Motivation and Compensation
Motivation and Compensation
Attrition problems occur when an organization is going through changes. Magic Graffix seems to be having problems with recruiting, training, and retaining employees. The gradual reduction of a workforce by employees’ leaving and not being replaced rather than by their being laid off is called attrition. Attrition can be explained after a little digging to see where the problem actually occurs. The problem of diminishing employees for Magic Graffix is happening because the employees are not motivated to complete the task at hand.
HR has been assigned a budget to come up with a plan to correct the problem. A number of steps must occur to correct the attrition such as finding out why the problems exist and trying to see how to make it better gradually. Attrition starts when employees start to leave an organization. The question is when it is first noticed what can be done to correct the issue so that it does not get any worse. The Magic Graffix simulation enables suggestions that would help in escalating the problem and correcting it.
Conducting an employee survey, as well as commissioning, “Who is Smiling” is the first steps to combating the problem. The employee survey will allow the organization to get a feel or sense of how the employee thinks and what he or she is feeling towards the organization. The survey will also allow for seeking any areas that need improvement as the employee see it. Commissioning, “Who is Smiling” will allow the organization to see how other employees in similar organizations feel about the industry and his or her organization.
The next step was to determine the needs of the employee in each area of the organization. I have decided that employees are less concerned with his or job descriptions or the training provided; however they are concerned with benefits and compensation so this is an area that needs to be looked into closely. Our employees want to be compensated for a job well done; he or she would like to have a salary that is comparable to others in the industry. Pay is a key motivating factor for the employees, so correcting the pay scale is a good place to start.
The employees are also not concerned with the recruiting techniques. In the future after correcting the pay scale and making the pay more in-line with similar organizations Magic will look into other aspects of training for upward mobility. The next task was to identify Business Delivery needs. What I have chosen should boost morale throughout the department. Game credits will allow the developer to see that he or she is valued by the organization. It will also boost self-esteem and awareness of his or her skill in the industry.
Personal projects will allow the developer to showcase his or her skills. This will allow him or her to flaunt the creative mind that he or she was hired for. Telecommuting opportunities in today’s industry is crucial to the success of an organization. As a gaming developer they need to feel comfortable when working. It may be feasible to offer telecommuting to the software and developer personnel. Telecommuting will allow for personal freedom to get the task completed in a timely manner.
Developers and software personnel get burnout therefore it may be nice to offer a mini sabbatical. This will allow him or her time off to get things put in order. Time to get his or head in the right place is always a necessity. If allowed the mini sabbatical the employee will come back refreshed and invigorated full of new ideas. Compensation and benefits is an instant motivator for an employee. It would be a wise decision to structure pay and incentives around the type of job that is done by the employee for the organization.
Spot performances, group incentives, individual incentives, and lump sum merit awards are the choices to support compensation and incentives. Magic has people that work as a part of a team and also individually therefore the pay, rewards, and incentives should be set up around the job title. The simulation has great ideas to correct the attrition problem however there are a few ideas that should be looked into. The first idea is the recruitment techniques. Magic has done the homework and analyzed the needs of the organization as well as the employee, putting this to use is the key to success.
A recruitment plan to hire the best employee would include group or series interviewing techniques because this will allow for the organization to get a feel for the candidate and the candidate a feel for the people he or she would be working with. I would also recommend testing on the software the organization is currently using, because this will allow the organization to determine the individual skill level to complete the task. Once the person is hired it would be beneficial to sit with him or her at intervals along the way to determine if the organization is meeting his or her individual needs.
At each interval the person is evaluated on his or her production and also areas are pointed out that need work. The employee will also be allowed time to give feedback to the organization. Magic Graffix is currently in a position to improve the way they utilize the employees. Magic is currently faced with trying to retain its employees as they are leaving for better jobs within the industry. Magic needs to make itself more competitive in the industry. Making the organization more competitive and offering key incentives will allow Magic to recruit the best candidates for the job.
University/College: University of Chicago
Type of paper: Thesis/Dissertation Chapter
Date: 4 October 2016
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