research. Alternatively the individual tasks may be completed using different organisations. Where appropriate you may interview relevant staff and use the evidence to complete the tasks. In preparation for completing this assignment you need to investigate possible options and identify the organisation(s) you intend to use. You may wish to discuss your choices with your tutor before embarking on the work.


? Activity 1: Human Resource Management (HRM) ? essay ? approximately 1000 words

Produce a document which demonstrates your understanding of the role of HRM in supporting business strategy and shows how to develop human resources in organisations.

The document should include
?A consideration of the objectives for your chosen organisation and an explanation of how HRM contributes to their achievement
?A critical evaluation of the role of HRM in your chosen organisation
?An evaluation of the recruitment and retention strategies of your chosen organisation
?A critical assessment of the techniques used to develop employees in the organisation
?An evaluation of the contribution these techniques make to ensure the engagement of employees
?A systematic analysis of the effective strategies an HRM department must use to support the achievement of organisational strategy.

Finally as planning human resource requirements is important for the success of businesses you must also appraise the processes your chosen organisation uses

? Activity 2: Management of Physical Resources ? approximately 1000 words

Create a table which identifies the chosen organisation?s objectives and shows the physical resources required to ensure achievement of each of these objectives. Explain the resource management implications of the information in your table.

Using the table above critically evaluate the role of physical resource management within the organisation and systematically appraise the processes that are used to plan the physical requirements of the organisation. Your appraisal and evaluation must be supported with relevant theory and include recommendations where appropriate, to support and provide evidence for your work.

? Activity 3: Marketing ? report approximately 1000 words

In this section you must clearly show that you understand the role of marketing in supporting business strategy. Produce a report on your chosen organisation which:
?investigates how marketing activities contribute to achievement of organisational objectives in the organisation
?critically evaluates marketing operations in that organisation
?appraises the processes that the organisation uses to develop its markets

? Activity 4: Information Systems Management (ISM) approximately 1000 words

For your chosen organisation investigate and report on how ISM contributes to the achievement of the objectives of this organisation. In completing this investigation you must also critically evaluate the role ISM plays in the organisation

Finally as planning the requirements and place of information systems is important for the success of businesses you must also appraise the processes your chosen organisation uses to plan its ISM requirements
Suggested Resources

The suggested resources below provide useful theory, statistics and case studies relevant to management, healthcare management and tourism management. These resources can supplement the resources provided by your college and resources suggested by ATHE for each unit.

Always ensure you reference correctly when using information from any source.
www.Businesscasestudies.co.uk
This website provides useful case studies from The Times.
www.skillscfa.org
The Skills CFA is the sector skills council for business and administration, their website includes information such as labour market intelligence.
www.ft.com
The Financial Times is one of the world?s leading business and finance newspapers. Its website contains up to date financial and business information and news stories.
www.hse.gov.uk
The Health and Safety Executive is the UK's independent body watchdog for work related health and safety, illness and sickness. Its website contains templates on workplace risk assessments.
www.wri.org
The World Resources Institute provides information on climate change and how this affects business.
www.managementhelp.org
This website is a free online resource with articles in management.
www.open.edu/openlearn/money-management
The Open University provides free online resources and short courses.
www.businessballs.com
Businessballs is a free learning and development resource for people and organisations.
www.mindtools.com
This website provides practical and straightforward information to improve management skills and knowledge.
www.bbrt.org
Beyond Budgeting Round Table is a website which gives readers a new way of managing performance and shows case studies of companies that have used their methods.
www.researchproposalguide.com
This website gives information on how to write a good research proposal.
www.un.org
This is the main website of the United Nations; its document section contains information on the work of the UN and its member countries.
www.oecd.org
The Organisation for Economic and Co-operation and Development is an international organisation which
promotes the economic development of its member countries. Its website contains statistics and reports on its work

Job Announcement: Strategic Human Resources Director

New mission-driven organization (circus) that is recognized with programs serving children and families is seeking a highly motivated and experienced full time Human Resources Director to plan, implement and direct the establishment of a comprehensive human resources division including compensation and classification, training and development, recruitment and testing, and employee and labor relations. The individual in this new position will be responsible for the management of the Human Resources Division including establishing and reviewing work standards and procedures; developing operational priorities, establishing goals and objectives, providing instruction, guidance and counseling to employees regarding the application and implementation of the and overseeing the conduct of employees and taking disciplinary action if necessary.

DEFINITION:

Strategic Human Resources Director is the primary professional supervisory and administrative support for a full range of diverse personnel activities. The Human Resources Director is responsible for development and oversight of all HR activities of the organization, including but not limited to, employment, compensation and benefits, training and equal opportunities.

DUTIES AND RESPONSIBILITIES INCLUDE:

? Coordinates the process for hiring people in accordance with organizational employee policy and procedures and in compliance to the affirmative action plan.

? Develops a recruitment plan for each posted position

? Develops and maintains a retention plan in consultation

? Accepts, screens, interviews and refers appropriate qualified applicants

? Supports the vision, values, and purpose of organizational strategies.

? Evaluates capabilities of candidates and negotiates starting salaries in accordance with compensation guidelines.

? Have in-depth knowledge of system to be able to recommend hiring decisions.

? Represents organizational local and regional level recruitment events.

? Provides in-service and training related to employment processes

? Works on development of overall strategies and recruitment planning for areas of responsibilities

? Develops and implements new programs to assist in recruitment efforts

? Works with department managers to develop retention strategies and programs.

? Develop and maintain Foundation?s Human Resources policies and procedures with respect to ethics, non-harassment and new employee orientation

? Develop and manage compensation and benefits program;

? Develop and manage employee relations and recruitment and retention programs;

? Provide advice on all issues relating to HR policy, practice and employment law;

? Work effectively with managers in promoting and embedding sound HR management and policies.

? Review current workforce against future needs;

? Lead and improve company?s approach to equality and management of diversity, ensuring that policy and management practices are consistent with both employment law and best HR practices

? Performs other functions as required.

Job descriptions are subject to change based on the needs of the organization..

QUALIFICATIONS:

Education: B.S. in Human Resources management, social or behavioral science, human resources, business or public administration or related field although a Master?s degree is preferred, or 10 years related experience in managerial position. Preferred overall experience with payroll, accounts payable, purchasing, budgeting and analytical procedures, as well as working knowledge of applicable state and federal laws and regulations. Person must possess excellent verbal and written communication, project management, organization, teamwork and follow-up skills. Possession of a valid driver?s license and current personal vehicle insurance preferred. Job may require the use of personal vehicle in successful completion of job duties and responsibilities. Company policy requires verification of fingerprint and criminal records clearance before beginning work.

Our organization is an equal opportunity employer and does not discriminate on the basis of race, gender, gender identity, ethnicity, religion, sexual orientation, marital status, medical condition, age or disability. Women and minorities are encouraged to apply.

TO APPLY:

Send resume, letter of interest including salary requirements to:

Circus Organization

Xxxx

xxxx

or via e-mail to: xxx @nnn.org
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I need the following.

1-Report your strategy for interviewing candidates for this position, explain why you chose this strategy.

Compensation is considered as one of the most controversial aspects of human resource management. Designing a program must address a myriad of factors, including the industry, strategic planning, compensation philosophy, and recruitment/retention strategies to name a few while skillfully balancing both extrinsic and intrinsic factors. In today's workforce the changing generational workforce is a highly prominent consideration.

4 Analyze Extrinsic and Intrinsic Compensation
Describe in detail how differing organizations would use differing blends of extrinsic and intrinsic compensation and benefits strategies to maximize organizational potential and meet the needs of their workforce.
Support your conclusions with references from at least three peer reviewed journal articles that are no less than 5 years old and additional research articles.

Here are the instructions I get each week for research paper, please consider them while writing the paper. Also a paper is pasted in the end for reference after all the questions prof asked so far.

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for your proposal please give me your topic here. What was it that you found to be a problem and why do you think so? Please tell me in 3 sentences what this problem is and how you think you can either solve it, educate others on it, provide more information to world about it etc.... This will become your Statement of the Problem (Step 2) in your appendix for the DRP proposal. Below is Step 2.

Step 2. Statement of the Problem. The DRP research statement of the problem is a three part statement: an introductory sentence, a problem sentence and a transition/closing sentence.

Introductory Sentence: The first sentence introduces the topic of the research problem that is of primary interest to the DRP student.
Example

?Organizational Behavior touts itself as a field that extracts its contents from various social sciences.?

The Problem Sentence: The second sentence presents the structure from which the research question will be derived.
Example

?A review of academic and professional journals reveals no studies illustrating the Organizational Behavior/Social Science linkage.?

The Transition/Closing Sentence: The third sentence is a transition or closing sentence.
Example

?Universities use Organizational Behavior text?s interdisciplinary approach to educate business professionals about behaviors occurring within organizations, and the Organizational Behavior/Social Science relationship.?

Anyone, with or without expertise in this intended research area of interest can immediately understand where the DRP research effort is headed and why. This provides a basis for how the DRP student will relate the DRP research conclusion back to the statement of the problem and either their primary research question or hypothesis as the research moves forward.

Post this statement of the Problem here.
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for your proposal please provide me with the context of your problem. What is the history behind your problem? Why is it a problem and for whom is it a problem? How did the probelm begin, where is this problem located? What are the consequences and or positive aspects if any of this problem? This is from Step 1 of your DRP proposal in the appendix section of the syllabus. This should be around 3 pages long.

