Quiz 11: Separating and Retaining Employees


The case discusses how a company Q has been listed in great place to work and best practices IT by making its working relationships and culture supportive. In this organization each employees work or contribution is recognized. Team members are available to provide solutions to the problems. They have a new approach of saying yes before no. Employees feel proud of what they are doing and organization recognizes the work of each employee. CEO of the organization takes time to interact with team members to find out how they can further improve. This way they have been able to make a great organization where most of the employees feel that they are all together. Job satisfaction for any employee is a complex process. It could be related to various factors like task and roles conflict, personal dispersions, organizational factors, supervisors, managers or coworkers. In this organization managers have been able to provide supportive relationships with employees by following an attitude of saying yes before saying no to anything. They are helpful and have an attitude of mindfulness. They believe in working together to solve a problem even in a fast paced and intensive environment. This organization has been able to maintain such a supportive working relationships and culture in the organization by designing jobs and task in a manner where they feel recognized. Employees feel important and valued by whatever they do at work. The CEO of the organization pays attention to all the employees and departments by organizing regular meetings with employees to discuss whatever can improve the organization. They promote team work and a culture where team members support each other with open mind and heart. All these efforts have resulted in culture which is supportive and allows employee to be engaged and connected with the organization.

The case discusses about how employees who lose interest with their jobs or organization starts withdrawing themselves. This withdrawal could be physical or physiological. Various surveys have revealed that employees use various bizarre reasons for absence from work. Some of them are like slitting of pants on way to office. Someone glued my doors and windows so couldn't join. His supporting team lost matches this he needs a day to recover. Such reasons are really bizarre to be believed. Job satisfaction for any employee is a complex process. It could be related to various factors like task and roles conflict, personal dispersions, organizational factors, supervisors, managers or coworkers. HR managers have to understand and draw the correct reasons for employee job dissatisfaction. As the same, could result in behavior change of an employee, physiological withdrawal from job and physical absence from the work. All these have a negative impact on the organization and could cause a lot of loss thus managing them is very much necessary for any organization. The reason of withdrawal of physical absence from the work does not have much impact on the level of dissatisfaction, what matters much is the dissatisfaction itself. Employees could give various reasons for their absence from the work the credibility of which needs to be analyzed by the manager by observing their behavior, engagement levels or productivity. The bizarre reasons thus do not confirm the higher dissatisfaction levels.

The case discusses about the social media usage by employees. It argues on whether an employer should to keep track of the employee activities on social media or not. There have been instances where employees have posted negative things about the employer, bad about customers or co-workers damaging organization's reputation. Though, in most of the instances it has been found that employees post about their personal life. Keeping a track of all these on social media is a kind of interference in an employee's privacy. Also, at the same time monitoring each activity on social media might make the employer some wrong decisions as they might evaluate each with a different approach. This may call for legal implications for interfering in privacy of employees. Some of the employee though uses the social media for positive promotion of the organization. Employer cannot interfere in the personal or social life of an employee. They can only monitor the activities of an employee for whom they have some suspicion. If the employer has reasons that the employee can post something damaging about the organization or customers they can track. Otherwise it will be treated as an interference with the employee's privacy. Also, it is not possible for employer to track each and every employee's social activities. Thus, the employees who have something to be suspicious about can be considered by an employer for monitoring of social activities.