Relationship Between Inconsistent Work Force and Poor Quality

This study explores the relationship between inconsistent work force and poor quality in the context of Product Movers, a company facing issues with employee retention and inferior product quality. The project aims to improve employee retention, build a quality culture, make everyone accountable for product quality, and compare PayScale and benefits in the industry. Strategies for improving employee retention and building a quality culture are discussed, along with the importance of accountability and the benefits offered by Product Movers. The study highlights the need for addressing these issues to enhance product quality and company reputation.

Running head: RELATIONSHIP BETWEEN INCOSISTENT WORK FORCE AND POOR QUALITY 1
Student’s name
University
Course
Date

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 2
TITLE OF PROJECT: RELATION BETWEEN INCONSISTENT WORK FORCE AND
POOR PRODUCT QUALITY- QUALITY CULTURE REDEFINED.
1.0 Brief description of Project:
Product movers is a company which manufactures industrial handling and reusable packaging
equipment for ford, GM and other OEM's.
Product movers has been facing issue retention of labor force among its different departments
like welding, painting and assembling. Most of new employees leave the company roughly four
months from the day of joining. This trend starts with irregular poor attendance of labor as it
advances they leave the company. Also, Due to lack of skilled labor inferior quality goods has
managed to slip to the consumer. This issue has costing thousands of dollars and reputation for
inferior product quality (Cooklin, Westrupp, Strazdins, Giallo, Martin & Nicholson, 2015).
2.0 Scope of Project:
Product movers is a company which manufactures industrial handling and reusable packaging
equipment for Ford, GM and many other OEM's.
This organization is currently facing problem with work force, i.e., poor attendance, drop outs
etc., all these tangibles has had serious effect on product quality and company’s reputation. We
would like to explore various reasons behind the poor employee contribution in terms of
attendance and longevity otherwise causing huge damage (Baker,Lester, Bentley & Beer, 2016).
The focus of the project will be in the following listed items:
 Exploring the ways to improve employee’s retention.
 Building/Improving Quality Culture.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 3
 Making everyone accountable and part of product quality.
 Compare the PayScale and benefits among the industry and inside the company.
2.1 Exploring the ways to improve employee’s retention
The rate of employee retention is one way of determining the satisfaction of employees, ultimate
human resource effectiveness and the quality of management. The following are the strategies
that can be used by Product Movers can employ in order to improve the employee retention
(Ryan & Wessel, 2015).
Open more channels of communication
It is important for the employees of Product Movers to an effective and easy employ means of
communication. This does not mean that employee are allowed to send emails to their managers,
but they can channel their suggestion via suggestion box (Mbugua,Waiganjo & Njeru, 2015).
Offer benefits to employees `
Small companies sometimes struggle to compete with large companies in offering benefits to
employees. While Product movers do not have to beat big companies in engineering options it
offer, the company can provide things which employees would not get elsewhere, like ability to
work remotely, performance bonuses and flexible vocations (Mohamed, Ngui & Mulili, 2017).
Creating the right culture
In order to find employees who be broad to be part of the Product Movers starts with providing a
working environment. The culture of the Product Movers should match with the type of workers
to be employed (Raja & Kumar, 2016).
Hiring the right employees