Step 1. Context of the Problem. -- sets up the research statement with background, purpose and perhaps some support from the literature or acceptable literature alternatives. It is here that the DRP problem or issue is discussed and gives a transitory explanation of what the completed research work-product will most likely contain.
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for your proposal please provide me with your research questions. These questions are going to guide your research. They are going to be the questions from which the answers will help you solve, educate others about or further explore your problem. You should have around 5 or 6 reserach problems. All of them should be guiding not yes or no questions but rather ones that when asked and answered will help you figure out a solution to your problem. This is Step 3 of your DRP proposal in the appendix section of the syllabus.

Step 3. Research Question/Hypothesis and
The research question or hypothesis is derived from the statement of the problem. This provides a clear basis for the research to be done. The research question/hypothesis can be broken into applicable manageable subquestions or subhypotheses.

Example
Research Questions

The purpose of this research is to determine how universities use Organizational Behavior?s interdisciplinary approach to educate business professionals about behaviors within organizations, and the Organizational Behavior/Social Science relationship? To answer this question, the following subquestions will be addressed:

1. What is Organizational Behavior, it?s core body of knowledge and interdisciplinary approach? (Qualitative)

2. What Social Science concepts influence the Organization Behavior field?s core body of knowledge and the correlation between them? (Quantitative)

3. How are business professionals educated about behaviors occurring in organizations? (Qualitative)
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for your proposal provide me with your Significance of the Study. This section should be around 3-4 pages long and it should describe to me why you care so much about this problem? Why should I care about this problem? Why should the world care about this problem? This is where your passion can come out and where you try to persude the world that this problem is worthy of your time and energy and the time and energy of those who are going to read it. Put your heart into it but back up what you say with references.... always.
This is step 4 of your DRP proposal found in the appendix section of your syllabus.


Step 4. Significance of the Study. The Significance of the Study section is the researcher?s opportunity to explain why it is a significant research problem under study in theory and/or practice. The following example of a declaration of significance may be helpful:

Example
Significance of the Study

This case study is important because it recognizes the value and benefits of conducting e-business on the WWW.

The study will help clarify the nature of warranted change and how a significant segment of the Corporate structure communicates strategically in business and the professions. This research is also of importance because it will add to the growing base of knowledge about e-business and the WWW Global market place. A third consideration of the significance is that much more can be learned about what companies can do to be successful and to circumvent initial failure in the first place. From a qualitative and naturalistic-ethnographical setting it is expected much will be learned including management and the need for effective strategic communication.

To the extent this study reveals how e-business can be successful, Corporate management may or may not need to be concerned with whether or not organizational policy changes are necessary, or whether the phenomena is a matter of environmental business changes of the day, then the study will have contributed to a better understanding that is unique to the larger WWW e-business community.
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for your proposal please provide me with your Research Design and Methodology Section. This is the meat and potatoes, the heart, the main point of why you are here and why you are doing what you are doing. This is the road map, the path you are taking to tell me how you are going to do what you are going to do. While you will see that quantitative and triagulation methods are talked about in the appendix section of the syllabus I would like you to only use QUALITATIVE methodology. I would also like you to use 5 methodologies in your research design and methodology section.
1. interviews
2. surveys
3. focus groups
4. internal data
5. observations

You must use all 5 and talk about how each of these will be conducted, where, how, with whom, and why? Why will it help you answer your research questions and why and how will it help you solve, further educate etc... the world about your problem.

This section should be around 5- 6 pages long. This is Step 5 in your DRP proposal found in your appendix section of the syllabus.

Step 5. Research Design and Methodology. There are three kinds of DRP research design -- qualitative, quantitative and triangulation. The first sentence of the section explains which kind of design the student will use.

Qualitative research focuses on understanding phenomena, rather than predicting as in the application of traditional quantitative or statistical research. Triangulation is the integration of both qualitative and quantitative (mixed-method) research designs, combining both into a single research strategy to increase the quality of results.

The methodology section describes the procedures the DRP will follow (content analyses, face-to-face interviews, questionnaires, quantitative analyses, etc.), describes the information and/or data that the student will collect, and describes how the student will develop conclusions to address the purpose of the study.

Premises of the Qualitative and Quantitative Research


Qualitative Quantitative

Research Definition A formal systematic, realistic and consistent subjective strategy for obtaining information about a targeted research micro group or individual situation that can be used to describe life experiences and give them meaning. A formal systematic, realistic and consistent objective strategy for obtaining information about a targeted research macro population. A method used to describe, test relationships, and examine cause and effect relationships.


Research Goal The realistic goal is to clearly identify a primary research question to answer and gain an understanding and insight by exploring the depth, richness, and complexity inherent in phenomenon. The realistic goal is to clearly identify the primary research hypothesis, test relationships, find facts, describe and examine cause and effect relations.
Research Objectives A prioritized arrangement of specific key researchable and measurable research questions and subquestions; or specific key measurable research hypothesis and subhypotheses, respectively.

Research Strategy The creation of a unique, appropriate, timely design, techniques and activities appropriate for the research objective(s) and goal(s) that are consistent and synergistic. Because credibility, reality, reliability and validity weigh heavily upon the research outcome, it is important for the researcher to ?do the right thing and do things right.?
Note: See Leedy and Ormrod (2001) pp. 101 ? 103, Comparing Quantitative and Qualitative Approaches.
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for your proposal: provide me with your organization of the study. In this section you will tell me what will happen next. You only need to say this:

Chapter 2 will be the Literature Review
Chapter 3 will discuss research question number 1
Chapter 4 will discuss research question number 2
Chapter 5 will discuss research question number 3

etc.... depending on how many research questions you have.

Chapter ? will be the conclusion. This is step 6 of your DRP proposal in the appendix section of your syllabus.

Step 6. Organization of the Study. This section is the researcher?s opportunity to present the research chapters and sections in brief, describing how the total research effort will be presented. In particular, it means each research chapter is presented in four to five sentences indicating what actions the researcher will perform in the research process.
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-----------------REFERENCE PAPER----------------





