Discussion Reply to Peers Only (75 word Each)

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ALL WORK MUST BE ORIGINAL. NO PLAGIARISM. YOU ARE TO RESPOND TO THESE TWO PEERS IN YOUR CLASS ABOUT WHAT THEY WROTE AS IT PERTAINS TO THE DISCUSSION QUESTION. (ELABORATE AND EXPAND ON WHAT THEY WROTE AS WELL IF YOU CAN) 75 WORDS EACH MINIMUM TO EACH OF THE TWO STUDENTS

This is the Discussion Question:

  • What are the challenges leaders will face in finding and retaining great employees? Are there differences culturally, generationally or demographically? Include research from atleast 3 academically credible sources.
    • Reality Check – Does the research reflect you as an employee? Conduct research on what an employer needs to do from a retention perspective to keep you as an employee.
    • Which of the generation categories, as listed in Pita’s article from this week’s reading and any other sources you uncover in your research are you most closely aligned with?
    • What were the results of the values exercise you completed for the Unit 1 discussion question?
    • Based on the answers to the 2 questions above, what are the essential elements you would require from an employer to retain you? Why?
  • How diverse is your workplace? Think about each employee completing an exercise like this and the impact it has on retention? How does this self-analysis give you an insight into the difficulties you identified in your research?

Response to Peers

  • Ask your peers what insights they have gained from the self-analysis.
  • Talk with your peers about your self-analysis which may have had similar elements in construction but different results, why are they different?

Peer #1:

Hello Prof and Classmates,

Every employer seeks to recruit and retain the best employees. Searching for good employees is never an easy task for any organization even if they have all the skills and experience. Apart from that, it involves a lot of time, energy, and resources including cost. After such investments, organizations would expect good employees to be realistic to stay for at least a reasonable period of time. That being said, because good employees are aware of how marketable they are, they tend to leave one job for another at will. This brings management to initiate the same recruitment process again.

The challenges leaders face when seeking to recruit and retain top talented employees are numerous. They include but not limited to the following as suggested by Heathfield (2018):

  • Lack of clarity about employers’ expectations
  • Lack of clarity about employees earning potential
  • Lack of feedback about one’s performance by employers
  • Failure to hold scheduled meetings by employers
  • Failure to provide a framework within which the employee perceives they can succeed

In seeking to recruit top talented employees as suggested by CMI Careers (2017):

  • Hiring managers not knowing the best ways to find these candidates;
  • Not knowing the ideal number of candidates to interview;
  • For a particular position, not knowing how many interviews are ideal;
  • Which questions should be asked and what should or should not be said; and
  • What is the best package that would attract top talented candidates?

In a survey, Williams & Scott mentioned in “Five Ways to Retain Employees Forever” that about 40% of employees are looking for a new job while 69% are already passively looking” (Williams & Scott, 2012). These numbers are alarming and create panic for any employer. With that in mind, the article states that as a result “employers are being cautious in hiring and keeping the best employees” (Williams & Scott, 2012). The responsibility of retaining top talented employees, therefore, lie on the shoulders of employers. In order to do so, it is suggested by Williams & Scott that employers should adhere to the following 5R’s when dealing with such employees:

1. Responsibility – Top talented employees love to be given the opportunity to show that they can do the job. Employers need to recognize their contribution to the organization and provide them with what they need to keep them busy. Trust them with challenging tasks and help them to grow.

2. Respect – when employees are respected and appreciated, they tend to feel belonged.

3. Revenue sharing – if employees’ wages are pegged to company’s performance, they tend to be more interested in doing more work because they know that they will derive more incentive, compensation, etc,

4. Reward – rewards make employees feel like doing more work.

5. Relaxation time – Even though there is a lot of work to be done that will bring in more income, its good to give employees time off when necessary.

I fall in the Gen X group with ages ranging from 36 to 47 years. Within this category, Pita’s article stated that we “communicate in sound bites using email, social media, and mobile” (Pita, 2012).

