Example Of Organisational Intervention To Decrease Employee Turnover Case Study

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Introduction
Singapore Telecommunications Limited (Singtel) is a leading telecommunications company in Singapore and 20-30 biggest worldwide (Goh Jian Hui, 2013); it is focused on catering to consumers, businesses, ISPs, content providers and also mobile operators. The mentioned company provides a high quality and also the reliability of its services and goods. Singtel appeared to be quite ambitious company having the direct plan and knowing how to achieve its goals (Goh Jian Hui, 2013, p. 2). However, the company has some weaknesses, which are likely to make a process of the company’s development much slower and more difficult. Consequently, in order to avoid this situation, Sigtel Telecommunications Limited is obliged to revise some of its strategies and tactics. As for this paper, it aims to put in place an intervention, which is likely to reduce employee turnover at Singtel.
Considering the particular issue that the CEO of Singtel is concerned about, it is the increase in voluntary employee turnover; the thing is that a recently conducted company survey showed a large number of the employees who were unmotivated and had lower perceptions of organizational justice; as a result, they are intended to quit. As mentioned above, Singtel occurred to have serious problem based on the reluctance of many employees to work for this company. The point is that the increase in voluntary employee turnover cannot but negatively influence the basic rate of revenues. As a consequence, the authorities are concerned about the ways to encourage the personnel and avoid downward tendency.

A Shift of Focus

One should not forget that since in the modern world, most individuals work in organizations, it indisputably affects the principles of accountability as well as the moral values among the employees.
When considering the peculiarities of employees’ performance with the enterprise, it becomes apparent that the appropriate cooperation between the employees and their superiors leads to the raise of responsibility among the staff; it is obvious that the personnel is likely to do their best in order to keep working on board in case the framework of employer-employee relationship is well designed; consequently, it is worth making mention that the sense of responsibility increases. Furthermore, in accordance of Shaw’s statement, developed in his work Moral Issues in Business, the efficient ethics at workplace makes the development of strong and reliable employees possible; the personnel emerges to able to cope with all ethical issues in their business enterprise (2012, p.339). Evidently, many enterprises often make some wrong decisions when managing the staff inadequately (Shaw, 2012). One should be aware that it is necessary to consider particular measures in order to improve the employees’ efficiency.
The process of employees’ performance within the enterprises leads to rethinking the major objectives of the personnel and rearranging the morality of conduct (Shaw, 2012). However, as for the impact of corporate environment, it is likely to cause fear of punishment based on the termination; consequently, this fear can easily worsen the psychological confidence and result is serious losses of revenue.

Up-to-Date Approaches to Cooperation

In a work environment with the mixture of labor force representing different cultures, there is a strong need for adaptation, or so-called “acculturation”. Four types of acculturation, characteristic of the diverse workforce organizations are distinguished by Elmaddsia (2011): assimilаtion, deculturаtion, separation and pluralism. Assimilation appears to be a one-way process of adaptation where minority cultures are gradually absorbed to meet the needs of the dominant culture. Deculturation is a strategy where there is no dominant culture and cultural differences are diminished. Finally, pluralism is based on the democratic ideals of equality and respect, which facilitates effective symbiosis of different cultures. This is the method of acculturation that is considered the most successful.
The main concern lies in the fact that, unfortunately, Singapore Telecommunications Limited followed the assimilation model up to this time; as for this model, it merely implies that foreign workers need to demonstrate flexibility and willingness to adapt in order to achieve success. This way, managers do not have to find out the cultural issues of their foreign employees. However, interest in different cultures may provide valuable insight into the needs of international customer base as well as contribute to improving communication within the organization itself (Walck, 1995). Naturally, in a multinational community, like the one formed in Singtel, the issues raised by the communication between people of different cultural and ethnic backgrounds cannot be ignored. On the contrary, these questions should find their practical implementation in the strategies and policies of the multinational organizations.

Mandatory Skills to Be at the Head of Business

Apart from the need to reinterpret the major approaches to encouraging the staff to stay on the board, it is also necessary to make mention of the significance of the effective leader responsible for reaching logical conclusions and make rational decisions based on the available information and with respect to the common goals. The logical conclusions are extremely consequential while speaking about optimizing the process of functioning and, mainly, motivating the staff. Above all, effective decision-making presupposes tactical awareness. Tactical awareness positions itself as the ability to offer the optimal solution of different circumstances inside certain organizations. Another essential leadership skill is planning. A leader is supposed to develop a strategic plan that would determine all future activities in order to successfully reach the common goals. Planning is based on setting goal and defining a strategy of development. In practice it appeared that planning process firstly required getting data and facts, which in result provided more alternative solutions. After gathering all information, in order to achieve common goals, priorities were set under the supervision of a leader. All these procedures and techniques allowed fulfilling the plan effectively step by step. Nevertheless, an original plan should be often transformed or changed due the new conditions or requirements. Therefore, good planning skills mean also the ability to adapt the original plan to the situation when it is needed.
When applied practically, planning process turned to be a great opportunity to unify a particular organization by getting all employees involved in the working process. Coordinating and monitoring team work was a part of the planning process. Besides, responsibilities were shared between employees in such a way that everybody was doing part of work regarding his or her area of expertise. It helped to optimize the working process and reach the goals with the highest effectiveness.
Additionally, due to the present unstable economic situation in the world, it is highly recommended to be familiar with techniques or methods of how to predict and prevent damage or losses in case of crisis. Thus, crisis planning may be regarded as one more attribute of an effective leader as it helps to minimize the adverse effects of the possible economic decline. In today’s context, planning calls for intuition, fast decision-making, adaptability to changes and a willing to take chances. Planning under the sensible supervision will provide steady growth. Otherwise, even the most brilliant ideas may appear to be useless and ineffective without proper planning.