Employee Satisfaction is Key to Employers Retaining Valued Employees





Your name here

Strayer University Memphis, TN

Instructor: Dr. Lisa Joerg

Research and Communication- BUS 531

March 14, 2005






Context of the Problem
Today the unemployment rate is at a record low. What is at a record high is employee turnover and dissatisfaction. As the employment market becomes more competitive and employees are greater prepared for the employment search, it is the employers dilemma to recruit and maintain employees. There are four major areas that contribute to this issue of the employees? expectations, the employers recruiting efforts, the employees? satisfaction level, and the employers? retention efforts.
Historically employers have not considered employee satisfaction as a problem, because people would take a job and work until they retire. That was the way of society, find a decent paying job to support your family and work until you retire. As the world and technology have evolved, employers have realized that personnel are a company?s greatest assets; subsequently, the need to retain highly trained and motivated employees has increased.
The root of this problem begins with the employee. Today?s employee has greater expectations of the employer compared to employees of the past. There was time when the workforce only expected to be paid for their work; however, as education and resources to prepare for the workforce have become accessible to a broader population of the workforce and as jobs have become more specialized employees who are educated in specific skill set have a greater expectation of employers. For example there is currently a nursing shortage in the United States. Some surveys have projected the possibility of a 1-16 nurse to patient ratio by 2010; with the knowledge of the nursing shortage nurses have greater expectations of employers. The job market is open and nurses have options, therefore employers must be competitive in the recruitment and retention of these employees. Naturally, employers are increasing efforts to retain nurses and to recruit new nursing personnel. Numerous factors have influenced the nursing shortage: changes in the nation?s reimbursement system; modifications in nursing care delivery; technological advances; increases in elderly and chronically ill patients requiring complex care; shifts in health care settings; an inadequate supply of nursing school enrollees; and greater career choices for women (Jones,1992).
Hospitals have responded to the turnover of staff-nurses by employing mostly short-term measures to recruit and retain nurses. These short-term solutions, while necessary to provide the complex care required by the consumer, have been costly. Recent reports also indicate that hospital revenues are being lost when staff shortages require bed closures (Jones, 1992).
The nursing shortage is an excellent example of employee driven, employer retention procedures. As a result of this shortage the nursing industry has become a prime profession. Nursing salaries have increased benefits range from healthy sign on bonuses to flexible shifts and higher differential pay for night nurses, because the industry has changed the recruiting and retention efforts for this specific job type, the industry is beginning to grow.
This is an example of how personnel shortage can directly affect a corporation?s revenue. Fewer nurses mean fewer beds, which equals a lower bottom line. As a result of this type of problem, employers have re-considered recruitment efforts. Employers have realized the need to hire the best candidates on the front end; this reduces the likelihood of job separation. Depending on the level of the position within the corporation, recruiting packages includes: sign on bonuses, benefit packages, car allowances, moving expenses and special request of the candidates.
After the recruiting process, the employer has to maintain the satisfaction of the employee, to discourage job separation. Many employers utilize employee satisfaction surveys to determine employee satisfaction. The most effective satisfaction areas have been: working conditions, working hours and salary.
Once the employee has been recruited and is currently satisfied the employer has to retain the employee. Effective methods of retention have been: promotion, annual pay increases, bonuses, and service-related benefits, such as increased vacation hours by number of years of service. Some employers recognize employees? birthdays and special events.
This study will to identify new methods of employee satisfaction and retention. This is important to the employment industry in several ways. Finding solutions to these problems will reduce the cost of employee turnover; and increase the stability of the company and its employees.
This research proposal will investigate situations like the nursing shortage. The author will focus on reasons why employees are satisfied and dissatisfied with their employer. In addition, how the employment industry can recruit and retain highly trained and motivated employees for greater than ten years.
Statement of the Problem
In today?s competitive job market, employee satisfaction is a key to the retention of employees. The job market has become so diverse that employers are experiencing high turnover of valuable personnel. The expense of turnover can affect a company?s revenue; therefore, employers recognize the need to maintain happy, secure employees. This paper will address the topic of how employers can recruit qualified personnel, satisfy employees and retain them for greater than 10 years. This paper will concentrate on illustrating ways to increase employee satisfaction, and retention of employees for more than 10 years.
Research Questions
As employees investigate prospective employers and compare opportunities prior to decision-making several requirements come to mind. First and foremost is the salary and benefits package, beyond this is the employees? need for security and to feel challenged in the position. Surveys have shown employees thrive in an environment where they have a since of ownership and control. To obtain the information needed to assess these areas of the topic the author will ask and answer the following research questions:
1. How important of a role do the organization?s culture, philosophy and mission play in retaining employees?
Corporate culture has become an important factor in employee decision-making. The author intends to look at the culture of the corporation itself. What is the structure and cultural design? Is this employer a strict and unrelenting company? Is the managerial structure to lenient? Secondly, what is the company?s employee cultural make up? In our diverse society, many cultures of people come to work together everyday. The paper will determine if this is a factor in employee satisfaction.
2. With the current generation?s diversity in the workplace, does this create an empowering environment?
The paper will examine how the many different culture of people working together daily affects the workplace and morale.
3. As our country/world continues to evolve, how do we define blue collar or white-collar workers?
The author will determine if workplace satisfaction changes between the blue collar and white-collar industry.
4. What makes an organization a great place to work?
The author will explore how employers can create work environments to satisfy and retain employees.
5. Where are the good employees?
The researcher will outline the recruiting efforts to help employers find highly trained and motivated employees on the front end.
6. What is employee satisfaction?
Employee satisfaction has several pieces, the paper will focus on interpersonal and organization influenced employee satisfaction.
Significance of the Study
Every child in America has one thing in common, the desire to succeed. Although the socio-economic environments of our children may be very different, every American child is taught to strive for something better to achieve the American dream. A very poor child may be encouraged to be the first person to be employed in his/her family. A child in a lower-middle class family may be encouraged to be first to attend college. A child in a well-to-do family may be encouraged to become a doctor or lawyer. Yet another wealthier child is raised to take over the family business and grow it in ways the generations before could not. Nevertheless, we all have the same desire to achieve a goal in life, to live the best life we can.
The foundation of this dream begins with work. The type of work or career we choose is the foundation of every other life decision. Better jobs equal better pay, which equals a better quality of life. The first determining factor of reaching each employee?s individual American dream is based on his or her employment. Because employment is such a key component in a person?s quality of life, it is the most important factor to many.
This proposal is vital in the sense that there is a direct relationship between employee satisfaction and quality of life. Weston (1999) states, although a myriad of factors may contribute to judgments of quality of life, the achievement of a sense of well-being (or happiness or life satisfaction) is a central component. As Weston (1999) pointed out a basic assumption underlying research into quality of life is that human beings are motivated to seek a sense of well-being and to avoid distress. Research has shown the work we do directly affects our sense of well-being. There are many levels of satisfaction for employees; however the primary factor is salary. According to Weston, employment status and occupational circumstances such as ?blue-collar? verses ?white-collar? are commonly used indices of socio-economic status which carry implications for numerous aspects of life, including financial circumstances, values, interests, social networks, sex-role patterns, socialization of children, adoption of health risk behaviors, and health status(1999). Information like this leads us to believe that a person?s profession drives almost every aspect of life, and how well that individual perceives his/her success.
This proposal aims to tackle the issue of what it takes to maintain a satisfactory employment status and what is needed to remain satisfied until employee?s goals are met. This author will present that one?s personal satisfaction could be correlated to ones satisfaction at work. One example of this is in employees who work in stressful situations an example of a stressful situation is an unrealistic workload. Thompson states that an unrealistic workload had the opposite effect. An unrealistic workload, will demoralize committed staff, wear them out, and ultimately drive them away. Overloaded staffs generally produce less work ? and often work of lower standard - than staff members who have a demanding but realistic workload (2004).
Unfortunately, in addition to poor performance at work, many employees carry their stress home to their families. Stress at work has been cited in cases of child and spousal abuse as well as addictive behaviors such as alcoholism (Weston, 1999). In addition, work related stress is a health and safety issue (Thompson, 2004). Stress is a known cause of hypertension, anxiety, and cardiac problems (Thompson, 2004). Employers need to evaluate the working environment and insure that it is as stress free as possible, for the safety of the individual employee and the company as a whole.
The other scenario here is the happy or satisfied employee. Studies have shown employees who are satisfied at work are more productive both personally and professionally (Dalton, 2004). Naturally employers want happy employees and are finding innovative ways to improve morale. One example of this is the Higher Ground Project Dalton sites, the Mount Carmel Health Systems Higher Ground program. ?This program is nurturing the calling side of what we do and reconnecting people with the reason they came into health care?(p.24) says Julie Snyder who runs the initiative. Through the program, more than 700 mangers have gone on week-long retreats where Snyder, who runs the initiative, and her team talk about values and discuss the benefits of leading by inspiration rather than through intimidation. Higher Ground also uses an intranet site for educational, inspirational, and community-building purposes. Since the implementation of the program the staff retention rate has gone from 47% to 77%.
Another popular method of employee satisfaction is job ownership or mastery. Studies (Barron, 2004) have shown that employees who have some control over their jobs are more productive and feel more valued.
An employer can create a positive, stress-free working environment for employees by evaluating their attitude and behavior. Levering (2004) notes the following: The main variable is the attitude and behavior of the management rather than the type of organization. How the management relates to its employees is what makes the difference. Levering notes factors that are required for employee satisfaction: sharing information broadly, as well as sharing profit information and other corporate data with all employees. Other points include accessibility of executives to meet with all levels of employees and not self-limiting interaction to just management. Company wide willingness to answer hard questions, leaders must respond to hard questions from employees. Delivering on promises, if the management makes a commitment to the employees it must see it through. Organization must show recognition and appreciation. Demonstrating personal concern employers should show concern for employee?s personal lives and acknowledge significant events such as marriage, illness or death of a family member.
Creating a great place to work does not have to be an expensive endeavor for the company; in fact, it can start with simple measures such as initiatives to improve communication. Employers who make the effort to satisfy employees find themselves in a win-win situation. The employees are more productive and more likely to remain employed. This reduces the cost of turnover, which has been estimated to cost from $1280 to $50,000 depending on the profession (Jones,1992). Reducing turnover can increase revenue for the company. In addition to the company benefiting, the employee benefits as well. Happy employees have better home lives and fewer health problems than their unhappy counterparts.
This author will prove that not only does employee satisfaction improve the working environment and help employers retain employees for more than 10 years; employee satisfaction also has direct correlation to the family structure and its success.
Objectives of Study
The primary objective of this proposal is to educate the reader on ways to recognize a satisfied employee. Satisfied employees provide better customer service and have better attitudes at work. They may go above and beyond their required duties to provide excellence in their profession. The author will also illustrate ways to increase employee satisfaction and retention time to beyond 10 years. The paper will site specific measures employers can use to improve employee satisfaction and retain them. Educate all managers on what it takes to make their organization a great place to work. This author will use the model provided by the Higher Ground program to demonstrate ways to education management in employee satisfaction and personal satisfaction. The author will also, at this time illustrate ways to keep the workplace stress free for both employees and managers.
In addition, the paper will determine if diversity in generations has any affect on workplace environment and employee satisfaction, by assessing employee?s satisfaction in relationship to generational time lines. This author will discuss the diversity of the workplace as it pertains to the cultures and nationalities of employees, and determine if there is a relationship between these factors and employee satisfaction. With the results of this research it is anticipated that changes will be created for greater employee retention. The author will introduce innovative ideas and strategies for employee retention. The author will examine leadership development in organization and measure is success in employee retention. This part of the paper will examine the role executives play in employee satisfaction. The author will determine how employers can develop strong psychological contracts with employees. A psychological contract is most effective retention tool and employer can have, we will express how employers can build and maintain strong psychological contracts with their employees.
Research Design and Methodology
The research design and methodology of the paper will be a qualitative style of research. The author will use four methods of research, observations, interviews, survey forms and focus groups. The hope is to combine these methods and research findings to demonstrate the thesis of the paper and create innovative new ways to approach future research.
During observations this author will spend ten hours observing various employees in their work environment and rate their level of satisfaction. Employers will also be interviewed regarding the impact of their workplace satisfaction on their home life and personal activities, often times during observation those being observed can change behavior for the observer, we will choose our candidates at random and notify them after the observations are completed. The observation participants will include managers who have been employed for greater than 10 years and employees who have no management titles. Past research has shown that obvious observation can have a negative affect on employees and their performance; we will not interfere with the workplace and will observe as covertly as possible.
The researcher will conduct ten interviews. The writer will interview five people who have been with their employer for 10 years or more and 5 people who have been with their employer for 10 years or less. The interviews will be conducted with 5 members of management and 5 members of non-management. The writer will discuss the employee?s current satisfaction rating. This researcher will ask the employee what it will take to retain them for 10 years or more. This researcher will also interview the employee on work-related family issues. Each interview will last one hour, we will collect information from each candidate regarding the corporate structure and culture and how they are affected by it.
Surveys will be the most effective tool in our research. Past research has shown surveys to be a primary tool in improving workplace satisfaction. Greengard (2004) found that surveys connect employee satisfaction with organizational goals. Greengard also notes surveys can help an organization achieve higher retention rates, lower absenteeism, and improve productivity and customer service. Surveys have had such a strong impact on our topic the author believes they will have a strong impact on the research as well. The researcher plans to distribute 20 surveys per week until 120 surveys are obtained. The surveys will include questions to determine the satisfaction of employees. The surveys will also ask to rate employee satisfaction with personal satisfaction. This researcher will use the survey to gain insight into how employers can retain employees and use the ideas to create innovative measures employers can use. The surveys will be the basis for information regarding retention; it will only be provided to employees who have been employed for two years or more. The surveys will be 25 questions in length and should take no more than 10 minutes to complete. The researcher will allow the surveyed person to return the survey via mail, however we prefer to return and collect the survey.
Focus groups will be conducted during the research project. Each focus group will include five participants and the facilitator. Focus groups will discuss employment challenges, growing autonomy, trust in the company leadership and organization mobility for employees. Focus groups will meet for one hour and will discuss on topic at a time, the topic will be introduced and the group will be given 10 minutes to discuss the topic. The final phase of focus groups will be to brainstorm and pull the main ideas from the discussion; the facilitator will use these main ideas as a part of the research.
In an optimistic eye of a recovering economy ?what is a good job?? and is it satisfying to all involved. Overall satisfaction of employees operates in a rippling effect, in that on the front line they continue the vision of their employer, and facilitate the desired growth. One then has to ponder if the ripple is a calming flow into the area of encouragement, or a shock wave effect that can destroy an organizations tone.
Berg states ?education is a major contributor to employee dissatisfaction.?(p. 651, 1981) The continual rise in educational requirement for job represents a bias that contributes to a malfunctioning labor market. He goes on to say that not educational achievement, but other personality characteristics and environmental condition are what leads to employee satisfaction.
The future chapters will examine the independent factors to employee satisfaction to include past work experience, educational background and career choices. Future more, it is important to note that the assessment of the satisfaction of people in different occupations attach different weight to job features. Such as gender also is a variable in job satisfaction in that men and women of same occupations view satisfaction differently. Moreover, it is imperative that employers counteract escalating employee turnover and dissatisfaction with witty and ingenious retention strategies that will encourage their employees to remain with the organization at least ten years.