The results of the values exercise are as follows:

Values

Your Own

Your Organization’s

Demonstrated Most

Family

Status

Achievement

Location

Advancement / Promotion

Fame

Challenge

Earning High Income

Enjoyment

Competition

Happiness

Integrity

Justice

Location

Loyalty

Demonstrated Least

Spirituality

Achievement

Security

Balance

Physical Fitness

Family

The essential elements I would require from an employer to retain me are the 5R’s as stated by Williams and Scott – Responsibility – As a dedicated employee who does not appreciate being idle, I prefer to be given responsibility and challenging tasks to prove myself. I love to work hard for my salary. With regards Respect, this is one element in which employers should always display toward employees. If I should choose from the 5 elements mentioned, I think this is the most important of all. Respect among fellow colleagues and employer motivates me and creates an amicable working environment. This enables me to give of my best and increases my performance level. Reward – although our office does not give rewards in the real sense of it, sometimes employees are promoted when a vacancy is available due to their hard work. I once benefited from that opportunity and look forward to another opportunity soon. Revenue-sharing – my organization is a non-profit organization and thus could not practice profit-sharing. Finally, Relaxation Time like rest and recuperation, annual leave, family visit, home leave; basically, employees should not be deprived of their entitlements. When its time for family and friends, I am excited to take time off and relax with them, share some fun, relieve some stress and return refreshed to give of my best to the organization.

My workplace is multicultural. If my colleagues should complete this exercise, they would think positively on how they could give of their best to the organization for them to be considered for top positions and be retained in line with the 5R’s.

Thanks for reeading

References:

Cartwright, T. (2007). Values, Motivation, and Priorities. In Setting Priorities: personal value, organizational results.

CMICareers, (2017). Seven challenges Facing Hiring Managers Today. How do you find or source good candidates? For Hiring Managers

Heathfield, S. M., (2018). Ways to Retain Your Great Employees: 10 Tips for Employee Retention. Human Resources. Employee Motivation

Pita, K. (2012). Five generations in the workplace. Fairfield County Business Journal, 48(8), 27

Williams, D. K., & Scott M. M., (2012). Five Ways to Retain Employees Forever. Managing People. Harvard Business Review.

Peer #2

The challenges of recruiting and retaining employees have shifted from things like defined benefit pensions and job security towards factors relating to professional development and work environments factors (Basso & Pittman, 2017). These shifts relate to general differences to the millennial generation (Basso & Pittman, 2017). According to Dainty (2008), the process of attracting and retaining employees is based on the financial reward as the threshold factor which requires it to be an acceptable level (Dainty, 2008). Challenges according to Dainty (2008), also include workplace relationships, personal growth opportunities, fostering career paths, flexible workspace, attractive work conditions, and culture. Basso and Pittman contend that these additional factors affect recruitment and retention, which include an aging workforce, leadership changes, and capacity or knowledge gaps. According to Robak (2013), challenges also come about when leaders have problems with letting go of certain behavior patterns or who do not recognize the value of looking at and analyzing situations in different ways. This not only inhibits their success but also the success of the company (Robak, 2013). Robak (2013), also states that the lack of attention to career development programs can drive up employee turnover.

  • Reality Check – Does the research reflect you as an employee? Conduct research on what an employer needs to do from a retention perspective to keep you as an employee.

The way this research reflects me is not as an employee per sea, because I don’t have an employer, I am the employer. I own my own company without having any other employees other than myself and my business manager, Cindy.

Schawbel (2016), list several ways employers can retain employees. These methods include offering better compensation. Employees will leave an employer is the pay isn’t fair. A poll conducted by Vanity Fairdetermined that 35% of the respondents said that compensation was the most important thing when they look for work in a new job (Schewbel, 2016). Promoting career mobility- the lack of advancement can cause employers to look for other opportunities (Schawbel, 2016) The business atmosphere of today includes employees needing to be challenged and provided with new opportunities (Schawbel, 2016). Career mobility can help to increase engagement, productivity, teamwork and help employees to grow skills and advancement (Schawbel, 2016). Employees are expected to answer phone calls and answer e-mail after hours, this is where flexibility is crucial (Schawbel, 2016). By providing flexible hours, telecommuting and other types of arrangements can give employees options to do their work (Schawbel, 201). Employers should provide employees with more learning opportunities that enrich them with education and tools required to thrive in the organization (Schawbel, 2016). Opportunities in training and development can help companies not only with retention but also with developing their next generation of leaders (Schawbel, 2016). Lastly, leaders should utilize team innovation that would help with a more immersed experience when working in teams (Schawbel, 2016).

