0% Plagiarism Guaranteed & Custom Written

Much more use could be made of theories /tools/techniques in order to critically evaluate the issue of motivation/retention

19 / 01 / 2019 Managment

This paper circulates around the core theme of Much more use could be made of theories /tools/techniques in order to critically evaluate the issue of motivation/retention together with its essential aspects. It has been reviewed and purchased by the majority of students thus, this paper is rated 4.8 out of 5 points by the students. In addition to this, the price of this paper commences from £ 216. To get this paper written from the scratch, order this assignment now. 100% confidential, 100% plagiarism-free.

Much more use could be made of theories /tools/techniques in order to critically evaluate the issue of motivation/retention The work lacks critical analysis .Explore the analytical tools available , evaluate and select for analysis .What about HPW( High Performance working ) ? and other suggestions One of your classmates has raised the following questions on the Reflective section, which I am pleased to say indicates deep engagement with the unit. Do we have to personalize and analyse each theory, or we can choose the most important and remarkable ones and highlight them in the reflective part? Can we talk about experiences we obtained even from outside the college during our MBA study? Which have enriched our experience... What about citation, is it important to again analyse the theories but from a reflective manner? How much of citation is it expected from us in this part, or we would rather concentrate on personalizing and interpreting them. Unit Leader response: 1. Please reflect on your behaviour, your thinking and how you see things differently - before you started on the MBA journey (before MBA knowledge) and after (learning from the MBA programme). 2. Not just related to College, but more importantly to your work and generally how you are viewing organisations, people, leadership both at your workplace and in the governance of your country, industry sectors, etc. 3. Citation is more important in the Main part - 8000 words. Use the Rolf model of reflective practice and cite that. All of these may relate to theories, models, etc., but more generally and in a holistic manner the world around you seems different now that you able to make sense of what’s going on around you, through your learning on the MBA programme. Please consider all units of MBA Dear Students You only need one assignment top sheet for both IMP1(is already done see below ) & IMP2. But please clearly mark the sections - IMP1 & IMP2. Start each section on a different page. Please have 2 separate Introductions - one in Section 1 for IMP 1 and one in Section 2 for IMP 2. (see examole of last semester student assignment attached name :IMP TRC) EXECUTIVE SUMMARY The Research Council was established in2005 with the responsibility of financing and supporting the scientific research in Sultanate Oman.Research Council is to make Oman a regional hub of world class infrastructure with effective policy making, conduction research with innovation and to be a leader in the idea creation, serving products and services at its best. The organization’s human resource policies with regard to its employees retention is the problem identified for the Research Council in the report.The employee retention program for the Research Council of Sultanate of Oman is most important for the organization’s productivity. Hence, the report discussed the theoretical and practical aspects of the employee retention program through motivation of employees including- training, learning, career development and performance appraisal program.   Table of Contents INTRODUCTION 2 The Research Council (TRC) 2 PROBLEM STATEMENT 2 Human Resource Theories 3 RETENTION OF EMPLOYEES/STAFFS 5 People Management 6 Project Management 7 Role of Leadership Style on Employee Retention 7 Operation Management 7 Marketing and Finance 8 RECOMMENDATIONS 8 CONCLUSION 10 REFERENCES 12   INTRODUCTION The Research Council of Sultanate of Oman is one of the leader groups for innovation research operations. The Research Council was established in2005 with the responsibility of financing and supporting the scientific research in Sultanate Oman(Home.trc.gov.om 2016). It is one of the institutions that aims to be working innovatively for the research work and is considered to be the best organization of all the government organizations in various aspects including ethical working environment, effective workplace culture, and efficiency of work by using latest and innovation techniques of research(Home.trc.gov.om 2016). The organization’s human resource policies with regard to its employees retention is the problem identified for the Research Council in the report. The report discusses the human resource policies for effective strategies for employee retention and motivation and its impact and benefits on the other organization operations including marketing, leadership, operation management and people management. The Research Council (TRC) The Research Council is a policy making and a funding agency in Sultanate of Oman which supports the education and research related activities for all the institutions in Sultanate(Home.trc.gov.om 2016). Research Council objective and mission is innovation ecology creation which undertake responsibility to fulfill international trend and local needs, foster harmony socially and lead to excellence and creativity. The vision of Research Council is to make Oman a regional hub of world class infrastructure with effective policy making, conduction research with innovation and to