References:
Barron, T. (2004, April). The link between leadership development retention, American
Society for Training and Development, 58(4),58-64. Retrieved January 17, 2005, from Business Source Premier
Berg, I. (1981, Jan.). Education and jobs, American Journal of Sociology, 87,651-683.
Retrieved February 2, 2005, from Business Source Premier
Dalton, A. (2004, Nov.). Happy workers, Hospitals and Health Networks, 78(11), 24-25.
Retrieved January 31, 2005, from Business Source Premier
Jones, C. (1992, Jan.). Calculating and updating nursing turnover cost, Nursing
Economic, 10 (1), 39-45. Retrieved January 31, 2005, from Business Source Premier
Korn, D. (2004, April). Entrepreneurship through homeownership, Black Enterprise,
34(9), 61-62. Retrieved January 17, 2005, from Business Source Premier
Levering, R. (2004, Aug.) Creating a great place to work: Why it is important and how
it is done, Corrections Today, 66(5), 86-89. Retrieved February 2, 2005, from Business Source Premier
Lommel, J. (2004, Aug.). Turning around turn over, Correction Today, 66(5)54-58.
Retrieved January 17, 2005, from Business Source Premier
McGinn, D. (2004, May). Quitting time, Newsweek, 143(21) 42-43. Retrieved January
17, 2005, from Business Source Premier
Michel, C. (2004, Sep.) We?re all recruiters: how to win the war for talent, United States
Naval Institute, 130(9) 96. Retrieved January 17, 2005, from Business Source Premier
Thompson, N. (2004, Nov.). All stressed out, community care, 1550, 34-35. Retrieved
January 17, 2005, from Business Source Premier
Weston, R. (1999, Autumn). Factors contributing to personal wellbeing, Family Matters
Issue 52. . Retrieved February 2, 2005, from Business Source Premier.
Williams, J. (2004, July). In the midst of difficulty lies opportunity, Nursing
Management, 11(4) 17-20. Retrieved January 17, 2005, from Business Source Premier

I am doing Research and Strategic communication course in MIS. I have to complete a minimum of a 20-page research proposal consistent with standards of the university?s Directed Research Project (DRP). My current proposal title is "what is wrong with Gas Prices Today", please suggest the better title if possible. I am also pasting a sample paper below for reference how a paper should look like. Topics should be coverd in the similar way. Below the sample paper I am also adding every week (so far) questions ask on research paper, please go through them.
----------------------





