Answer: Talent Turnover and Ethics
The technology company as depicted in this scenario has an employee retention challenge as most of the employees are said to leave the premises within the first six months. From a business perspective, the problem exists in the management sector of the technology company. Employees work for longer hours than expected, without extra pay or even recognition through subsequent promotions. The technology firm, therefore, has quality concerns as there is evidence that most software for clients is delayed regularly and this can have a generally negative effect on the professionalism image of the firm. There also exists the aspect of fatigue. Like in most cases, fatigue is a known derailed of employee performance and in such a scenario, can lead to employees delivering results that are lower than expected. Another problem that manifests itself in this company is the high cost of employee retention (Kvalnes, 2019). Considering that software developers can be classified as technical workforce, it is extremely expensive for the technology firm to lose employees at such a high rate.
One ethical approach to apply in such a scenario would be the utilitarianism theory, which focuses on the aspect of the morality of actions and can be best suited for this technology firm. This approach is known to be sufficient and practical in workplaces that prioritize the need to observe ethics in the day to day activities within the firm. The theory draws a key focus on the aspect of happiness at work and states that a moral action is one which maximizes happiness for the maximum amount of people (Saks, 2015). In this approach, it is best to choose the most sufficient and practical course of action. There should be also an analysis of the benefits of the course of action and the course of action with the most benefits should be chosen. Employees in the technology firm should be given priority in the determination of the key of action and this will be ethically beneficial as it directly affects the quality of their output and productivity.
Improving employee morale and motivation are guaranteed methods of improving employee retention rates in any firm. Applying training and development methods for the improvement of morale and motivation is necessary as it lays out strategies that have been successfully applied by other firms in other businesses. One strategy that I would recommend would be improvements in the sectors of; Communication, Skills development, Promotion, work-life balance and also the management style (Kvalnes, 2019). Training employees on better skills would be essential as they would be educated on how to save time during working hours, job specialization and also the advantages of multitasking. Improving the management style is also recommendable as this would ensure reduced pressure on employees of any management level hence ensuring equity and coordination. Training employees and the management on the need for a work-life balance is necessary as it will ensure that aspects such as fatigue are avoided and also that Employees become more productive during work hours. Promotion is also necessary as it is directly linked to increased motivation in employees. Promotions exist as motivational packages for performing employees and are often introduced in organizations to promote productivity and award excellence. Communication also stands out as a crucial aspect for any business as it encourages involvement in running projects. Employees feel more involved when there are clear communication and consultation.
Kvalnes, Ø. (2019). Moral reasoning at work: Rethinking ethics in organizations. Springer.
Saks, A. (2015). Managing Performance Through Training & Development, (Canadian ed.). Nelson Education.
Introduction: Using the appropriate training and development methods can have significant effects on employee performance and the success or failure of a company. Similarly, ethics also can impact how employees and the company are perceived, which can ultimately affect the success of the company. Read the scenario and address the checklist items regarding employee training, development, and ethics. Scenario: The technology company you work for has had difficulties resulting from expert employees leaving the company after only 6 months to a year of employment. This turnover has caused client software projects to not be completed as scheduled. The CEO has turned to you as the HR director to find out what is wrong and to recommend a remedy. You do some initial investigations only to find that the salaried, full-time employees at this level of expertise are working 60 hours a week or more on a regular basis. You are concerned not only for the business implications of this attrition problem but the ethical implications. Checklist: ● Describe the company’s problem in your own words from a business and ethical perspective. ● Choosing one of the ethical approaches from the Learning Activity, describe what ethical approach you would use for the development of these employees and explain why. ● Describe the training and development methods you would use to improve employee morale and motivation and to reduce attrition. ● Submit your minimum 2-page (i.e., 500 words) response in an original essay with additional title and reference pages in APA format and citation style to the Dropbox. Disclaimer: The organization and characters depicted in this exercise are fictional. Any resemblance to real organizations or individuals is purely coincidental. Access the MT203M4 Competency Assessment rubric. Minimum Submission Requirements -Complete a minimum of a 2-page (i.e., 500 words) essay with additional title and reference pages using APA format and citation style.