be a leader in the idea creation, serving products and services at its best. PROBLEM STATEMENT The Research Council has been facing the issues related to the effective human resource policies that help the organization in employee retention. One of the major concerns is that the organization policies fail to provide the employees satisfaction of the job by providing them with training and career development along with the motivation to perform. The Research Council objective is to built the research knowledge, value capacity and providing an environment of working for research and innovation(Abdullah and Islam 2012). All these objectives could be achieved only when the organization has resources and manpower to serve these objectives. Employee retention is the ability of the organization to satisfy its employees, retain them for performing at their best in the organization. The research work in the Research Council requires the enthusiastic staff for innovation learning and technology oriented employees. This is done in order to built research capabilities and spread awareness for the importance of the innovation, scientific technology, and creative working so as to attain sustainable development(Agarwal 2012). This is the reason for organization to motivate and retain the staff in the organization. Employee retention, philosophically, in the organization is of great importance. In any situation, it is harmful for the organization to allow the good staff and talented employees to leave the organization. When the employees leave they take away a lot from the organization, the relationships, and investments in time and money perspectives, and intellectual property of the organization(Breshears and Volker 2013). This issue of employee retention must be combat by the Research Council to achieve the company’s objectives in an efficient way which is possible only through effective Human Resource Strategies for employee retention. The strategies for employee retention would help the organization in improving employee’s commitment to perform, enhance effective employee communication and workforce support for innovation and creative research objectives. Human Resource Theories Human Resource Management is important for the organization that manages the most vital resources of the organization. The word human resource management is basically the personnel management with the objective of managing the human capital of the organization. The Research Council being a government agency of research industry employees around 500 employees with the staff working on contractual basis also which carry tasks related to the innovation research and endeavors to support and promote the morals and materials(Times of Oman 2016).Human Resource Management has relevance for both academic theory as well as the practical approach in the organization to manage the workforce. The HRM functions of the organization relate to all the operations of the company be it Marketing, Finance, IT and Operations. The major role of HR is to strategize effectively for Selection, Staffing, and Recruiting of employees for the organization and then train them for the work to ensure that they perform well along with the management of their performance, motivation for work and controlling their actions, guided by the HR policies of the organization. In the practitioners view HRM is considered to be the innovative workplace management as the organizations are free to build their policies for the benefit of the employees and organization and effective relationship(Ivancevich and Konopaske 2013). There are various employee retention policies and theories, the theory relevant in theoretical and practical aspects for Research Council are as follows: Herzberg Theory on Motivation and Hygiene The human resource theories of motivation and hygiene are fundamentally same as the theory of Maslow’s Hierarchy theory that implied that the addition and removal of the needs stimuli will either enhance or distract the employee from being satisfied.The finding of Herzberg indicated to the factors that garners the job satisfaction and takes away the staff from the factors that dissatisfy them from employee turnover and poor job satisfaction(Mondy and Mondy 2012). The two segments that Herzberg’s need system mentioned are motivators and hygiene factors. Similar to the Maslow’s Hierarchy theory, the motivators are the incentives, unexpected bonuses that foster the desire to excel, while the hygiene factors include the expected condition and incase of missing themit will cause dissatisfaction to the employees(Price and Price 2011). Retention Programs The Research Council needs to find out the key issues and causes of poor retention before implementing any retention program in the organization to address that issue.The identification of the problem, a program is tailored for the employees to meet the requirements of the organization. The programs include Training, Career Development, Appraisal programs, Performance management, and other motivational tools including promotions and salary(Kar and Misra 2013). Model for Join, Stay and Leave To develop the long term retention strategy, it is important to understand environment for the organization and employees. The organization needs to know the reason for employee’s recruitment and selection and their retention and on the other hand the employees must now why they like to join the organization and why they are leaving(Mignonac and Richebé 2012). The employees join due to attractive position, which the hiring process mentions to the employees so the decision is to retain in the company. The company needs to honestly and clearly mention