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 4
When screening candidates, Product Movers should pay attention to signs that will help to
identify the right people to be employed. Find employees who are interested to grow with the
company (Ahammad, Tarba, Liu, & Glaister, 2016).
Offer training to employees
Organizations expects their workers to be part of them when fully trained and have
qualifications. Most of the organizations are not willing to invest on offering training and
development to employees. Product Movers should send their workers to learning institutions or
register them to e-learning centers. When education of employees is taken seriously, they will
look it as an investment and they will remain loyal to the company (Poghosyan, Liu, Shang &
D’aunno, 2017).
Providing guidance
Employees of the product movers should be away of the duties and how they are accomplishing
them. This can be done by having a plan for a job in place and providing feedback on the
performance of the employees regularly. If workers do not know their roles in the organization,
they are more likely to be disgruntled and may search for work elsewhere (Kluegel & Smith,
2017).
Pay well
Although it may be difficult to pay some competitive compensation to employees when budgets
are somehow tight and funds are minimal. It is important to consider the cost of employee
replacement. It may cost around 20 to 40 percent of the employee salary to replace him. If
employees can find that they can get up to 20 to 30 percent increase they are more likely to move
to the next company (Zeng, Zhang, Matsui & Zhao, 2017).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 5
2.2 Building/Improving Quality Culture
Behind very successful organization is a successful culture of quality- when all the stakeholders
from senior management to shop-floor employee impeccably embeds improvements into their
duties (Alegre, Mas-Machuca & Berbegal-Mirabent, 2016).
If Product Movers lacks a culture of quality, it makes it to function inefficiently or it may even
collapse. A poor quality culture brings contradictions and chaos which makes coordination to be
very difficult and slow down the process of decision making process. Employees will feel
conflicted and frustrated and it may cause a slapdash, customer experience. The following are
ways in which, Product movers can use to build quality culture in the company (Ball, Day,
Murrells, Dall’Ora, Rafferty, Griffiths & Maben, 2017).
I. Structures and systems must be put in place
Having necessary structure and systems to enhance quality improvement is essential in ensuring
quality culture. All processes of Product Movers need to be set up very clear criteria to measure
performance based on customer experience. This means:
 The identification and elimination of budding sources of errors.
 Having a robust governance structure that boost quality initiatives and to make sure that the
organization is held responsible for delivering the objectives of the company.
 Ensuring that the processes data is analyzed very well and reports are communicated
efficiently and effectively.
II. Managers need to advocate for quality

