Investigating Convergys' Employee Turnover Rate Business Plan

This paper analyzes how Convergys can effectively prevent high constant employee turnover rates and offers solutions to promote loyalty.
# 145701 | 4,943 words | 8 sources | APA | 2010 | US
Published on Nov 24, 2010 in Business (Companies) , Business (Administration) , Business (Human Resources) , Ethics (General)


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Description:

This paper provides an inside look at the high employee turnover rates at Convergys, a corporation focused on consulting and customer relation services to its universal clients. A discussion of the Convergys reward system looks at how floor management and its supervisors benefit from rewards while the entry level employee receives little or no bonuses. An analysis of the monetary rewards allocated against the high employee turnover rate is also included. A detailed plan to promote employee loyalty and satisfaction as well as increase production, which will benefit Convergys, is included. In the conclusion the author, a former employee, provides a personal reflection of his time at Convergys.

Table of Content:
Problem Statement
Literature Review
Analysis
Solutions
Reflection

From the Paper:

"Now on the lower-order of this Maslow's theory falls under the human basic needs which is defined as physiological which this encompasses the issue of bathroom, 15-minute breaks and 30-minute lunch breaks(Mittelman, W. 1991). The supervisors fail to be proactive in attempts to try to alleviate this basic human needs issue which only causes more frustration on the floor and stresses out the employees who need to take breaks for legitimate or personal reasons. This lack of concern may also evolve into safety, where employees' interpersonal events may be drastically affected in the workplace. An employee may have certain health routines that must be adhered to in a timely manner but failing to go on 15-minutes breaks or brief bathroom breaks may hinder an employee's interaction with co-workers, attention to detail, following rules and actively listening to supervisors or management."

Sample of Sources Used:

  • Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4, 142-175.
  • Convergys Company Overview (2010). Retrieved August 11, 2010 from http://convergys.com/company/company-overview.php
  • Huitt, W. (2007). Maslow's hierarchy of needs. Educational Psychology Interactive. Valdosta, GA: Valdosta State University. Retrieved July 26, 2010 from, http://www.edpsycinteractive.org/topics/regsys/maslow.html
  • Kiel, Joan M. (1999). Reshaping Maslow's hierarchy of needs to reflect today's educational and managerial philosophies. Sep99, Vol. 26 Issue 3, p167, 2p, 1 Diagram
  • Knoop, Robert. (1994). Work Values and Job Satisfaction. Nov94, Vol. 128 Issue 6, p683, 8p, 1 Chart Article. Journal of Psychology. Brock University: Canada.

Cite this Business Plan:

APA Format

Investigating Convergys' Employee Turnover Rate (2010, November 24) Retrieved October 20, 2021, from https://www.academon.com/business-plan/investigating-convergys-employee-turnover-rate-145701/

MLA Format

"Investigating Convergys' Employee Turnover Rate" 24 November 2010. Web. 20 October. 2021. <https://www.academon.com/business-plan/investigating-convergys-employee-turnover-rate-145701/>

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