rather than over selling the position which gradually will leave the employee join but not retain in the organization. The reason for the stay of the staff in the organization equal to the satisfaction of the employee, but the increasing networking and professional community life has lead to the web connection and relationships with the other sources(Mrs.Prerna Nair 2013). The employees are embedded would lead to the stay of the employees in the organization. The employees leave and the reason must be known to the organization so that it may cater better to the existing workforce or may influence the employee’s decisions for the future. Many times the cause of the employee leave is the low commitment and satisfaction that leads to the withdrawal from the job and it may also include the decision of quitting for other attractive opportunities(Byars and Rue 2011). Outsourcing the Employee Retention Program The other practical aspect of employee retention for The Research Council (TRC) is the outsourcing of the employee retention programs that are done by the specialists.The motivation for the employees is to get trained and attend career development seminars that are done by the outsourcing(Onsongo 2012). The organization after identifying the root causes will ensure the corrective employee retention program that are outsourced by the organization. RETENTION OF EMPLOYEES/STAFFS Key Employees Retention is critical for the organization’s long term heath and organizational success. An effective retention of employees is efficient efforts by the management and leaders to foster and create the environment that motivates the current employees to remain in the organization, by effective strategies, policies and procedures. Retaining the best staff in the organization ensures the increased goodwill, customer satisfaction, satisfied colleagues and other employees, efficient succession planning and a motivation for learning and development(Paillé 2013).The employee retention impacts the organizational culture, investments, insecure employees, lost knowledge and low profitability due to low operational work. Retaining the talent in the organization is important not just for the organization but also for the economy of the nation. The employability of the people in Oman will surely ensure its economic development which is one of the objectives of The Research Council. The challenge of retaining the employees needs to be faced by the organizationand replace the existing employment policies with effective retention policies for implementation in the business. The theories of employee retention, motivation, leadership, training and career development and performance appraisals have theoretical relevance but they differ from companies to companies, thus for the Research Council of Sultanate of Oman, the policies and practices needs to be incorporated in various management functions to retain the talented employees(Price and Price 2011). The motivational theory and its practical aspects are the key players for enhancing the employee satisfactionand employee retention. The employee satisfaction is the biggest tool that ensures the retention of the employees in the organization, as nothing works better than the motivation (Stone 2011). The various events taking place within the organization like seminars, learning programs and various practical activities, makes sure that the employees gets encouraged to take up the tasks and get motivated to perform. This enhances overall development of the employees as well as the organization. There are incentives, cash prices, perks and other recreational offers that facilitate the employees to consistently perform to avail the unexpected rewards for their work. This is the way for motivating the employees and satisfying their needs of motivation(Torrington, 2011). Appraisals are another way for motivating employees. The organization needs to ensure the practical approach for appraising the good employees at a regular interval of time which is an effective way of retaining employees. The theoretical approach of motivation needs to be implemented on the functions of the organization which includes leadership style, people management, project management, operation management and marketing and finance. People Management The management of human capital in the organization is a vital process. The recruitment is the first step when the employee enters the organization. It is the process of investment and time efforts that organization provides. The strategic HR practices are crucial for employee retention. Strategic planning for the human capital and the need of the employees for the organization is necessary to be planned (Dowling, Festing and Engle 2013). The employees of the organization are managed through the various policies and procedures of Human Resource practices of the organization. People management after the recruitment process is the way employees settle in the organization culture(Truss, Mankin and Kelliher 2012). The working conditions, interiors, staff and ambience of the organization needed for the working of the employees also play a key role in motivating employees. The orientation session carried by the HR for new employees, and the interaction session with the top management and the peers also play efficient role. The staff then becomes part if the company and must be motivated to perform through various guidance programs and training sessions along with appraisals(Dessler 2013). This is how people management is involved in motivation of the employees in order to retain them. Project Management The project management simply means the research innovation and thetask undertaken