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 6
Commitment from managers will be driving force that will enhance culture of quality. The
leaders of Product Movers need to be engaged, unwavering and clearly visible in support to
quality improvements (Alegre, Mas-Machuca & Berbegal-Mirabent, 2016). This means that
managers should:
 Proactively provide all the necessary resources that is required to improve and withstand the
quality culture.
 Hold the company staff responsible for engaging in the improvement of quality.
 Articulate clearly the company values and vision.
 Plan for quality culture improvement.
III. Empowering of employees
Leaders should empower staff so as to enhance quality improvement in the daily activities. This
is done by challenging tradition and supporting organizational change.
 All workers should feel trusted in order to introduce the improvements of quality regarding
their roles.
 Leaders and managers should ensure that workers possess the required skills that the
company need to attain the quality aspects.
 Honest and open communication should be avail in all areas.
 Workers should be in a position to access their performance.
IV. Building a centric operation for a customer
Product mover should carry out is operation in a customer-centric way. The will mean that:
 Customer values and needs are central to daily operations and decision making
 Employees will perceive the company as true customer oriented.
 The company will be viewed but the outsiders as customer-focused.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 7
V. Making a collaborative working the norm
The all team of the organization should understand the importance of quality and should be able
to work together while solving problems. This means that:
 The teams of the company should always gather in order to brainstorm ideas, implement
quality enhancement projects and share with others the lesson learned.
 All the departments and groups should co-operate and the project team should be tasked to
improve quality.
VI. Ensure continuous improvement
Product Movers should not only be contented with operational performance, it should strive
constantly for continuous improvement. This means:
 Workers should utilize quality improvement methods and tools to solve quality issues and
deliver quality.
 Everything that the company does should be process focus.
2.3 Making everyone accountable and part of product quality
It is very easy for product Movers to emphasize accountability with their team members. But it is
somehow difficult to tell them to be accountable. The important ways of caring culture involves
nurturing leaders and employees who are thoughtful, resolute and straightforward while
approaching business. The following are ways in which Product Movers can make anyone
accountable and be part of the product quality (Goldstein, Pulakos,Passmore & Semedo, 2017).
I. Be able to assert that something need to be done
We all know that for instance where managers and employees observe a certain problem
regularly but no action is done. The company have to care for both workers and business if
others are to be made accountable (Huang, Meschke & Guthrie, 2015).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 8
II. Accepting personal responsibility of resolving an issue
Unconcerned workers may always point fingers at others, or may just neglect and say ‘’It’s not
my job’’ managers or leaders of the company should show by example.
III. Make positive decisions or choices to act
Workers who think they sense of mission lack skills may shy away when making decisions that
are vital for accountability. It is important to ensure that the company empowers it workers and
prevent negative emotions from creeping in.
VII. Think critically about the effects of each choice
Is the company working to get rid of challenges, is the company creating long term decisions? It
is important for Product Movers to think before taking any action.
VIII. Plan teams and set up expectations
When the company set up its own insights, it can inspires. When the company knows that its can
be completed by others, it will be important to be accountable and inspired team members. This
will help the members to set up their targets and it will lead to business success and it will lead to
better customer experience (Tahghighi, Rees, Brown, Breen & Hegney, 2017).
2.4 Compare the PayScale and benefits among the industry and inside the company
Great benefits offered to employees helps in increasing job satisfaction and employee retention.
Retirement plan
Most companies within the industry offer defined benefits plan also known as traditional
pensions. The companies that employ the define benefit plan make frequent contributions and the
plan assures a specific amount of income for the workers retirement (Damas, Libardi &
Ugrinowitsch,2018).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 9
The other common benefits commonly used in the industry is define contribution plan. These
involves plan such as the 400 (K). With this plan employees make frequent contribution via pre-
tax pay-checks. The money can be invested by the company and grow overtime, but it does not
have guaranteed return and the worker manages both the distribution and the investment.
Product Mover use Individual Retirement account (IRA). It work almost like the 400 (K),
however it may have unique contribution units (Frank, Kohler, Middel Riedl, Strömsdörfer,
Volkmann & Wittig, 2015).
Health Insurance
According to a survey done by Bureau of Labor Statistics, it shows that about 80 percent 80% of
full-time employees in the companies in US offer health insurance cover through work.
The average worker pays around USD 6,000 for individual coverage, out of these employees
contribute an average of USD 1,000 in the year 2014. According to the reports by Kaiser Family
Foundation, employers pay about USD 16,000 for family coverage and employees are charged
only an average of USD 4500. Product movers offer its employees a health insurance coverage
of USD 5000 and does not offer family insurance coverage. Product Movers should consider
providing insurance for families in order to increase employee retention (Shi, Zhu, & Niu, 2018).
Life insurance
About two-thirds of employees are given life insurance through. Product Mover also offer the
same benefits to its employees. This is avail without any test and it is not expensive.
Disability
Companies that has more than 100 employees offer disability insurance benefits to its
employees. Product movers is one of the companies that offer short term disability, this covers a

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 10
certain percentage of employee salary in case the worker is out of work because a short-term
inability to work because of illness. Providing long-term disability coverage will help product
movers to increase employee retention (Mulder, Schwartz, Brazas, Brooksbank, Gaeta, Morgan
& Warnow, 2018).
Vacation time
Vacation time is not guaranteed in the US, but most companies offer an average of 14 days
payable vacation time every year. Product movers should offer Paid Time off (PTO) which
most companies use today. This involves holiday time, sickness and personal vacation time.
3.0 Methodology of the research:
3.1 Set up parameters for data collection in reference to employee satisfaction.
An organization with a more satisfied employees have a key advantages over an organization
which that does not. Satisfied employees:
 Attend work regularly
 Are more productive
 Are less like to find another work
1. Employee satisfaction matrix
a) Employee net promoter score
Things will be kept really simple by use of qualitative data.Net promoter score is one of the
important method used measuring customer satisfaction. With this metric, the scale of 1-10 will
be used to ask employees this question ‘’ one scale of 1-10, how likely will you refer a friend or
family member to do business with us?’’
Conduct a survey by making people answer this question comfortably and anonymously and
giving truth answers. It will be important to offer people an incentive for answering for

