Case analysis 1st 1211

Ngoc doesn’t assign the tasks for employees because of the inexperienced, she accidentally lowers the job exposure for the staff and makes the individual productivity, empowerment decrea

I Case analysis

1 Employee turnover happened frequently

Even though Ms Ngoc has 8 full-time staff members in the Da Nang initial outlet and 12 workers

in the Ho Chi Minh city current subsidiary but she continuously removes and hires new

employees Her actions lead her business to have high turnover employee rate Employee turnover is the process of replacing an existing employee with a new one (Abassi et al 2000) Termination, retirement, death, interagency transfers, and resignations are all examples of separations between organizations and personnel, and staff may have a voluntarily or

involuntarily attitude (Price 1997; Beam J 2014)

This phenomenon occurs creates disadvantages for the Outdoors Cascio (2000, p.1, cited in Henry Ongori 2007) states that ‘Managers have long focused on employee turnover because of the personnel costs incurred when employees quit, such as those for hiring and training

replacements If Ms Ngoc tries to recruit to fill the gap and do not train the employee properly, they may not attain more experience to help her business grow and commit to the organization, which create weak organizational culture After that, employees will leave the business Ms Ngoc is dealing with staff shortage from two areas and it has been affecting her well-being and time to expand the online business platform Not only are they currently facing problems, but also the underlying problem for Outdoors when dealing with staff shortage is the investment for human resource after any departure is increasing, which make the business concentrate too much on recruiting new staff Maslow (1943, cited in Jones et al 1976) states ‘The highest level

in Maslow's hierarchy is actualization needs, which pertain to realizing one's potential, self-fulfillment, pursuing personal progress, and peak experiences The Outdoors’ staff cannot have their mastery, work potential realized and applied In the case study, there is unclear career development for employees who work for Outdoors Lack of professional development

experience at one company may harm the exchange connections between individuals and companies, resulting in turnover (Weng Q et al 2010)

2 Overwhelm administrative workload & no division of labor

The second problem regarding unbalanced volume of work between Ms Ngoc and her

employees Apart from her legitimate work, Ms Ngoc also handles product selection, supplier relationship management, accounting, and marketing- these positions can find employees The issue is Outdoors has not applied the division of labor According to Adam Smith (1977), division

of labor means the separation of a work process into several tasks, with each task performed by

a separate person or group of persons

Ms Ngoc’s workload is overwhelming and the efficiency for each job section is going to be less efficient, unlike the person who specialized in a particular field (The Investopedia Team 2021) Hence, she loses the equilibrium between her occupation and her hobbies, the effect spread to her time management for not being capable to conduct retail online shop for Outdoors- a development to her business Ms Ngoc doesn’t assign the tasks for employees because of the inexperienced, she accidentally lowers the job exposure for the staff and makes the individual productivity, empowerment decrease and less engaged in work so the certain consequence is employee turnover

3 Lack of employee delegation & empowerment

Moreover from Ms Ngoc’s recruitment matters further, the concerned point for the current labor force’s cooperation with her is lack of employee delegation Therefore, delegation is the

process when managers must decide which tasks they should complete themselves and which should be allocated to others (Schermerhorn, J et al 2017) Lack of delegation has a detrimental influence on leaders since they work disseminated on many specialized tasks that a subordinate can handle rather than striving to make precise decisions to achieve business objectives

(Trakaniqi 2017) It also puts more burden of responsibility and unnecessary stress for the manager and creates trust issues from managers to their employees about the work quality Nelson & Economy (2005) declares that managers who do not delegate tasks usually have no confidence in their employees to complete their duties correctly and in time, alike to Ms Ngoc’s situation

It is also indicated in her uncertainties in giving the work for the less experienced employees and the approvement for every choice that they make, which turns out her employees are in

shortage of empowerment Delegation and employee empowerment have a significant

connection to each other (Xiyang Zhang et al 2017) In Ms Ngoc’s problem, with the lack of delegation in job distribution, her employees had experienced professional stress,

unproductivity, unable to contribute and enhance their skills (Chandler & Richardson 2005) which damaged the business affair and time management