by the people and the teams. It is the responsibility of the managers to guide the employees for the work to be performed with efficiency and make them aware of the benefits of completing the project on time. The leaders needs to ensure the employees have capability of doing the task and are enthusiastic and competitive while performing the work so that the task is done on time and the employees get reward for best performance(Datta 2012). This will ensure the healthy competition within the organization which will contribute to the organization development, employee’s career development and the overall development of economy. Role of Leadership Style on Employee Retention One of the major rolesof the organization management for the employees is to create an ethical working environment. Influencing the decisions of employees to be committed to perform in the organization must be ensured by the HR managers and the leaders of the organization. Leaders focus on enhancing the skills and ability of the employees so as to retain talent and maintain the positive work culture.Leaders adopt a style that establishes the authority by being trustworthy and competitive(Ciulla, Uhl-Bien and Werhane 2013). Effective leadership style guides the subordinates the right path for achieving the task and ensure the employees are satisfied from their job. The leaders need to be assertive in approach and must make sure that they are cooperative and participative in research innovation to make employees learn skills. Operation Management The operation management is handled by the human as a resource in the organization. Even if the operations are automated in the organization through various technology inclusion but theemployees skills and knowledge cannot be replaced with any technology(Collings 2012). The educated, knowledgeable and skilled employees are the asset for the organization who perform and make the organization productive(Allen and Bryant 2012). This is the reason the retention of employees help organization to prosper and serve better to the nation. Marketing and Finance The organization ignoring the satisfaction of employees and the ways to motivate them for retaining in the organization leads to low retention, low productivity and low goodwill in the market. The leaders of the organization market its goodwill of the name of its human capital as vital resources. The low retention and satisfaction of employees result in market downfall and no employees choosing to work in the company while the existing employees also get dissatisfied. The HR policies must be implemented with effectiveness and must ensure the positive practices of rewarding employees and no exploitation and discrimination of employees (Werner, Schuler and Jackson 2012). The marketing of the organization are directly in the hands of the employees and incase they are satisfied with their job and workplace, it will ensure profitability and productivity of the organization. On the other hand the finance and investments of the organization done for the employees recruitment, selection, appraisals and retention are affected at large if the employee leaves the job within short term. Thus the employees needs to ensure the long term retention strategies for the new and existing employees of the organization for the betterment of the employees, organization as well as nation. RECOMMENDATIONS In order to keep the employees and enhance them to be committed towards the work and perform in the organization by satisfying them at high level is the key responsibility of the employers. This is ensured by implementing the model of 3 R’s for employee’s retention program in Human Resource Management including • Respect: includes special regard, esteem of the people for a particular consideration. It is the top most elements in the pyramid of employee retention and followed by recognition and reward(Bais 2012). • Recognition: it is defined as the special attention or notice of the individual, also regarded as the act of clear perseverance. One of the major reasons of low retention of employees or low morale is due to leaders or managers not paying attention to the requirements and needs of the employees(Bohlander and Snell 2013). Thus management must ensure that the employee must have a say in the organization. • Reward: these are the unexpected bonuses, extra perks beyond the basic salary if the employees that they get for performing up to the mark. It enhances the worth of the employees and motivates them to work hard and achieve the targets by going beyond their comfort level and perform by enhancing their skills and innovation in working. Even if the rewards are the small portion of the appraisals, still it is regarded as important for motivating the employees and retaining them in the organization(Breshears and Volker 2013). Figure: 3 R’s for employee’s retention (Source: Created by author) The implementation of the 3 R’s approach in the organization benefits the organization with improved profits, increased productivity, pleasant working environment for the organization’s staff and reduced absenteeism. The other strategies the organization must comply in HR practices to retain the employees include: • Recruitment and selection of right person at the right place and at the right time(Guerci and Solari 2012) • Improve the people management in the organization and ability of the managers • Drive proactively the talent mobility of the employees(Dowling, Festing and Engle 2013) • Enhance the practices and programs for employee training and development to improvise their skills and knowledge to compete within and outside the organization by learning innovation and technical