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DEFINITION OF THE PROBLEM
The problem which will be discussed in this paper is connected with staff turnover in the organization. A great deal of employees have interpersonal communication problems which lead to their desire to leave. This problem is considered to be a serious one for the organization because it influences the reputation of this health care provider. It is known that reputation of health care organization plays an important role in its further development. Bad reputation means that less patients are satisfied with health care services. They try to find another health care providers where they will have the same specialists for a long period of time. So, they will be able to recommend this health care provider to their relatives, friends and colleagues.
THE NATURE OF THE PROBLEM
This problem is related to the organization itself. High turnover in the organization means that the employees are not satisfied with work and with compensation. Of course, the predictors of high turnover are connected with poor interpersonal communication when people do not want to cooperate and ignore each other.
This problem requires certain solutions to be found. Moreover, it is necessary to improve the above mentioned situation as soon as possible. Of course, it is not a symptom of another, more fundamental problem because it is a fundamental problem itself.
Identification of sources and uses of information
There are a great deal of different sources of information which discuss the above mentioned organizational behavior problem. I’d like to represent some of them which are the most useful in our situation. They are the following ones:
Price, W., Kiekbusch, R., Theis, J. (2007) Causes of Employee Turnover in Sheriff Operated Jails. Journal of Public Personal Management. Vol.36, Issue:1.
This source is very important for me as it touches upon the same organizational behavior problem. This article proves the fact that good communication of the sheriff can help to reduce turnover. The authors of the article pay special attention to the main causes of this problem. They argue that the employees dissatisfaction is connected with low pay, insufficient training in the workplace, limited advancement opportunities and other facts. Moreover, the authors of the article are sure that “if employees know that they pay equal to others doing the same type of work, pay cannot be the key issue in dissatisfaction and turnover”. (Price et al., 2007, para.7)
The article analyzes the problem concerning high staff turnover and concludes that financial support, increased attention and better communication on the part of administration can reduce high staff turnover.
Phillips, J., Connel, A. (2003) Managing Employee Retention: A Strategic Accountability Approach. Boston: Butterworth- Heinemann.
This source of information gives a detailed description of such problem as retention and high staff turnover. It not only diagnoses the major causes of turnover but it also represents a strategic accountability approach to managing retention and calculates the return in investment of some retention solution in the organization. This source of information can be used to support the claim of the above mentioned organizational problem as there are a lot of useful facts and solutions in this source. The author of the book argues that “too often, retention issues focus on solutions and employee needs without taking the steps to uncover the specific problems”. (Phillips & Connel, 2003, p.91)
This source can help to analyze the organizational behavior problem in the health care organization which was mentioned above and to find appropriate solutions.
Taylor, T. (1993) The True Cost of Turnover and How to Prevent It. Journal of Property Management. Vol.58, Issue:6.
This source of information is a useful one as it helps to understand the ways how to prevent staff turnover in the organization. The study represented in this article shows that any company should support its employees and should include a great deal of different professional training courses and educational programs in order to increase motivation and job satisfaction of the employees. The author of the article is sure that training and education can be the best way to reduce staff turnover. According to the statistical data represented in the article, today, turnover rate is constantly increasing. Moreover, turnover costs a lot to the company due to lost productivity and increased training time of new employees. That is why it is necessary to find appropriate solutions in order to reduce staff turnover. It is related to all types of organizations in the United States including health care providers. (Taylor, 1993, para.6)