Employer-Employee Relationship

Basically, business is a sphere where the choice of proper strategy, hard and persistent work and obedience to the norms of international standards is considered to be the integral components of success (Shaw, 2012). Besides, the main task of the employer is to organize the process of work in such a way that the employees feel comfortable to produce services, freely present their ideas and work for the growth and development of the organization and their personal improvement. However, the situation at the workplace cannot be ideal in all the cases, and there are many examples of violation that may appear in the working environment and prevent the employees from production process and affect their moral state. Unfortunately, the phenomenon of workplace harassment is not new and quite spread in modern business world despite all the efforts of the society to establish certain rules for effective collaboration in the team and punish all the responsible individuals in case of violation.
In accordance with a statistics, among the key factors influencing the level of satisfaction at the workplace the experts on business analysts distinguish many humanitarian cases. The main concept advanced by the scholars, is focused on considering job turnover the matter of great concern, since the high turnover rate of personnel usually reflects the unsatisfactory working environment at certain organizations (Mah, 1997).
It is important to make mention that many articles focused on conducting research on the determinant factors of leaving the organizations, give the evidence of organizational environment, the low level job satisfaction, and the weak management within career growth opportunities to be the most common causes of the high turnover rate. The statistics proved the factors mentioned above to appear the basic motive of not extending a contract at the organizations in a public sector.

The Target to Follow

The successful organizational change is possible only under the favorable conditions (Morgan, 2001). One should clearly understand the significance of all the interrelated elements at their best. Inevitably, there has to be a well-designed organizational culture in order to succeed in running business. The enterprise needs to be aimed at recruiting the strong leaders within the staff; it is likely to strengthen the company as well. Such a strategy is likely to incite the individual performance. At last, the managers should also be concerned about the adoption of the alternative organizational development theories, since disregarding this course will obviously result in negative effects. Moreover, the statistics prove the quotes posters to be of great importance in terms of effective operation of organizations. The thing is that the quotes, based on the ideas from real life, are likely to inspire the employees and encourage them to work hard, respectively. The quote “Confidence comes from discipline and training.” (Robert Kiyosaki) – a good example of how to train in accordance with the high standards necessary to deliver first-class client services. Organizational Justice Theory
Considering the rearrangement at Singtel, it is also necessary to take into consideration the need to apply organizational justice theory; the thing is that the given theory focuses on how the personnel socially build the cases of justice as well as injustice. Concerning justice, it is examined within organizational justice theory via the perception of the workers in the enterprises who provide judgments about the decisions of the leaders. It is worth saying that organizational justice is rather subjective, since different people perceive certain things differently in accordance with their own understanding. Anyway, justice appears as socially constructed concept. Consequently, coherent groups of people, including the employees, usually develop shared constructs of what justice consists of.
Regarding the measures necessary to be taken in order to succeed in reducing the employee turnover at Singtel, one should be aware that organizational justice research is mandatory in this case. The thing is that organizational justice theory is based on identifying particular dimensions of justice-oriented organizational culture. As a result, one should understand that these patterns give some instructions to the organizational leaders who are targeted on maintaining excellent performance. One should clearly understand that organizational justice research aims to maintain the efficient operation of the enterprises; surveys on perception of justice occur as an integral element of running a successful business.
Moreover, it is worth mentioning that organizational justice research is likely to make it certain how the staff treats the issue of fairness as well as its shortage. Consequently, the leaders are given an opportunity to develop work environments through responding to the employees’ behaviour.

Conclusion

At Singtel, organizational culture is far from being ideal; it impacts their employees, competitive advantage, marketing strategy, mission statement and overall environment dramatically. To be precise, it is necessary to come to understanding that the employees should have the right to take responsibility for certain decisions that the make; the point is that endowing the personnel with the both the responsibility and a wider range of opportunities is likely to facilitate the process of adapting to new market realities (Corbitt, 2011). Moreover, the superiors should not disregard the need to stimulate the interest of the staff via various incentive programs.

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