Employee Satisfaction is Key to Employers Retaining Valued Employees





Your name here

Strayer University Memphis, TN

Instructor: Dr. Lisa Joerg

Research and Communication- BUS 531

March 14, 2005






Context of the Problem
Today the unemployment rate is at a record low. What is at a record high is employee turnover and dissatisfaction. As the employment market becomes more competitive and employees are greater prepared for the employment search, it is the employers dilemma to recruit and maintain employees. There are four major areas that contribute to this issue of the employees? expectations, the employers recruiting efforts, the employees? satisfaction level, and the employers? retention efforts.
Historically employers have not considered employee satisfaction as a problem, because people would take a job and work until they retire. That was the way of society, find a decent paying job to support your family and work until you retire. As the world and technology have evolved, employers have realized that personnel are a company?s greatest assets; subsequently, the need to retain highly trained and motivated employees has increased.
The root of this problem begins with the employee. Today?s employee has greater expectations of the employer compared to employees of the past. There was time when the workforce only expected to be paid for their work; however, as education and resources to prepare for the workforce have become accessible to a broader population of the workforce and as jobs have become more specialized employees who are educated in specific skill set have a greater expectation of employers. For example there is currently a nursing shortage in the United States. Some surveys have projected the possibility of a 1-16 nurse to patient ratio by 2010; with the knowledge of the nursing shortage nurses have greater expectations of employers. The job market is open and nurses have options, therefore employers must be competitive in the recruitment and retention of these employees. Naturally, employers are increasing efforts to retain nurses and to recruit new nursing personnel. Numerous factors have influenced the nursing shortage: changes in the nation?s reimbursement system; modifications in nursing care delivery; technological advances; increases in elderly and chronically ill patients requiring complex care; shifts in health care settings; an inadequate supply of nursing school enrollees; and greater career choices for women (Jones,1992).
Hospitals have responded to the turnover of staff-nurses by employing mostly short-term measures to recruit and retain nurses. These short-term solutions, while necessary to provide the complex care required by the consumer, have been costly. Recent reports also indicate that hospital revenues are being lost when staff shortages require bed closures (Jones, 1992).
The nursing shortage is an excellent example of employee driven, employer retention procedures. As a result of this shortage the nursing industry has become a prime profession. Nursing salaries have increased benefits range from healthy sign on bonuses to flexible shifts and higher differential pay for night nurses, because the industry has changed the recruiting and retention efforts for this specific job type, the industry is beginning to grow.
This is an example of how personnel shortage can directly affect a corporation?s revenue. Fewer nurses mean fewer beds, which equals a lower bottom line. As a result of this type of problem, employers have re-considered recruitment efforts. Employers have realized the need to hire the best candidates on the front end; this reduces the likelihood of job separation. Depending on the level of the position within the corporation, recruiting packages includes: sign on bonuses, benefit packages, car allowances, moving expenses and special request of the candidates.
After the recruiting process, the employer has to maintain the satisfaction of the employee, to discourage job separation. Many employers utilize employee satisfaction surveys to determine employee satisfaction. The most effective satisfaction areas have been: working conditions, working hours and salary.
Once the employee has been recruited and is currently satisfied the employer has to retain the employee. Effective methods of retention have been: promotion, annual pay increases, bonuses, and service-related benefits, such as increased vacation hours by number of years of service. Some employers recognize employees? birthdays and special events.
This study will to identify new methods of employee satisfaction and retention. This is important to the employment industry in several ways. Finding solutions to these problems will reduce the cost of employee turnover; and increase the stability of the company and its employees.
This research proposal will investigate situations like the nursing shortage. The author will focus on reasons why employees are satisfied and dissatisfied with their employer. In addition, how the employment industry can recruit and retain highly trained and motivated employees for greater than ten years.
Statement of the Problem
In today?s competitive job market, employee satisfaction is a key to the retention of employees. The job market has become so diverse that employers are experiencing high turnover of valuable personnel. The expense of turnover can affect a company?s revenue; therefore, employers recognize the need to maintain happy, secure employees. This paper will address the topic of how employers can recruit qualified personnel, satisfy employees and retain them for greater than 10 years. This paper will concentrate on illustrating ways to increase employee satisfaction, and retention of employees for more than 10 years.
Research Questions
As employees investigate prospective employers and compare opportunities prior to decision-making several requirements come to mind. First and foremost is the salary and benefits package, beyond this is the employees? need for security and to feel challenged in the position. Surveys have shown employees thrive in an environment where they have a since of ownership and control. To obtain the information needed to assess these areas of the topic the author will ask and answer the following research questions:
1. How important of a role do the organization?s culture, philosophy and mission play in retaining employees?
Corporate culture has become an important factor in employee decision-making. The author intends to look at the culture of the corporation itself. What is the structure and cultural design? Is this employer a strict and unrelenting company? Is the managerial structure to lenient? Secondly, what is the company?s employee cultural make up? In our diverse society, many cultures of people come to work together everyday. The paper will determine if this is a factor in employee satisfaction.
2. With the current generation?s diversity in the workplace, does this create an empowering environment?
The paper will examine how the many different culture of people working together daily affects the workplace and morale.
3. As our country/world continues to evolve, how do we define blue collar or white-collar workers?
The author will determine if workplace satisfaction changes between the blue collar and white-collar industry.
4. What makes an organization a great place to work?
The author will explore how employers can create work environments to satisfy and retain employees.
5. Where are the good employees?
The researcher will outline the recruiting efforts to help employers find highly trained and motivated employees on the front end.
6. What is employee satisfaction?
Employee satisfaction has several pieces, the paper will focus on interpersonal and organization influenced employee satisfaction.
Significance of the Study
Every child in America has one thing in common, the desire to succeed. Although the socio-economic environments of our children may be very different, every American child is taught to strive for something better to achieve the American dream. A very poor child may be encouraged to be the first person to be employed in his/her family. A child in a lower-middle class family may be encouraged to be first to attend college. A child in a well-to-do family may be encouraged to become a doctor or lawyer. Yet another wealthier child is raised to take over the family business and grow it in ways the generations before could not. Nevertheless, we all have the same desire to achieve a goal in life, to live the best life we can.
The foundation of this dream begins with work. The type of work or career we choose is the foundation of every other life decision. Better jobs equal better pay, which equals a better quality of life. The first determining factor of reaching each employee?s individual American dream is based on his or her employment. Because employment is such a key component in a person?s quality of life, it is the most important factor to many.
This proposal is vital in the sense that there is a direct relationship between employee satisfaction and quality of life. Weston (1999) states, although a myriad of factors may contribute to judgments of quality of life, the achievement of a sense of well-being (or happiness or life satisfaction) is a central component. As Weston (1999) pointed out a basic assumption underlying research into quality of life is that human beings are motivated to seek a sense of well-being and to avoid distress. Research has shown the work we do directly affects our sense of well-being. There are many levels of satisfaction for employees; however the primary factor is salary. According to Weston, employment status and occupational circumstances such as ?blue-collar? verses ?white-collar? are commonly used indices of socio-economic status which carry implications for numerous aspects of life, including financial circumstances, values, interests, social networks, sex-role patterns, socialization of children, adoption of health risk behaviors, and health status(1999). Information like this leads us to believe that a person?s profession drives almost every aspect of life, and how well that individual perceives his/her success.
This proposal aims to tackle the issue of what it takes to maintain a satisfactory employment status and what is needed to remain satisfied until employee?s goals are met. This author will present that one?s personal satisfaction could be correlated to ones satisfaction at work. One example of this is in employees who work in stressful situations an example of a stressful situation is an unrealistic workload. Thompson states that an unrealistic workload had the opposite effect. An unrealistic workload, will demoralize committed staff, wear them out, and ultimately drive them away. Overloaded staffs generally produce less work ? and often work of lower standard - than staff members who have a demanding but realistic workload (2004).
Unfortunately, in addition to poor performance at work, many employees carry their stress home to their families. Stress at work has been cited in cases of child and spousal abuse as well as addictive behaviors such as alcoholism (Weston, 1999). In addition, work related stress is a health and safety issue (Thompson, 2004). Stress is a known cause of hypertension, anxiety, and cardiac problems (Thompson, 2004). Employers need to evaluate the working environment and insure that it is as stress free as possible, for the safety of the individual employee and the company as a whole.
The other scenario here is the happy or satisfied employee. Studies have shown employees who are satisfied at work are more productive both personally and professionally (Dalton, 2004). Naturally employers want happy employees and are finding innovative ways to improve morale. One example of this is the Higher Ground Project Dalton sites, the Mount Carmel Health Systems Higher Ground program. ?This program is nurturing the calling side of what we do and reconnecting people with the reason they came into health care?(p.24) says Julie Snyder who runs the initiative. Through the program, more than 700 mangers have gone on week-long retreats where Snyder, who runs the initiative, and her team talk about values and discuss the benefits of leading by inspiration rather than through intimidation. Higher Ground also uses an intranet site for educational, inspirational, and community-building purposes. Since the implementation of the program the staff retention rate has gone from 47% to 77%.
Another popular method of employee satisfaction is job ownership or mastery. Studies (Barron, 2004) have shown that employees who have some control over their jobs are more productive and feel more valued.
An employer can create a positive, stress-free working environment for employees by evaluating their attitude and behavior. Levering (2004) notes the following: The main variable is the attitude and behavior of the management rather than the type of organization. How the management relates to its employees is what makes the difference. Levering notes factors that are required for employee satisfaction: sharing information broadly, as well as sharing profit information and other corporate data with all employees. Other points include accessibility of executives to meet with all levels of employees and not self-limiting interaction to just management. Company wide willingness to answer hard questions, leaders must respond to hard questions from employees. Delivering on promises, if the management makes a commitment to the employees it must see it through. Organization must show recognition and appreciation. Demonstrating personal concern employers should show concern for employee?s personal lives and acknowledge significant events such as marriage, illness or death of a family member.
Creating a great place to work does not have to be an expensive endeavor for the company; in fact, it can start with simple measures such as initiatives to improve communication. Employers who make the effort to satisfy employees find themselves in a win-win situation. The employees are more productive and more likely to remain employed. This reduces the cost of turnover, which has been estimated to cost from $1280 to $50,000 depending on the profession (Jones,1992). Reducing turnover can increase revenue for the company. In addition to the company benefiting, the employee benefits as well. Happy employees have better home lives and fewer health problems than their unhappy counterparts.
This author will prove that not only does employee satisfaction improve the working environment and help employers retain employees for more than 10 years; employee satisfaction also has direct correlation to the family structure and its success.
Objectives of Study
The primary objective of this proposal is to educate the reader on ways to recognize a satisfied employee. Satisfied employees provide better customer service and have better attitudes at work. They may go above and beyond their required duties to provide excellence in their profession. The author will also illustrate ways to increase employee satisfaction and retention time to beyond 10 years. The paper will site specific measures employers can use to improve employee satisfaction and retain them. Educate all managers on what it takes to make their organization a great place to work. This author will use the model provided by the Higher Ground program to demonstrate ways to education management in employee satisfaction and personal satisfaction. The author will also, at this time illustrate ways to keep the workplace stress free for both employees and managers.
In addition, the paper will determine if diversity in generations has any affect on workplace environment and employee satisfaction, by assessing employee?s satisfaction in relationship to generational time lines. This author will discuss the diversity of the workplace as it pertains to the cultures and nationalities of employees, and determine if there is a relationship between these factors and employee satisfaction. With the results of this research it is anticipated that changes will be created for greater employee retention. The author will introduce innovative ideas and strategies for employee retention. The author will examine leadership development in organization and measure is success in employee retention. This part of the paper will examine the role executives play in employee satisfaction. The author will determine how employers can develop strong psychological contracts with employees. A psychological contract is most effective retention tool and employer can have, we will express how employers can build and maintain strong psychological contracts with their employees.
Research Design and Methodology
The research design and methodology of the paper will be a qualitative style of research. The author will use four methods of research, observations, interviews, survey forms and focus groups. The hope is to combine these methods and research findings to demonstrate the thesis of the paper and create innovative new ways to approach future research.
During observations this author will spend ten hours observing various employees in their work environment and rate their level of satisfaction. Employers will also be interviewed regarding the impact of their workplace satisfaction on their home life and personal activities, often times during observation those being observed can change behavior for the observer, we will choose our candidates at random and notify them after the observations are completed. The observation participants will include managers who have been employed for greater than 10 years and employees who have no management titles. Past research has shown that obvious observation can have a negative affect on employees and their performance; we will not interfere with the workplace and will observe as covertly as possible.
The researcher will conduct ten interviews. The writer will interview five people who have been with their employer for 10 years or more and 5 people who have been with their employer for 10 years or less. The interviews will be conducted with 5 members of management and 5 members of non-management. The writer will discuss the employee?s current satisfaction rating. This researcher will ask the employee what it will take to retain them for 10 years or more. This researcher will also interview the employee on work-related family issues. Each interview will last one hour, we will collect information from each candidate regarding the corporate structure and culture and how they are affected by it.
Surveys will be the most effective tool in our research. Past research has shown surveys to be a primary tool in improving workplace satisfaction. Greengard (2004) found that surveys connect employee satisfaction with organizational goals. Greengard also notes surveys can help an organization achieve higher retention rates, lower absenteeism, and improve productivity and customer service. Surveys have had such a strong impact on our topic the author believes they will have a strong impact on the research as well. The researcher plans to distribute 20 surveys per week until 120 surveys are obtained. The surveys will include questions to determine the satisfaction of employees. The surveys will also ask to rate employee satisfaction with personal satisfaction. This researcher will use the survey to gain insight into how employers can retain employees and use the ideas to create innovative measures employers can use. The surveys will be the basis for information regarding retention; it will only be provided to employees who have been employed for two years or more. The surveys will be 25 questions in length and should take no more than 10 minutes to complete. The researcher will allow the surveyed person to return the survey via mail, however we prefer to return and collect the survey.
Focus groups will be conducted during the research project. Each focus group will include five participants and the facilitator. Focus groups will discuss employment challenges, growing autonomy, trust in the company leadership and organization mobility for employees. Focus groups will meet for one hour and will discuss on topic at a time, the topic will be introduced and the group will be given 10 minutes to discuss the topic. The final phase of focus groups will be to brainstorm and pull the main ideas from the discussion; the facilitator will use these main ideas as a part of the research.
In an optimistic eye of a recovering economy ?what is a good job?? and is it satisfying to all involved. Overall satisfaction of employees operates in a rippling effect, in that on the front line they continue the vision of their employer, and facilitate the desired growth. One then has to ponder if the ripple is a calming flow into the area of encouragement, or a shock wave effect that can destroy an organizations tone.
Berg states ?education is a major contributor to employee dissatisfaction.?(p. 651, 1981) The continual rise in educational requirement for job represents a bias that contributes to a malfunctioning labor market. He goes on to say that not educational achievement, but other personality characteristics and environmental condition are what leads to employee satisfaction.
The future chapters will examine the independent factors to employee satisfaction to include past work experience, educational background and career choices. Future more, it is important to note that the assessment of the satisfaction of people in different occupations attach different weight to job features. Such as gender also is a variable in job satisfaction in that men and women of same occupations view satisfaction differently. Moreover, it is imperative that employers counteract escalating employee turnover and dissatisfaction with witty and ingenious retention strategies that will encourage their employees to remain with the organization at least ten years.









