Expanded Research Proposal

This research will focus on the challenges Indecare organization is being faced with and how the management team of the company approaching and handling these problems. Indecare has a small management team of eight members. It is a highly profitable organization with a tremendous growth rate of 50% a year over the last seven years with a high reputation by clients for providing quality in-home care services to the diverse residents throughout the Sacramento, Elk Grove, Carmichael and El Dorado Hills areas. Indecare could not have achieved such growth without the contribution of their skilled Certified Nursing Assistants (CNA) and exceptional Caregivers. The company is so focused on expansion that it is missing the real causes of the high turnover rate facing the organization. In order to determine why such large number of employees has been leaving, I will be researching information from several sources to suggest ways to how management can solve these problems. Listed below are my research sources:
• Stephen P. Robbins & Timothy A. Judge Organizational Behavior, Sixteenth Edition. Pearson
• Covey S. Organizational Development training
• Schermerhorn, John R, Richard N. Osborn. Organizational Behavior, 12th Edition. John Wiley & Sons
• Indecare. Retrieved on August 10, 2015 http://www.indecareathome.com/testimonials.htm
• Stephen A. Laser, (1980). Dealing with the Problem of Employee. Turnover
• Richard T. Mowday, (1984) Strategies for Adapting to high rates of employee turnover
Expanded introduction of the role organization As a CNA and Caregiver, my duty in the organization is to provide activity of daily living to residents in the comfort of their homes. During my research, I found that there is lack of motivation and engagement by management towards employees. I have been with the organization for less than two months, and have noticed that the care providers are not treated as important as the clients, Indecare seems forget that there is no business without the caregivers providing care. For instance, after completing my first assignment, a member from the management team called the client to find out how I performed, but I was not asked how my first-time experience was, or what my challenges were. It is important for companies to create good first impressions on both their customers and employees to make them feel comfortable and secured. When employees are happy within the organization, they are more productive and will stay with the company for a long term. Due to the structure of the company, the management team is mostly in the office while care providers are in the clients’ homes providing care.
Expanded description of the problems Early this year, a law of “pay protection for caregivers” was passed by the U.S. Department of Labor to pay caregivers minimum wage, in addition to overtime pay when working over 40-hours a week. Since Indecare has various shifts of 24-hours, 12-hours, 8 hours and 4-hours shift, management believes cutting back and reducing employees working 24hours will save costs and increase profits. Most complaints by the employees were ignored. What are the cost of employee efficiency, moral, productivity and the quality of work? According to Stephen A. Laser, “While human cost may be less tangible, their expenses are equally efficient”. There is a common misconception that money is the main driving force as to why people leave their company. Insufficient money is not the main novating factor for people leaving the company. There is no specific way to motivate people, because people have different needs, wants and desires according to Richard T. Mowday, “Organizations that understand the reasons why their employees leave can take steps to reduce employee turnover”. In the case of Indecare, there is limited communication between management and employees; the company is not able to determine the driving force behind the high turnover rate.

Preliminary Suggested solutions
• Provide extensive training for employees after hiring.
• Proper screening and testing should be conducted to finding out employees’ driving force.
• Create a motivational structure to motivate employees.
• A business development plan should be adjusted and updated.
• Management should conduct frequent unannounced visitations to employees.
• Establish an employee retention plan. A cost effective company is one that knows the importance of motivating their employees in order to have a low turnover rate and a company which invests in their employees will boost employees’ morale and reduce employee turnover.