Keeping Suzanne Chalmers
Symptoms:
High employee turnover at API
Suzanne Chalmers, who is one of the top talents in her area of expertise, is also leaving the company for a start up firm Statement of Problem:
What strategies should API use to improve employee retention?
How can they motivate Suzanne Chalmers to stay as a software engineer with the Advanced Photonics Inc.?
Analysis:
There are a number of factors which contribute to Suzanne Chalmers’ decision to leave API despite the fact that she is valued by the organization and persuaded to stay. 1. MARS Model
The possible reasons for Chalmers behaviour under MARS are lack of motivation as well as situational factors:
- Motivation
Suzanne Chalmers no longer has the drive (intensity) and desire (persistence) in order to stay with API (direction). Even though she had chances to negotiate with Chan, she chooses to resign than negotiate the improved terms that would keep her motivated to stay in API.
The company probably can no longer fulfill her need as an employee related to work challenges.
- Situational Factors
Her need of self-actualization is very strong and the organizational environment constrains her performance through routine, and she would be motivated to expand her skill variety and job challenge. The company also struggles in offering adequate office space to employees, Chan himself pointing it out apologizing for the cramped workspace.
2. Employee Engagement and Job Satisfaction
Employee engagement and job satisfaction are very important for a company’s and employee well-being. One reason why the company has a high employee turnover is the job specialization, many of the employees being forced to leave for companies which offer job enrichment focusing on client relationships as well. Suzanne’s desire is to perform beyond narrowly defined job duties, her high level of absorption of work and strong self-efficacy to perform force her to leave the company for a start-up firm. The purpose of Suzanne’s meeting with
High employee turnover at API
Suzanne Chalmers, who is one of the top talents in her area of expertise, is also leaving the company for a start up firm Statement of Problem:
What strategies should API use to improve employee retention?
How can they motivate Suzanne Chalmers to stay as a software engineer with the Advanced Photonics Inc.?
Analysis:
There are a number of factors which contribute to Suzanne Chalmers’ decision to leave API despite the fact that she is valued by the organization and persuaded to stay. 1. MARS Model
The possible reasons for Chalmers behaviour under MARS are lack of motivation as well as situational factors:
- Motivation
Suzanne Chalmers no longer has the drive (intensity) and desire (persistence) in order to stay with API (direction). Even though she had chances to negotiate with Chan, she chooses to resign than negotiate the improved terms that would keep her motivated to stay in API.
The company probably can no longer fulfill her need as an employee related to work challenges.
- Situational Factors
Her need of self-actualization is very strong and the organizational environment constrains her performance through routine, and she would be motivated to expand her skill variety and job challenge. The company also struggles in offering adequate office space to employees, Chan himself pointing it out apologizing for the cramped workspace.
2. Employee Engagement and Job Satisfaction
Employee engagement and job satisfaction are very important for a company’s and employee well-being. One reason why the company has a high employee turnover is the job specialization, many of the employees being forced to leave for companies which offer job enrichment focusing on client relationships as well. Suzanne’s desire is to perform beyond narrowly defined job duties, her high level of absorption of work and strong self-efficacy to perform force her to leave the company for a start-up firm. The purpose of Suzanne’s meeting with