ipl-logo

How Does The Briscoe Group Improve Employee Engagement?

1143 Words5 Pages

Introduction

Our current workforce comprises of Veterans or Pre-Boomers, Baby Boomers, Generation X and Generation Y with each generation having their own attitudes and expectations regarding their jobs and careers. Generation Y, our youngest workforce, is exhibiting some very distinctive characteristics when compared to their older counterparts. Generational differences have real implications on how employers and employees interact. In order for organisations to fully benefit from the skills and perspectives of the new workforce, they must incorporate a Gen Y outlook into their cultures, organisation and management styles.
Employee engagement

Employee engagement is a much talked about and discussed issue within organisations today. So what …show more content…

Key success factors

The Briscoe Group’s success is attributed to various reasons including effective employment and remuneration. Additionally the introduction of on-the-job national qualifications has seen staff turnover reduce dramatically, sales increase and the recruitment of quality employees. According to the Retail Institute’s Key Account Manager, the Briscoe Group employees are on average more qualified than their industry counterparts and have higher engagement levels. Reportedly employee productivity, customer satisfaction and employee morale has increased.

Alternative strategies

More than 50% of the Briscoe Group’s employees are under 25 years old and to retain such a young workforce requires human resource management strategies specific for this age group. Professional development appeals to this demographic group. To assist with employee engagement and retention, a nationally recognised training programme, the Customer Service Award (CSA), was initially rolled out as a pilot but due to its success, the CSA has become the organisation’s approach to training. The Briscoe Group is committed to upskilling their

Show More
Related

Fraser Foods Case Study Assignment

1475 Words | 6 Pages

Contents Terms of Reference 2 Procedure 2 Findings 3 Current Structure 3 New Structure 4 Employee Relationships 4 Instructing Staff 5 Contingency Variables 5 Conclusion 6 Recommendations 6 References 7 Appendix A 8 Terms of Reference I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class.

Read More

Multigenerational Leadership Analysis

830 Words | 4 Pages

Rationale and Problem Justification Poorly managed, an organization can experience high employee turnover rates, and encounter increased conflict when people from various generations are working together (Jeter, 2008). The United States of America K-12 public school workforce is comprised of the four generational cohorts: Traditionalist, Baby Boomers, Generation X, and Millennials (Lovely and Buffum, 2007). Organizations and organizational leadership could reap performance benefits from developing a better understanding of the phenomena of managing in multigenerational work environments (Paris, 2008). Existing leadership styles will change as organizational leadership steadily transitions from a Silent or Traditionalist workforce to one dominated

Read More

Final Self Assessment Essay

662 Words | 3 Pages

The millennial generation is energetic, values a work-life balance and is not afraid of untraditional work environments. While their flexibility is admirable, there is a tradeoff as compared to the baby boomers generation. Millennials are transitory, coming up with creative ways to engage and motivate workforce will be integral of my success as a manager. Effective leaders realize the power they wield and understand the importance of using it wisely. In the complexity of today’s workforce, motivating people is more

Read More

Ageism In The Workplace Essay

1152 Words | 5 Pages

We tend to forget that they have been and are still the foundation of the jobs or occupations that we occupies as young generation in the workplace today. No matter what people think, older workers are very serene people, trustworthy, helpful, competent, and intelligent while the new generation is considered to be aggressive, competitive, and intolerant. Perceptions of the older workers are both complex and differentiated, positive and

Read More

Reflective Writing In The Workplace

906 Words | 4 Pages

This area of ageing and age particularly for me was insightful as I was able to relate it to my parent’s situation. Both my mother and father are self-employed however I raised the question to them why don’t you guys enter a more corporate and international market, there response to me was that we are too old to do that now 20 years ago we may have thought of it but definitely not now. Age was a big factor in this situation and I assume this thinking can applied to an organisational context, where the more elderly workers in an organisation may be hesitant to apply for higher jobs within the organisations as they feel they would be disadvantaged due to their age as they would be competing against more youthful individuals whom are have more knowledge of how to use technology to communicate ideas and other important information across in an international context. In my opinion there is a need for more support and training to be in place so that the more aged workforce individuals can be on a fair playing field in comparison to the younger more familiar with advancing technology individuals. In order to retain staff numbers there and have low staff turnover rates organisations in my opinion need to embrace and invest in the more aged individuals as can in the long run benefit the organisation in savings in the costs of training new

Read More

The SAS Institute Case Study: Organizational Citizenship Behaviors

826 Words | 4 Pages

On completion of the case study about the SAS Institute, I stormed across these four factors; Job performances, organizational citizenship, Absenteeism, Turnover. According to the case study, these four factors have proven to have the strongest influences over work behaviors. Furthermore, the approaches the leadership of the SAS institute takes towards them, I believe, have been the essence of their success. Their approach is unique and is likely not what employees are a to in the contemporary firms and different places of work, it is, ‘’the value they have towards people’’