References:
Barron, T. (2004, April). The link between leadership development retention, American
Society for Training and Development, 58(4),58-64. Retrieved January 17, 2005, from Business Source Premier
Berg, I. (1981, Jan.). Education and jobs, American Journal of Sociology, 87,651-683.
Retrieved February 2, 2005, from Business Source Premier
Dalton, A. (2004, Nov.). Happy workers, Hospitals and Health Networks, 78(11), 24-25.
Retrieved January 31, 2005, from Business Source Premier
Jones, C. (1992, Jan.). Calculating and updating nursing turnover cost, Nursing
Economic, 10 (1), 39-45. Retrieved January 31, 2005, from Business Source Premier
Korn, D. (2004, April). Entrepreneurship through homeownership, Black Enterprise,
34(9), 61-62. Retrieved January 17, 2005, from Business Source Premier
Levering, R. (2004, Aug.) Creating a great place to work: Why it is important and how
it is done, Corrections Today, 66(5), 86-89. Retrieved February 2, 2005, from Business Source Premier
Lommel, J. (2004, Aug.). Turning around turn over, Correction Today, 66(5)54-58.
Retrieved January 17, 2005, from Business Source Premier
McGinn, D. (2004, May). Quitting time, Newsweek, 143(21) 42-43. Retrieved January
17, 2005, from Business Source Premier
Michel, C. (2004, Sep.) We?re all recruiters: how to win the war for talent, United States
Naval Institute, 130(9) 96. Retrieved January 17, 2005, from Business Source Premier
Thompson, N. (2004, Nov.). All stressed out, community care, 1550, 34-35. Retrieved
January 17, 2005, from Business Source Premier
Weston, R. (1999, Autumn). Factors contributing to personal wellbeing, Family Matters
Issue 52. . Retrieved February 2, 2005, from Business Source Premier.
Williams, J. (2004, July). In the midst of difficulty lies opportunity, Nursing
Management, 11(4) 17-20. Retrieved January 17, 2005, from Business Source Premier
------------------------------------

questions from weeks so far:

---------
for your proposal please give me your topic here. What was it that you found to be a problem and why do you think so? Please tell me in 3 sentences what this problem is and how you think you can either solve it, educate others on it, provide more information to world about it etc.... This will become your Statement of the Problem (Step 2) in your appendix for the DRP proposal. Below is Step 2.

Step 2. Statement of the Problem. The DRP research statement of the problem is a three part statement: an introductory sentence, a problem sentence and a transition/closing sentence.

Introductory Sentence: The first sentence introduces the topic of the research problem that is of primary interest to the DRP student.
Example

?Organizational Behavior touts itself as a field that extracts its contents from various social sciences.?

The Problem Sentence: The second sentence presents the structure from which the research question will be derived.
Example

?A review of academic and professional journals reveals no studies illustrating the Organizational Behavior/Social Science linkage.?

The Transition/Closing Sentence: The third sentence is a transition or closing sentence.
Example

?Universities use Organizational Behavior text?s interdisciplinary approach to educate business professionals about behaviors occurring within organizations, and the Organizational Behavior/Social Science relationship.?

Anyone, with or without expertise in this intended research area of interest can immediately understand where the DRP research effort is headed and why. This provides a basis for how the DRP student will relate the DRP research conclusion back to the statement of the problem and either their primary research question or hypothesis as the research moves forward.

Post this statement of the Problem here.
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for your proposal please provide me with the context of your problem. What is the history behind your problem? Why is it a problem and for whom is it a problem? How did the probelm begin, where is this problem located? What are the consequences and or positive aspects if any of this problem? This is from Step 1 of your DRP proposal in the appendix section of the syllabus. This should be around 3 pages long.

Step 1. Context of the Problem. -- sets up the research statement with background, purpose and perhaps some support from the literature or acceptable literature alternatives. It is here that the DRP problem or issue is discussed and gives a transitory explanation of what the completed research work-product will most likely contain.

post here your context of the problem.
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for your proposal please provide me with your research questions. These questions are going to guide your research. They are going to be the questions from which the answers will help you solve, educate others about or further explore your problem. You should have around 5 or 6 reserach problems. All of them should be guiding not yes or no questions but rather ones that when asked and answered will help you figure out a solution to your problem. This is Step 3 of your DRP proposal in the appendix section of the syllabus.

Step 3. Research Question/Hypothesis and
The research question or hypothesis is derived from the statement of the problem. This provides a clear basis for the research to be done. The research question/hypothesis can be broken into applicable manageable subquestions or subhypotheses.

Example
Research Questions

The purpose of this research is to determine how universities use Organizational Behavior?s interdisciplinary approach to educate business professionals about behaviors within organizations, and the Organizational Behavior/Social Science relationship? To answer this question, the following subquestions will be addressed:

1. What is Organizational Behavior, it?s core body of knowledge and interdisciplinary approach? (Qualitative)

2. What Social Science concepts influence the Organization Behavior field?s core body of knowledge and the correlation between them? (Quantitative)

3. How are business professionals educated about behaviors occurring in organizations? (Qualitative)

Please provide me with your research questions here.
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for your proposal provide me with your Significance of the Study. This section should be around 3-4 pages long and it should describe to me why you care so much about this problem? Why should I care about this problem? Why should the world care about this problem? This is where your passion can come out and where you try to persude the world that this problem is worthy of your time and energy and the time and energy of those who are going to read it. Put your heart into it but back up what you say with references.... always.
This is step 4 of your DRP proposal found in the appendix section of your syllabus.


Step 4. Significance of the Study. The Significance of the Study section is the researcher?s opportunity to explain why it is a significant research problem under study in theory and/or practice. The following example of a declaration of significance may be helpful:

Example
Significance of the Study

This case study is important because it recognizes the value and benefits of conducting e-business on the WWW.

The study will help clarify the nature of warranted change and how a significant segment of the Corporate structure communicates strategically in business and the professions. This research is also of importance because it will add to the growing base of knowledge about e-business and the WWW Global market place. A third consideration of the significance is that much more can be learned about what companies can do to be successful and to circumvent initial failure in the first place. From a qualitative and naturalistic-ethnographical setting it is expected much will be learned including management and the need for effective strategic communication.

To the extent this study reveals how e-business can be successful, Corporate management may or may not need to be concerned with whether or not organizational policy changes are necessary, or whether the phenomena is a matter of environmental business changes of the day, then the study will have contributed to a better understanding that is unique to the larger WWW e-business community.
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for your proposal please provide me with your Research Design and Methodology Section. This is the meat and potatoes, the heart, the main point of why you are here and why you are doing what you are doing. This is the road map, the path you are taking to tell me how you are going to do what you are going to do. While you will see that quantitative and triagulation methods are talked about in the appendix section of the syllabus I would like you to only use QUALITATIVE methodology. I would also like you to use 5 methodologies in your research design and methodology section.
1. interviews
2. surveys
3. focus groups
4. internal data
5. observations

You must use all 5 and talk about how each of these will be conducted, where, how, with whom, and why? Why will it help you answer your research questions and why and how will it help you solve, further educate etc... the world about your problem.

This section should be around 5- 6 pages long. This is Step 5 in your DRP proposal found in your appendix section of the syllabus.

Step 5. Research Design and Methodology. There are three kinds of DRP research design -- qualitative, quantitative and triangulation. The first sentence of the section explains which kind of design the student will use.

Qualitative research focuses on understanding phenomena, rather than predicting as in the application of traditional quantitative or statistical research. Triangulation is the integration of both qualitative and quantitative (mixed-method) research designs, combining both into a single research strategy to increase the quality of results.

The methodology section describes the procedures the DRP will follow (content analyses, face-to-face interviews, questionnaires, quantitative analyses, etc.), describes the information and/or data that the student will collect, and describes how the student will develop conclusions to address the purpose of the study.

Premises of the Qualitative and Quantitative Research


Qualitative Quantitative

Research Definition A formal systematic, realistic and consistent subjective strategy for obtaining information about a targeted research micro group or individual situation that can be used to describe life experiences and give them meaning. A formal systematic, realistic and consistent objective strategy for obtaining information about a targeted research macro population. A method used to describe, test relationships, and examine cause and effect relationships.


Research Goal The realistic goal is to clearly identify a primary research question to answer and gain an understanding and insight by exploring the depth, richness, and complexity inherent in phenomenon. The realistic goal is to clearly identify the primary research hypothesis, test relationships, find facts, describe and examine cause and effect relations.
Research Objectives A prioritized arrangement of specific key researchable and measurable research questions and subquestions; or specific key measurable research hypothesis and subhypotheses, respectively.