  • Which of the generation categories, as listed in Pita’s article from this week’s reading and any other sources you uncover in your research are you most closely aligned with?

I align better with the GENX generation because I utilize e-mail, social media and mobile for my communication (Pita, 2012).

  • What were the results of the values exercise you completed for the Unit 1 discussion question?

In Unit One we were to complete the Values Exercise in Chapter 8 of the Setting priorities: personal values, organizational results book. This exercise had us rate our motivators according to the level of importance they presented themselves during our free time or during work. During my free time, I concentrated more on family, spirituality and servicing other which all ranked 5 in this category, for work I concentrated on creativity and responsibility which both ranked 5 for this category (McCoy, 2018).

  • Based on the answers to the 2 questions above, what are the essential elements you would require from an employer to retain you? Why?

For employers to keep me, the first thing they would have to do is be sure that my values and organizational values align. I won’t work for someone that I feel will have me do things, make a decision against my values as a Christian. The employer would have to provide ample opportunity for education, training, and development, especially in the case where I might look to entering a different area of the organization. In addition to the training and development, employers would have to provide motivation and support. I would prefer an employer to have a strong knowledge and understanding of organizational culture for them to help me understand and work better in the organization. Employers need to understand that I am strongly rooted in family and after God, they come next in my life, they need to take the family into high consideration when developing vacations schedules and pension plans. I do not believe that a person should be so involved in their work/job that they put taking care of spiritual, personal and family needs on the back burner. Money and compensation are survival modes only for me. My success is not dependent on them. It’s nice to have those securities, however after the experiences, I have had in the past in a personal relationship that ended up with me and my children placed on the back burner for money, it just isn’t worth it to give those things up I hold very dearly.

  • How diverse is your workplace? Think about each employee completing an exercise like this and the impact it has on retention? How does this self-analysis give you an insight into the difficulties you identified in your research?

As a business owner, and web designer, I do not have but two employees. If I were to have them I would take into consideration the diverse cultures my employees come from for me to create an acceptable environment for them to work in. With all the different religious nuances of today, business is having to take into consideration what they must do or allow to these considerations as in dress codes, holidays, etc. As a Christian, and as the basis of my entire personal and business decision-making system, I would have to take these considerations first before anything else. My reputation is built on my Christianity.

Most of my diversity is on the websites I create for my clients. I take into consideration that we are not the only ethnic group that will view this site, so in the development stages, I try to make sure that my textual content is not offensive in any way and portray my Christian values. I have come across several clients that wanted me to create a website that was not only diversely offensive but also went against my Christian values. That was not a lost client, but me preventing a catastrophe that could have tarnished my reputation. I try very hard to be aware of all the different people that will view my sites and take them into the utmost consideration when creating them. Those websites don’t just say something about my client and their presence on the web, but about me as a designer and the morals and values, I not only hold as a Christian but as a person and a businesswoman.

Basso, P & Pittman, A (2017), Recruiting & Retaining Talent, Policy & Practice

Vol 75 (3), p 18-33, MasterFILE Premier

Dainty, P. (2008) Attracting and retaining staff in an era of skill shortages, The Melbourne

Review Vol 4(1), p. 36-41

McCoy, D (2018) Unit One Discussion, retrieved from:

https://purdueglobal.brightspace.com/d2l/le/62976/discussions/threads/2745066/View

Pita, K. (2012). Five generations in the workplace. Fairfield County Business Journal, 48(8), 27

Robak, J.C, (2013), Recruiting and retaining staff in a rebounding economy and employment

market, Journal America Water Works Association, Vol 105(8), p. 26-28

Schawbel, D. (2016, Dec 28) What Employers Will Worry About in 2017,

Retrieved from: http://fortune.com/2016/12/28/employers-2017-employee-retention-employment

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