PSYC300 Research Methods In Psychology

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PSYC300 Research Methods In Psychology

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PSYC300 Research Methods In Psychology

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Course Code: PSYC300
University: American Public University System

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Country: United States

Question:

Identify and research a specific Human Services issue of personal interest. Conduct a thorough needs analysis for the problem using application of theory and research. Make sure to include the following in your needs analysis:

Research and identify a Human Services issue.
Conduct a needs analysis of the problem, which includes an analysis of the cause of the problem and any significant factors of the issue.
Describe the demographics of the selected population and how the population is affected.

Answer: 

Introduction:
The service industry is getting significantly complex in the modern century due to the significant amount of market competition. The considerable market demand is providing opportunity to almost every organization. On the other hand, the abnormal rise in the market demand has the potential to trigger the organizations for additional increment in the workload of the employees (Hancock et al., 2014). In such cases the threat of the employee turnover is significant. The mentioned problem is having the potential to affect the organization in a notable manner. The paper is focused in specifying the cause of the employee turnover and the impact of it on the service industry.
Needs Analysis:
Cause of the issue:
The cause analysis of the issue is significant for the organization as it would enable the organization to have the inputs regarding the turnover of the employees in the organization. The general issues that have the potential to emerge as the influential factors or causes behind the employee turnover is dissatisfaction of the employees with the work environment, work-time characteristics, inappropriate compensation, dissatisfaction of the employees with the existing training activities along with ineffective rewarding policy (Stanley et al., 2013).
The modern organizations are facing the detrimental impact of the adverse working condition or work environment. Several organizations are observed to face the negative impact as it is significantly visible that the employees are not able to act as a team. The desired cohesion in the team along with the help for the other team members is getting significantly reduced and individuals are getting more and more concerned with the individual performances rather than the overall team performances (AlBattat & Som, 2013). Apart from this, the employees are observed to get significantly dissatisfied with the work-time characteristics of many modern organizations where the organizations are found to have an ineffective strategy for maintaining the work life balance of their employees (Memon et al., 2014). Along with that, it is observed that the employees are not pleased with the organization’s policy to reward the employees for the cases of overtime. The wage characteristics is also posing significant amount of concern to the employees as a large number of employees are observed to be expecting a better compensation for their time and effort (Mowday, Porter & Steers, 2013). Majority of the employees of different organizations, operating in the service industry, pointed out ineffectiveness of the training activities as the potential reason behind their dissatisfaction generated during their faulty operation.
Impact of the issue:
The organizations are observed to suffer in a significant manner with the rise in the employee turnover rates. The employee turnover has the potential to affect the organization broadly in two ways in the form of reducing the company’s productivity and decreasing the company’s consistency as a service organization (Das & Baruah, 2013).
The organizations with excessive turnover rates are observed to have large number of new people in their workforce which makes the organization less productive as a whole (Hausknecht & Holwerda, 2013). Along with this, high turnover rate forces an organization to conduct repetitive hiring and that increases the expenditure as the cost of hiring and training keeps increasing. Hence it decreases the profit and productivity of the organization.
Apart from this, the training activities generates significant amount of knowledge among the employees which with their resignation, is lost for the organization. Along with this, the time spent by the organization in order to increase the competency level of the employees in the training sessions goes in vain as well.
Demographics:
The selection of the demographics is based on employees of the service industry sectors like the hospitality and health care providers. The general focus of the employees is on the age group of 25-45 years as the employees of this age group are observed to be more inclined towards the separation with the organizations. The demographics will not include any sort of classification based on the gender of the employees.
The employees at the early stage of the mentioned age group are observed to be less affected compared to the employees of the 35-45 years age group in case of the work life imbalance as the majority of the employees of 35-45 years are married and having children in their family (Ahammad et al., 2016). Hence they need to take care of their children as well. The employees belonging to the age group of 25-35 years are observed to be significantly affected by the inappropriateness of the employee training activities as their incapability of delivering quality work is not seemed to be taken care by the training activities.
Conclusion:
On a concluding note, it can be said that the organizations of the service industry are facing significant amount of issues in retaining employees due to their faulty strategies. The organizations are in need to manage this with effective planning in the aspects like the better rewarding policies, improved work time characteristics and effective training activities.
References:
Ahammad, M. F., Tarba, S. Y., Liu, Y., & Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention. International Business Review, 25(1), 66-75.
AlBattat, A. R. S., & Som, A. P. M. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62.
Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of Business and Management, 14(2), 8-16.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Hausknecht, J. P., & Holwerda, J. A. (2013). When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance. Organization Science, 24(1), 210-225.
Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement. Global Business & Management Research, 6(3).
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Stanley, L., Vandenberghe, C., Vandenberg, R., & Bentein, K. (2013). Commitment profiles and employee turnover. Journal of Vocational Behavior, 82(3), 176-187.

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