II Linking theory and practice to the solution

1 Strategic use of human resource

To refine the human resource of Outdoors Ms Ngoc needs to be attentive about the training and recruiting progress to ensure each employee has developed the expertise, and capabilities adequately to execute their jobs successfully The use of the second and last insights from Taylorism is appropriate for her situation For the recruitment, select workers with appropriate abilities for each job and the training, she needs to let her employee familiar with the steps, regulations for the standard task to gain more experience and know the abilities of individuals to give them the suitable jobs for the best effectiveness (Missias Matthew et al 2010; Taylor F, 1911) The reason for choosing the Taylorism theory is because of its compatibility for work fragmentation (Missias Matthew et al 2010), improve the productivity for the business, create more workplace spirituality, and speed up progress so Ms Ngoc can balance her job and

outdoor hobby, also her workforce have fewer work uncertainties

Moreover, the human resource of an organization is one of the most crucial aspects So, Ms Ngoc needs to orientate the investment and what does she want for her members and share the same goal to accompany Outdoors eventually Noe and R A (2017) point out that ‘human resource management practices (such as training) can help companies gain a competitive advantage’ but if other factors such as product or budget allocation, etc are not sensible enough, the company will not survive The uneven allocation of budget cannot comply with customers’ needs to produce profit or exist in a long run (Karen Banks 2018)

2 Apply the division of labor

The unclear assignment for employees and the fear of employee’s ability not able to complete the tasks had made Ms Ngoc suffer from overworking and it put a strain on her well-being state This extensive work was caused by a lack of competent management, who were ill-equipped to reconcile the requirements of their team members with the needs of the organization (CMI, 2016) No application of division of labor also makes the employees feel less attached to their responsibility and make them doubtful about their usefulness (Forster, 2009), which creates more stress and affects their productivity, absenteeism and slack off in work (Gaspar et al 2007)

that takes degree on both managers and staff In this case, it has been led to a more severe issue

is the employee turnover happens regularly at Outdoors

By applying this principle, Outdoors will have greater productivity and solve the problem of inexperienced employees First, when the tasks are divided, it enhances employees' dexterity and thinking by repeating activities, exposing and handling working situations lead to gain experience and employed development (Adam Smith 1776, cited in Adam Smith 2009) Using division of labor can decrease or eliminate adaptation or set-up costs, as well as the expenses of transitioning from one task to another, saving time management by each worker specializing on one or a limited number of separate tasks (A Camacho 2013)

3 Fulfill employee empowerment & delegation

The neglect of delegation in Ms Ngoc’s business leads to disharmony in cooperation between herself and the working team Bloom Daniel (2020) indicates employee empowerment is defined

as providing workers associated with a particular degree of authority and responsibility for making decisions related to their different organizational duties As noted above, delegation and employee empowerment have a link and support to each other (Xiyang Zhang et al 2017) If Ms Ngoc assigns the tasks for her team (the process of delegating), it will positively empower the team and resonate with harmonization teamwork

The benefits of employee empowerment can bring success for any organization but as the utmost factor, the process of delegation is necessary Employees who have been delegated have greater flexibility to operate independently when power and responsibility are given to them, and they enjoy a variety of good outcomes such as increased job satisfaction, organizational commitment, inventive behavior, and task performance (Chen, Z., Lam, W., and Zhong, J A 2007) When individuals feel accountable for essential tasks, they feel psychologically

empowered They also feel empowered when they believe they are important in contributing and urging to engage in the work (Xiyang Zhang et al 2017) The empowerment makes

employees evolve the self-efficacy concept- the refers to an individual's conviction in their ability

to carry out the actions required to achieve defined performance requirements (Bandura A, 1997)

III Recommends specific strategies

1 Create a Human Resource department/ self-recruiting and create an attractive

compensation package

For Ms Ngoc problem not to utilize the business’s human resources, to decrease the employee turnover rate, she can create her Human Resource department to be able to define and recruit suitable options but for the current conditions of Outdoors, Ms Ngoc should decide a plan to recruit annually so that she can recruit timely with quality staff The competencies of the

applicants can be used to assess the potential for future roles on different levels (Tyson Shaun 2015) The manager also needs to evaluate both business outlets to know how many employees should she have, provide the essential job descriptions, and demand for person specification: degree, experience, etc Tyson (2015) also implies that ‘the job description and the person specification are both necessary and complementary definitions since it provides the criteria for assessing effective performance’