Read More

Essay On Intergenerational Experience

1450 Words | 6 Pages

learning and sharing in the workplace followed a relatively linear and top-down model. But as the makeup of our teams broadens, as people have longer working lives, and as the workplace very rapidly changes along with new technologies and innovations, the norms of work-related learning challenge the received wisdom that older people teach (before shifting onto a pension around age 65) while younger people learn. Today’s workforce spans five generations, and employers who promote intergenerational learning initiatives for their employees optimize the value of these five generations in their organization. Catalysing intergenerational experience is a new source of competitive advantage that benefits all generations and organizations. Youth have specially focused

Read More

The Importance Of Generational Differences In Work Values

1098 Words | 5 Pages

Introduction The current labour market is one with multiple generations participating, including those Veterans who have yet to retire, baby boomers, the sophomore generation X and the freshman millennials. This paper seeks to review the literature on generational differences in work values. According to Kortum (2014), a healthy organisation is one wherein the organisation and all its members work together to continuously encourage and safeguard the wellbeing and safety of its members. Analysis of the literature elucidates the impact of generational differences in work values on the health of the organisation and methods by which organisations can mitigate the impact of these generational differences in values in order to maintain organisational health in a work environment with multiple generations.

Read More

Analysis Of The Baby Boom Generation

1032 Words | 5 Pages

In most cases, employees from the Baby Boom generation are results oriented and strongly believe in deciding upon well defined goals and objectives, they want to be asked their opinions and see results (Bower & Fidler, 1994). They are mostly driven by freedom, individual satisfaction and social action (Tyler, 2007). Weston (2001) specified that employees from the Baby Boom generation generally want to feel that they are contributing to their community and organizational growth, expect rewards for performance and appreciate empathetic supportive managers.

Read More

Hcp In Healthcare

1356 Words | 6 Pages

It could be applied for retaining an ageing workforce to promote continuity of care, and retain more experienced HCP in the workforce. The experienced HCP would act as role model among young HCP, and pass their knowledge and skills to them and subsequently improve the quality of healthcare services. They would decide to stay in the organization because of familiarize of working culture and appreciated, and they might not be able to get high salaries in other organizations due to high competition. However, more money does not indicate higher motivation. Therefore, additional retention strategies for HCP should be

Read More

Employee Engagement Definition

739 Words | 3 Pages

Most employees experience stress as a usual or normal part of their jobs. However, some individuals experience stress more strongly than others, to a point where they may need time off from work. The area of occupational stress has rapidly grown over the last two decades, to the extent that there are now two international journals devoted entirely to its study (Spector & Goh, 2001). The incidence of occupational stress in India has steadily increased over the past decade with ComCare reporting psychological injury as a key contributor to the increase in premiums in 2003/04.

Read More

Work Engagement Theory

1241 Words | 5 Pages

Background and Aim: The theory of Work Craving proposes that a workaholic has a craving for self-worth compensatory incentives and an expectation of relief from negative affect experienced through unrealistic perfectionism and an obsessive-compulsive style of working (Wojdylo et al, 2014). The present study was undertaken to study the relation of work craving to work engagement, job satisfaction and Type A personality among 40 middle-aged doctors in public sector hospitals in Chandigarh. Methodology:

Read More

Essay On Age Diversity In The Workplace

964 Words | 4 Pages

 Ensuring the reward system that is based on performance and not on tenure.  Motivating younger employees to work together with older employees.  Incorporating ‘Teamwork’ within organization. In addition, organizations can create an environment where both generation employees can share their ideas and can work as a team.

Read More

Employee Engagement: Workplace Approach

1152 Words | 5 Pages

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Employee engagement is based on trust, integrity, two way commitment and communication between an organisation and its members. It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity and well-being. It can be measured. It varies from poor to great.

Read More

Employee Engagement Essay

772 Words | 4 Pages

(2). Since that extensive research carried out and it has become an area of growing interest. Even though employee Engagement is a well-researched topic, it lacks a universal acceptable definition (3).researchers defined the concept of employee engagement in the view of individual perspective or organizational perspective (4).according to the individual perspective of (name) employee engagement is Individual’s sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed toward organizational goals (5).while (name) studied the organizational perspective and defined employee engagement as The degrees to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust (6). According to Andrew and Sofian (2012), employee engagement involves an emotional and psychological relationship between employees and their organization that can be changed into negative or positive behaviors that employees show at their workplace (7). Engaged employees will stay with the company, normally perform better and be more motivated they form emotional connection with the company and create sense of loyalty in a competitive environment (8), employee engagement builds passion, commitment and alignment with the organization's strategies and goals and Increases employees‟ trust in the organization (9) A highly engaged employee will consistently deliver beyond expectations (10).

Read More

More about How Does The Briscoe Group Improve Employee Engagement?

Related Topics

Open Document