The Milinder Recycling Company

The Milinder Recycling Company The Milinder Recycling Company Especially among new hires , there is an extremely high turnover rate

In considering the problem of worker turnover now facing the Milinder Recycling Company , along with the related problem of recruiting and maintaining qualified personnel , two options seem suitable for immediate appraisal and possible implementation . Neither of the two options which will be discussed below should be considered "silver bullets " nor should they be regarded as mutually exclusive . In fact , some combination of both concepts would probably achieve better results than if either

of the possible plans were enacted alone

The first concept is that of Employee Incentive . By making Milinder 's workers aware that management opportunities exist for those who are ambitious , it will be possible to motivate workers who may otherwise view their jobs ads transitory and their labor as more or less disposable . However , we must remember when working toward any goal the amount of effort one does expend to reach a goal is assumed , in the absence of the imposition of constraints on effort expenditure , to be in direct proportion to the amount of effort one desires to expend (Grant 1 ) To this end , financial incentives may also be beneficial , with workers who turn in better than average performances over a selected period of time being eligible for financial bonuses

Keeping employees motivated by giving them a sense of involvement with the company is a crucial part of employee retention . For businesses and organizations , highly-motivated employees form a crucial component of success , and also , expressed in negative terms , failure to secure motivated workers results in a loss of productivity . Those businesses or organizations that utilize a system for regularly assessing training needs and addressing those needs is an organization which is likely to have employees who are convinced their abilities are being kept at a level sufficient for high performance (Grant 27 ) In other words , by monitoring the workers for their performances and placing incentives before them , a higher level of productivity and retention may be reached

The second concept to combat the high worker turnover rate is periodic employee evaluations . Semi-annual or annual formal employee evaluations usually results in a minimal expenditure for crucial benefits . Such evaluations , done in connection with regular performance reviews are especially potent factors in keeping workers in touch with their skills and abilities , what is expected of them and whether or not their performances are substantially on or off target for their job s and designations . It is important for workers to know they are bing evaluated with regularity : If you do not see performance being measured , it is hard to accept that rewards can ever legitimately depend on performance . [ .]Full-blown semi-annual evaluations of the employee 's daily , observations and feedback on performance (Grant 53

It must be remembered that evaluations of any kind are practically worthless unless they are supported by authentic action . Even if evaluations and spot-reports are done regularly and with the best of resources and intentions , the...