Creating an attractive compensation package can maintain employee retention loyalty, reward the well-performed staff and utilize united negotiation in conflict or turnover (Tess C Taylor 2015) Employee compensation can include traveling, more annual leaves, vouchers for

shopping, or even more salary The beneficial impacts of awards power on creative performance can only be achieved when the target workers appreciate the prizes and display self-efficacy and job satisfaction (Malik et al 2015) After recruiting a significant amount of employees, Ms Ngoc can consider the division in position and create Human Resource department, which will deploy, specialize in recruiting and training the employee In order to prevent situations like Bao and almost in deprivation for core employees before, Ms Ngoc should focus on how to upkeep long-service employee tie-in in exchange for promotion, in charge of tasks, extend employees’ scope

of work, and career development Professional growth is described as a pattern of ongoing good outcomes in a person's job, including long-term career advancement (Weng Q et al 2010)

2 Maintain team communication and improve organizational culture

The case study said Outdoors team has been indicating that poor communication from teams and no tasks delegation make the business suffers from high turnover rate and affect the work-life balance of Ms Ngoc In order to seek a way to improve Ms Ngoc’s team communication and cooperation, Ms Ngoc needs to break down silos from her position to employee, and silos between distance in occupation experience by expressing her trust to the employee She also needs to apply some of the bureaucracy structure: separation of tasks, a defined hierarchy, detailed rules and regulations, and impersonal organization relationships (Anon 2003)

Another aspect that needs to mention is Ms Ngoc should guide her inexperienced employee to support her at the right time and propose a business plan for her further intention of extending Outdoors When she has an optimized plan, she can designate reasonable missions like creating monthly KPI and criteria for her team to bring the best result After every job is done, Ms Ngoc should arrange weekly meetings on online platforms or face-to-face conferences to summarize the goals and give feedback to her working team Comments from administrators can help employees reassess and improve their ability while also clarifying expectations and

responsibilities (Renn and Fedor, 2001; Ashford et al., 2003; Whitaker et al., 2007) Individuals inclination for feedbacks tend to notice valuable information to improve, have learning goal orientation, and have high self-esteem (Fedor et al., 2001; Tuckey et al., 2002; Bernichon et al., 2003; Anseel et al., 2015, cited in Xiyang Zhang et al 2017) When managers share insights for employees and reverse, we can see that the knowledge management is using will enhance employees’ skills and experience, keep up the long-term relationship and improve organizational culture

3 Delegation of authority to personnel

For the sake of Outdoors in the current time and the future, the business needs to operate with the most capacity to attend current customers’ needs and attract potential customers There is large amount of workload to do and delegation to employees is required in order to bring the most output Ms Ngoc can assign some of the employees who are in charge of each phase: product selection, supplier relationship management, accounting, and marketing Subordinates have some direct role in decision-making have greater flexibility to operate independently when power and responsibility are given to them, and they enjoy a variety of good outcomes such as increased job satisfaction, organizational commitment, inventive behavior, and task

performance (Chen G et al., 2007) Giving employees authority, opportunity, motivation to take the initiative and engage is one of the elements that attract people to large companies like Facebook or Goggle (Garvin, 2013, cited in Xiyang Zhang et al 2017 )

Ms Ngoc can give benefits (reward power) to employees who have been empowered to

motivate other employees to engage in the tasks Delegation also encourages subordinates to improve their skills and knowledge (Uhl-Bien et al., 2000) According to the Hawthrone studies, employees were more productive when administrators paid more attention to their work, giving the sense that their superiors cared about more than just their job, it is the recognition for their efforts (McCarney R et al 2007) The resonance of delegation and communicating can show the employee that they are trusted and acknowledged in the working environment so they are going

to be engaging eagerly and increase job satisfaction

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