Research Strategy The creation of a unique, appropriate, timely design, techniques and activities appropriate for the research objective(s) and goal(s) that are consistent and synergistic. Because credibility, reality, reliability and validity weigh heavily upon the research outcome, it is important for the researcher to ?do the right thing and do things right.?
Note: See Leedy and Ormrod (2001) pp. 101 ? 103, Comparing Quantitative and Qualitative Approaches.
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College Student Devlopment: How to bridge the gap bewteen recruitment and retention. Strategies and theories used by today's College Student Services professionals to make this transition for their students seamless. How the effectively pass the baton from the Admissions Office to the Dean's Office.

Possible References:

Evans, N.J; Forney, D.S; Guido-DiBrito, F. (1998) Student Development In College: Theory, Research, and Practice, San Francisco: Jossey-Bass.

Carney, J., & Jay, J. (2002) Translating Theory into Practice: The Dilemmas of Teacher Portfolios. Paper presented at the annual meeting of the Southwest Educational Research Association ( 25th, Austin, TX, February 2002) (ED462438).

Evans, N., & Levine, H.; Perspectives on Sexual Orientation, New Directions for Student Services, no.51, Fall 1990. Jossey-Bass Inc., Publishers.

Gilson, J.T; (1990) Student Development: The Prevailing Theories and Their Relevance to Today's Students, University of Missouri-Kansas City.

A Brief Overview of Progressive Education
http://www.uvm.edu/~dewey/articles/proged.html

Jones, W.T; Perspectives on Ethnicity, New Directions for Student Services, no.51, Fall 1990. Jossey-Bass Inc., Publishers.


There are faxes for this order.

The company you will use for Assessment #5 is the U.S. Postal Service. They are losing approximately 7 billion this year and need to continue downsizing their workforce. The Postal Service is concerned about losing key executives as the Postmaster General and the Deputy Postmaster General.


Given the company situation above, prepare a 4-5 page double-spaced report that addresses the following actions:

The company is concerned about properly managing a reduction in the workforce, if the need arises. Develop a downsizing strategy that would address short-term and long-term actions that the company could take to reduce its workforce and effectively maintain operations. Provide supporting rationale for the suggested actions.


The company is also concerned about employee retention, especially for the Postmaster General and the Deputy Postmaster General. Develop a retention strategy for these employees. Provide supporting rationale for the suggested actions.

Write a self evaluation for a Operations Manager answer each question withat least two sentences.

1. Measurement: Coordinate all deployment processing for all task order personnel in a timely and professional manner.
I

2. Data Call Support
Measurement: Provide responsive and accurate data call support in a timely manner.

3. Customer Satisfaction
Measurement: Provide customer support, fostering a friendly and professional work relationship. Maintain good customer interface skills providing responsive support to meet requests.

4. Values Customers-Staff
Description: Demonstrates care, consideration, and respect for customers; seeks to understand customer needs, gives them top priority, and consistently delivers the best solution; maintains positive long-term customer relationships.

5. Exhibits Job Knowledge-Staff
Description: Applies skills and technical competence consistent with the position; strives to be the best by continually updating skills and expanding capability, placing priority on self-development.

6. Manages Work Effectively-Staff
Description: Sets priorities and manages time; maintains dedication to quality; demonstrates a sense of personal ownership; improves results through innovation and adaptation; constructively responds to change; effectively analyzes and solves problems

7. Demonstrates Teamwork-Staff
Description: Actively cooperates with others; ensures individual actions are aligned with the teams needs; is reliable; builds sustainable, positive relationships; treats colleagues with respect and dignity; is open to others perspectives and values diversity. Collaborates effectively with others to achieve optimal results.

8. Communicates Effectively-Staff
Description: Creates understanding by presenting ideas and facts clearly and concisely; listens to others and checks for understanding; uses different forms of communication appropriately (e.g., e-mail, meetings); maintains composure in stressful situations.

9. Builds the Team-Manager
Description: Hires individuals with the capabilities necessary for a successful team; promotes continuous skill development; communicates clear expectations; provides constructive performance feedback; fosters retention by promoting a high quality of work life; ensures employees are treated with respect and dignity; maintains a work environment free of offensive/harassing behavior; resolves conflicts quickly and effectively.

10. Leads the Team-Manager
Description: Provides a clear sense of direction; communicates an inspiring vision and goals that focus the team; clearly defines roles and responsibilities; ensures activities within and between groups are clearly defined, planned and coordinated; ensures team is responsive to customer and meets and/or exceeds their expectations. Leads by example.

11. Manages Programs-Manager
Description: Formulates objectives in line with team/department/ABC Corporation?s International goals; anticipates obstacles or opportunities that may impact plans; establishes courses for accomplishing goals; monitors progress and makes adjustments as needed.

12. Execution - Officer
Description:
Identifies business opportunities that provide sustainable growth, and profitability; applies the best strategy to win/maintain customers; implements effective operating plans; makes tough decisions that support ABC Corporation's principles and strategy.


13. Creates Capability - Officer
Description: Builds an organization capable of executing the Operating Plan; seeks ways to improve productivity, profitability, and customer satisfaction; develops and implements staff development strategies and supporting plans; plans for succession.

14. Builds Loyalty - Officer
Description: Ensures that employees understand the business plan, how they fit into that plan, their latitude for action, and how they will be rewarded for their contributions; develops and implements effective retention strategies and supporting plans. Holds subordinate managers accountable for implementing effective staff management practices.

15. Cultivates Cooperation-Officer
Description: Encourages and nurtures alliances and relationships at all levels to enhance cross-organizational effectiveness; fosters consensus and addresses conflict directly and constructively; offers support and resources to accomplish goals.


Section 5 - Safety and Security
This section reiterates ABC corporation?s commitment to safety requirements and security standards. All employees will be assessed on the items listed. You may enter related comments in the Summary.

16. Protects Organization Info
Description: Protects organization's proprietary info (docs containing intellectual capital, customer billing, confidential HR info) by adhering to internal security policies/procedures (protects passwords, secures & destroys proprietary docs, locks workstation).


17. Adheres to Governmental Regs
Description: Adheres to governmental regulations & procedures/internal policies regarding classified info/security clearances(protects classified info, reports foreign contacts/travel, maintains visitor control, attends/reviews security briefings/re-briefings).


18. Adheres to Safety Requirements
Description: Adheres to safety requirements during work activities(follows safety procedures, reports unsafe practices, participates in training & medical surveillance, keeps work area neat, clean & free of clutter).

19. Manages Employee Safety
Description: Effectively manages employee safety(identifies/evaluates/controls hazards, investigates incidents, participates in emergency drills, complies with government regs/company procedures, maintains records, ensures compliance of contractors & temp employees).

20. Safety and Security Summary

Building effective customer relationships.

You are to imagine that you are the new marketing manager for a company of Apple Inc. You have been asked to examine more closely the way in which your organisation currently addresses issues of customer relationship building and management and to produce a report based on your findings. You will do this by collecting data from the company Website and any other material you can find to support your case (e.g. professional press). No marks, however, will be given for descriptive material or for reproducing Web pages. This report may focus on business-to-consumer or business-to-business relationships, depending on the company chosen.
Using your recently acquired knowledge about interactive marketing, you are to write a report to the Marketing Director addressing the way in which interactive marketing activities and thinking has featured within the companys marketing efforts in maintaining CRM. A framework for considering suitable issues can be found at http://www.qci.co.uk/public_face/ (you will need to follow links from here) which discusses a CMAT approach used by CRM consultants to analyse potential problems in CRM.
Your report should discuss in depth any issues you find relevant, and the Marketing Director will be particularly interested in how you support your discussion with relevant theory on the topic. You must also give the names of the three companies ( HP, Dell and Sony) your Marketing Director should investigate to benchmark your companys CRM activities against in specific CRM areas of your choice.
Assignment Structure
Your assignment should contain the following sections:
1. Executive Summary highlighting the key contributions your report makes to understanding interactive marketing issues faced by the firm, and your main recommendations for practice.
2. The top Interactive Marketing issues or trends facing your industry
3. Your assessment of the companys current interactive marketing activities. Summary and evaluation. analysing the key interactive marketing activities and thinking which are featured within the companys marketing efforts. You should also, based on your analysis, comment on some of the main CRM issues you have identified within the company, the problems and issues that your company may have, or should deal with, that would improve their customer relationship activities. This might include aspects of the value added by relationship building activities, costs involved, acquisition and retention strategies, data quality and privacy issues, exit strategies etc, as covered from your recently acquired learning. Your analysis should be supported by relevant theory to justify your conclusions.
4. Recommendations for practice: At the end of your report, you should make some recommendations about areas for improvement. These should reflect your evaluation developed in the main body of your report. These recommended actions must be presented under the following three headings:
Within 6 months
Within 1 year
Within 3 years
5. Any appendices (optional).
6. Ensure that all material, quotes, etc. are referenced in the approved manner using the Harvard citation method. An explanation of the Harvard citation method is included at the end of this assignment handout.
7. Your report should also include a word count.
General guidance and marking criteria
You are required to be very familiar with the relevant theory relating to interactive marketing ( Essential Reading : Customer Relationship Management. Ed Peelen Prentice Hall 2005.). Wider reading in the subject area which goes beyond the core text (such as journal articles and specialist monographs) will be needed. It is important that you set out the relevant issues clearly; that you have a good coverage of the relevant theories and that you can apply them to the case company in a creative and critically evaluative manner. The arguments and conclusions you present should be clear and logical. In addition, your referencing should support your analysis and add weight to the points raised.
1. The primary aim of the report, and criteria for awarding marks, is in your ability to demonstrate that you understand the contribution that theory can make to marketing practice, and can apply it to a real situation.
2. Marks will not be awarded for assignments that merely describe what the company is doing. Remember, you were hired because of your strong understanding of interactive marketing.

