Develop your project predictions and desired outcomes portion of your paper using the following as starting points:
- Describe the desired outcomes: Specifically, state the purpose, focus, and viewpoint of the project as well as its expected accomplishments. While you may not be implementing your project, you should have a goal in mind that relates to solving your problem.
- A project goal should reference the project’s benefits in terms of cost, time, and/or quality that address needs or changes, results, impacts, or consequences that the project has on people, programs, or institutions.
- Goals and objectives should be measurable, shared, and hypothetically agreed on by all key stakeholders. They are directly linked to the concept of project success factors.
- What variables need to be considered and would you have control over them? For example, if you were to implement a department wide curriculum change, would budget be an issue and how would you address that variable?
- If you were to implement your study, how would you gather data? Would the focus be qualitative or quantitative?
- What will your research provide to the community or to social change?
- In the statistical sense, what is already known about your problem? Cite evidence from your literature review.
Compose a 2 to 3-page paper that addresses the intended outcomes of your project
Project Predictions and Desired Outcomes
The purpose of this project is to address the growing concern of high employee turnover rates within a large organization, with a focus on improving overall employee satisfaction and retention. The viewpoint of the project is that a well-designed employee engagement and development program can significantly reduce turnover, enhance employee morale, and contribute to the organization’s success. The desired outcome is a more stable and motivated workforce, resulting in increased productivity and ultimately, a positive impact on the organization’s bottom line.
Project Goal and Benefits: The primary goal of this project is to implement a comprehensive employee engagement and development program that will lead to significant reductions in turnover, improved job satisfaction, and increased overall employee well-being. By addressing the needs of employees and providing opportunities for growth and development, the organization aims to achieve benefits in terms of cost savings due to reduced turnover, improved operational efficiency, and enhanced product or service quality.
Key Variables and Control: Budget would be a critical variable to consider during the implementation of the employee engagement program. Adequate funding would be essential to ensure the successful execution of initiatives such as training, workshops, and recognition events. To address budget constraints, the project team would work collaboratively with key stakeholders to allocate resources effectively, explore cost-efficient options, and potentially seek additional funding sources.
Data Gathering and Focus: Data would be gathered through a mixed-methods approach combining both qualitative and quantitative research methodologies. Qualitative methods, such as focus groups and interviews, would provide in-depth insights into employees’ perceptions, experiences, and expectations. Quantitative surveys would be administered to measure key metrics like employee satisfaction, engagement levels, and turnover rates. This approach would allow for a comprehensive understanding of the issues and provide a basis for data-driven decision-making.
Community and Social Change Impact: The research and implementation of the employee engagement and development program would provide a significant contribution to the community and drive positive social change. By creating a supportive and inclusive work environment, the organization would not only benefit from improved employee retention and productivity but also set a precedent for other businesses to prioritize employee well-being. This ripple effect could lead to a broader shift in corporate culture, ultimately fostering better working conditions and improved job satisfaction across industries.
Existing Knowledge and Literature Review: Existing research highlights the detrimental effects of high employee turnover on organizational performance (Smith & Mundy, 2017). Studies also underscore the importance of employee engagement and development programs in reducing turnover and increasing job satisfaction (Saks, 2019). Additionally, research has shown that investments in employee well-being and growth positively impact both individual and organizational outcomes (Gallup, 2020).
In conclusion, the desired outcomes of this project include the implementation of an effective employee engagement and development program that leads to reduced turnover, increased job satisfaction, and enhanced employee well-being. By addressing key variables such as budget, utilizing a mixed-methods approach for data gathering, and contributing to positive social change, this project aims to create lasting benefits for the organization, its employees, and the broader community.
References:
- Smith, D., & Mundy, J. (2017). The effects of employee turnover on organizational performance: A study of privatized enterprises in Nigeria. Journal of Leadership, Accountability and Ethics, 14(2), 96-107.
- Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(2), 196-215.
- Gallup. (2020). Employee Wellbeing: What is it and Why Should We Care? Retrieved from https://www.gallup.com/workplace/266050/employee-wellbeing-care.aspx