methods of working(Wilton 2013) • Leaders must empower and encourage the employees to manage their key skills, learning and career development (Agarwal 2012) • HR management needs to keep measuring and improving the current strategies of the organization(Guerci and Solari 2012) • Integrate the action oriented approach to enable the organization to move towards productivity • A leading edge is required for the organization for organizational development practices that quickly and effectively built the retention rich culture(Agarwal 2012) CONCLUSION The retention program for the Research Council of Sultanate of Oman is most important for the organization’s productivity. Majorly the retention of employees program fail in many organizations due to ineffective approaches of the managers and leaders for the employees satisfaction and exploit the staff with work load and pressure without any motivation. Across the several companies, the individual development and advancement of career opportunities are provided to the employees, thus it is necessary to compete with other company’s policies and bring the best policies for the employees so that they are satisfied and do not approach the competitor companies for job satisfaction and career development.These above strategies for employee retention, thus, would help the organization in improving employee’s commitment to perform, enhance effective employee communication and workforce support for innovation and creative research objectives.   REFERENCES 1. Abdullah, M. and Islam, R., 2012. Employee motivational factors: a comparison between Malaysia and Sultanate of Oman. J. for Global Business Advancement, 5(4), p.285. 2. Agarwal, A., 2012. Employee Perspective: A Key to Retention in it Industry. IJSR, 1(6), pp.98-100. 3. Allen, D. and Bryant, P., 2012. Managing employee turnover. [New York, N.Y.] (222 East 46th Street, New York, NY 10017): Business Expert Press. 4. Bais, D., 2012. Employee Retention Management:some Issues. IJSR, 1(4), pp.22-24. 5. Bohlander, G. and Snell, S., 2013. Principles of human resource management. Australia: South-Western/Cengage Learning. 6. Breshears, E. and Volker, R., 2013. Facilitative leadership in social work practice. New York, NY: Springer Pub. 7. Byars, L. and Rue, L., 2011. Human resource management. New York: McGraw-Hill/Irwin. 8. Ciulla, J., Uhl-Bien, M. and Werhane, P., 2013. Leadership ethics. Los Angeles, Calif.: SAGE. 9. Collings, D., 2012. International Human Resource Management: Policies and Practices for Multinational Enterprises. The International Journal of Human Resource Management, 23(7), pp.1509-1511. 10. Datta, S., 2012. Linking Human Resource Practices and Talent Development Climate with Innovative Work Behaviour. Academy of Management Proceedings, 2012(1), pp.1-1. 11. Dessler, G., 2013. Human resource management. Boston, Mass.: Pearson Education. 12. Dowling, P., Festing, M. and Engle, A., 2013. International human resource management. Andover: Cengage Learning. 13. Guerci, M. and Solari, L., 2012. Talent management practices in Italy – implications for human resource development. Human Resource Development International, 15(1), pp.25-41. 14. Home.trc.gov.om, 2016. The Research Council > Home. [online] Available at: [Accessed 8 Jan. 2016]. 15. Ivancevich, J. and Konopaske, R., 2013. Human resource management. New York, NY: McGraw-Hill Irwin. 16. Kar, S. and Misra, K., 2013. Nexus between Work Life Balance Practices and Employee Retention – The Mediating Effect of a Supportive Culture. Asian Social Science, 9(11). 17. Mignonac, K. and Richebé, N., 2012. ‘No strings attached?’: How attribution of disinterested support affects employee retention. Human Resource Management Journal, 23(1), pp.72-90. 18. Mondy, R. and Mondy, J., 2012. Human resource management. Boston: Prentice Hall. 19. Mrs.Prerna Nair, M., 2013. Effective Leadership-Employee Retention-Work Life Balance: A Cyclical Continuum. IOSR Journal of Business and Management, 10(3), pp.80-86. 20. Onsongo, E., 2012. Role of a developed Reward system on employee Retention. Saarbrücken: LAP LAMBERT Academic Publishing. 21. Paillé, P., 2013. Organizational citizenship behaviour and employee retention: how important are turnover cognitions?. The International Journal of Human Resource Management, 24(4), pp.768-790. 22. Price, A. and Price, A., 2011. Human resource management. Andover: Cengage Learning. 23. Stone, R., 2011. Human resource management. Milton, Qld.: John Wiley. 24. Times of Oman, 2016. The Research Council conducting five major research projects in Oman. [online] Available at: [Accessed 8 Jan. 2016]. 25. Torrington, D., 2011. Human Resource Management. Harlow: Pearson Education Ltd. 26. Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press. 27. Werner, S., Schuler, R. and Jackson, S., 2012. Human resource management. Australia: South-Western Cengage Learning. 28. Wilton, N., 2013. An introduction to human resource management. London: SAGE.



100% Plagiarism Free & Custom Written


International House, 12 Constance Street, London, United Kingdom,
E16 2DQ

Company # 11483120

STILL NOT CONVINCED?

We've produced some samples of what you can expect from our Academic Writing Service - these are created by our writers to show you the kind of high-quality work you'll receive. Take a look for yourself!

View Our Samples

Benefits You Get

  • Free Turnitin Report
  • Unlimited Revisions
  • Installment Plan
  • 24/7 Customer Support
  • Plagiarism Free Guarantee
  • 100% Confidentiality
  • 100% Satisfaction Guarantee
  • 100% Money-Back Guarantee
  • On-Time Delivery Guarantee
FLAT 25% OFF ON EVERY ORDER. Use "FLAT25" as your promo code during checkout