Marking Criteria
Criterion 1 Evidence of student interacting with a wide academic literature (books and journals) in a critical fashion.
Criterion 2 Critical assessment of the CRM activities, with good coverage of the relevant theories and evidence to justify the inclusion of the different elements
Criterion 3 Use of evidence and examples to justify which elements are considered as most important and why.
Criterion 4 Recommendation of future actions or issues to be considered
Criterion 5 Clear and logical structure
Criterion 6 Sources clearly identified within the contents and appropriately referenced (Harvard style).


There are faxes for this order.

Retention rate in nursing department had dropped below 60%, this is because of the cultural problem between senior nurses and newly graduate nurses. (Community Medical Center, Scranton,PA).
Outlines:
Introduction, problem, historical performance of the organization, external environment, market analysis, market share, stake holder, organization development strategy, services, leadership, culture, finance, human resource, possible solution, recommended solution and implementation.

Critically evaluate the extent to which this area (Retention Management) of strategic human resource management have been significant in helping the Marriott International Inc. to achieve its business objectives (1600 words)

Part A (1000 words)
Area: Retention management
Theoretical understanding of retention management
The real practices in the Marriott International Inc., what went well? What didn?t?
Main methods?
Critically evaluate the results (effectiveness?)
Benefits? Problems? limitations? Why effective or why not effective?

Part B (600 words)
Link between retention management and Marriott?s Business objectives
How important? How retention management contribute to the business objectives of the Marriott International Inc.?
How retention management influenced by external environment?
How Marriott can improve?

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This is a postgraduate level assignment and therefore you should be able to demonstrate ?postgraduate-level? analysis:

? To develop a sound underpinning of the fundamental philosophies and concepts of strategic HRM, their interrelationships and application within organisations
? To analyse the environmental influences that affect HRM and evaluate the implications of these for managerial decision-making and business objectives
? To apply theoretical perspectives in relation to strategic HRM within a practical context

This research paper is meant to be more practical than theoretical. By this I mean that a signficant portion of this paper should be focused on "best practices" and proven techniques used by reputable staffing agencies (and other corporate organizations that use a contingent workforce) in order to improve the recruiting strategies and most importantly, the retention rate of its temporary employees.

The tone of this paper should be as if I were conducting this research myself at my current company. Background: I work as an on-site/vendor recruiter at a top financial services company in Wall Street, NY. The bulk of my hires are administrative assistants and other entry level finance positions that range from a couple of days to several months in length. The skill sets necessary for these positions are proficiency on MS Office, prior work experience as an administrative assistant in a corporate setting, and polished and professional presentation and demeanour. For entry level finance candidates, we look for undergraduates from top and reputable schools around the country whom have a good understanding of finance concepts, accounting, financial modeling, regression analysis and other analytical-type skills. Additionally, those placed at this company need to have a clear criminal background and for most positions a minimum of a Bachelors degree. Recruiting strategies should be focused around these skill sets and pre-requisites.

Our current and biggest challenge is being able to retain our repeater employees, while also trying to get the hiring managers to give us enough time to fill the jobs (on average, hiring managers are giving us 1-2 days to fill these positions, and this can be tough given all of the necessary paperwork and background checks that must be completed and cleared before they start). Our employees are leaving because of numerous reasons such as getting hired full time by the company, leaving the temp assignment to accept a full time position with another company, and a change in career focus. Pay has never been of much concern, we pay our employees at market value, minumum of $21+ an hour and we offer our employees medical benefits as well as accrued paid vacation time. Though benefits and hourly pay information should be part of this report, the primary focus should be on "intangible" and "soft" strategies such as improving employee morale, communication and relationship building, among many others you may find.

The purpose of this research paper is for me to "propose and implement" possible solutions to the current high turnover rate (partially due to the competitive job market for top talent) we are experiencing with our temporary employees.

Other information: Reputable staffing companies you might be able to obtain "best practices" information from include Manpower, Addeco, Randstad, Robert Half, Exult and Kelly Services. In terms of citations, quotations, etc, I would say 2-3 per page would suffice; these could be quotes from industry leaders or any other relevant information found.

Please feel free to contact me with any questions. Thanks so much!!

People understand the importance of keeping customers happy. Customer retention and repurchase is based on brand loyalty and therefore increases a company's revenues.

Select a company that you think has a good strategy for developing relationships with its customers.
In 2?3 pages, describe and critique the company?s strategy for developing relationships with its customers.
The critique should begin with a discussion of the programs that are currently in place.

At a minimum, consider policies for the following:
Handling customer complaints
Providing information about new or existing products
Placing orders
Receiving any other feedback from customers
Tracking an order
The analysis should discuss what is good about the policies and what needs to be improved.

The final section should include recommendations for improvements. Discuss how the company can build customer relationships and/or capture value from customers. Suggest strategies that are not already in use.

As a guideline, your recommendations should be about 1 page in length.

Introduction:

As the chief nursing officer, it is your job to oversee the recruitment, hiring, and retention of nurses for the acute care units of a healthcare organization. The organization has had difficulty retaining new graduates beyond the second year. Your task is to develop a plan for recruiting and retaining nursing staff, an interview guide for determining the most qualified nurses for a given job, and a plan to mentor the newly hired nurses.

Task:

A. Design a strategy (suggested length of 1?2 pages) for recruiting nurses for the acute care units.

B. Write an original job description (suggested length of 1?2 pages) to advertise a position for staff nurses to work 12-hour shifts in the acute care units.

C. Develop a short guide of 10 open-ended questions for interviewing candidates to work as staff nurses in the acute care units.

D. Design a strategy (suggested length of 1?2 pages) for retaining staff nurses for the acute care units.

E. Design a mentoring program (suggested length of 3?4 pages) for the newly hired nurses.

Note: Assume that these nurses will all be new graduates.

F. Write a brief orientation guide (suggested length of 3?4 pages) for the newly hired nurses.

G. When you use sources, include all in-text citations and references in APA format.

Assignment:

Part A:

Complete the following critical thinking question ?

Develop a strategy and identify the implementation steps you would follow to lower the incidence of workplace accidents in a workplace. (Typically one group member?s organization is used as a case example)
(5 marks)

You should write one to three pages (double-spaced) typed on Part A.
References to support your ideas should be used. On average students typically use 1-2 references for this section.

Part B:

?Unions do not happen, they are caused by management?.
Do you agree or disagree with this statement? Why?
(5 marks)

You should write one to two pages typed on Part B.
References to support your ideas is very important in this section. On average students use 3-4 references for this section.

Module 5 - Case

The problem of 'Firing' Customers' represents an interaction of CRM with the information security issues that are matters of such concern today. In terms of customer relationship management, the problem boils down to trying to determine when the relationship is not worth pursuing by the company. Obviously, consumers enact their own version of this dialogue all the time as they move in and out of the customer envelope; the problem, like most of those in CRM, is reciprocal.

Here are some articles that bear on how firms are making the customers they want to develop or retain feel secure, and how they simultaneously try to get the customers they do not want to develop or retain to themselves break the relationship:

Hunt, Paul (2010), Need a Pricing Strategy? Fire a Customer,

http://www.nationalpost.com/todays-paper/Need+pricing+strategy+Fire+customer/3937399/story.html

Lake, L. (2011). Explore the Value of Customer Retention,

http://marketing.about.com/cs/customerservice/a/crmstrategy.htm

The background information has links to a number of resources relating to customer service and security and related issues of both technologies and service. Using the internet and the library you can probably surface other information that will help you understand what is in play here.

Case Expectations:

When you've had a chance to read through these articles, and look through the background material for additional information regarding this phenomenon and other parts of the IT planning process, and consult any other resources that seem helpful to you on this matter, please compose a 2-page paper on the topic:

"To what degree can key CRM decisions such as those about retention/termination strategies be delegated to automated systems?"

Case Assignment expectations:

Use information from the modular background readings as well as any good quality resource you can find. Please cite all sources and provide a refernce list at the end of your paper.

The following items will be assessed in particular:

1. Your ability to apply your understanding of CRM decitions to retention / termination strategies.

2. Some in-text references to modular background readings (APA formatting not required)





- Background

Required Readings

Freed, J. (2004). Avoiding Costly Consumers: Some companies are offering fewer sales and even 'firing' customers who abuse policies or shop aggressively on price. Los Angeles Times. Associated Press. July 6.

http://proquest.umi.com/pqdweb?index=0&did=658971531&SrchMode=2&sid=16&Fmt=3&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1235439700&clientId=29440



Kesmodel, D. (2006, May 31) Codes on Sites 'Captcha' Anger of Web Users. The Wall Street Journal. Page B1

http://proquest.umi.com/pqdweb?index=1&did=1044330521&SrchMode=2&sid=18&Fmt=3&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1235439830&clientId=29440

Shellenbarger, S. (2006, June 1). Remote Control: Parents Use Software To Track Kids' Online Activity From Work. Wall Street Journal (Eastern edition). New York, N.Y.: p. D.1

http://proquest.umi.com/pqdweb?index=1&did=1045035721&SrchMode=2&sid=19&Fmt=3&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1235439914&clientId=29440