Question

Chapter 05: What Would You Do? Individual/Organization Relations and Retention INSTRUCTIONS: Read the question below, and select the best answer a. Identify Medix's core purpose and share it with his employees. b. Increase employee salaries to make them more satisfied with their pay. c. Allow employees to work from d. Allow home rather employees than coming to dress into the casually office. for work. Medix Staffing Solutions is a Chicago-based employment agency. its owner and CEO, Andrew Limours, had a problem. His millennial workforce was leaving the company too quickly. People come, stay for a year or two, and then move on. Limourts wants Medix to be a company where people are excited to work. He knows that his work style is different from the work style of his employees, but what should he do? If you were the senior HR manager at Medix, what would you tell Limours to do?

Answer 1

The best course of action for Limounts will be

Answer---a.Identify Medix's core purpose and share it with his employees

ie. Carrying along people , in the path towards betterment in operations--he should try to impress upon his workforce ,the long-run benefits of all working together , in achieving that common goal, which when done, will automatically take care of all the other 3 points, as & if the need arises----as the company's top management will be, by itself , only too willing to co-operate-- to meet the reasonable demands of the performing-work-force.

Limounts would do well , to explain the objectives /goals , to the people who are to be entrusted in performing & achieving results----encourage them to share their different views/ approaches,if any-- so that they become more excited with the feeling that the management is willing to hear them and also takes them into confidence & feels that they can deliver results.

In addition, such a person who had been made to participate in some decision -making, will only be too enthusiastic , to achieve the goals set by him.That energises him more than any monetary compensations.He will be willing to give all his 24 hrs.

The word will spread among peers & each one will be willing to contribute their part in management decision-making and see for themselves,with pride, the results achieved .

Thus , when organisational goals are shared with employees , down the line(this should be done by all at all levels--so as to reach the grass-root employee)---there is a feeling of co-operative & collective march towards scripting a suceess story , instead of having been thrusted-upon attitude .The latter obviuosly, makes an employee to think about self only---- what- all-I--can- get- in- return attitude ---that leads to switch-overs to other greener-pasteurs/jobs.