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 11
answering the survey question, like submission into sweeps. This can be done by making the
responses of the workers to be anonymous at the same time keeping track of whether the workers
responded to the question or not ,filling ‘yes or no’ field.
The scores can then be broken down as follows:
 Very satisfied- employee who will give ratings of 9-10 will actually refer people to be part of
the company.
 Somewhat satisfied- those who will give ratings of 7-8 might refer anyone into the company,
but probably they will not talk negatively about the company.
 Not satisfied- employees who answer the survey question with the rate of 1-6 are probably
not excited on how the company treat or offer services to their employees. If this happens, no
problem it can be changed.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 12
To calculate the companies’ Net Promoter Score, the category for somewhat satisfied score need
to be set aside. The Net Promoter Score can then be calculated by subtracting the number of
employees in ‘not satisfied category’ from the ‘very satisfied category’ for instance if Very
satisfied category registered 30% of the respondent and Not satisfied category registered 10%,
therefore the Net Promoter score would be 30-10 which is 10.
The company can track the employee satisfaction metrics over a long period so as to give a
meaningful and accurate trends if the company has a large sample size.
(b) Informal chats
When measuring the level of employee satisfaction, one way of getting a qualitative data is by
simply taking the employees of the company out for lunch or coffee and interrogate them. Try to
find someone who can carry out the interview, the person should be very easy and kind talk to.
The following are some of the question that can be asked during the informal chats:
 Which area (s) do you think that company is doing well?
 Where are we not do well?
 Given a chance, what aspect of your job can you change?
 Can you see yourself in this company in the next three years?
This metric will help the company to have an idea of how employees feel at work.
(b). Suggestion box
The final advice of measuring the employee satisfaction is having an online or physical
suggestion box. This would be very easy for the company to get feedback or some suggestion
from unsatisfied employees. The company should encourage employees to drop their feedback
on the suggestion box.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 13
2. Employee engagement metrics
a. Rete of absenteeism
It is true to say that satisfied employees show up for work every day and they are committed for
their work. High rate of absenteeism negatively affect the productivity of the company,
workplace atmosphere and finances. High rate of absenteeism may mean a lot of reasons to the
company, the company should address all reasons and ensure that solutions are found.
The absenteeism rate = number of days absent per employee/ total number of working days *100
b. Employee turnover rate
Employee turnover refers to the ratio of employees who left the company verses the employees
at the start of the period. Some companies aim at maintain the employee turnover at 10%, in
some cases having a higher employee turnover is thought to be an advantage to an organization
because they bring new ideas to the company. However in some cases abnormal high rate of
employee turnover affects return on investment hence will harm the business.
The example below, it can be seen that, the organization had poor performance based on the
turnover rate between the 2008 and 2009. It is very likely that the company investigated into
causes and solve problems since the turnover rate drop to 2.5 percent and maintain these for the
rest of the years.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 14
4.0 Balancing and aligning customer and employee satisfactions- define methodology align
Now that we have discussed ways of measuring the satisfaction of employees and discuss
employee engagement satisfaction and engagement matrix, the remaining part now would be
to align customer and employee satisfaction. The following are methods in which Product
Movers can align customer and employee satisfaction (Blanco-Rodríguez, et al 2018).
4.1 Aligning employee satisfaction
i. Ask employee what motivates them
This might sound simple but it among the best steps that can be taken to align
employee satisfaction. It would be simple for the company to ask their employees
what would make their work to be more engaging and fulfilling. People might thing
that money workers will ask for more money, this is not the case because once is not
taken to be a limiting factor, other things would be taken as important. It is important
to ask employees what motivates them rather than just guesting what the workers
need. The good question that employees can be asked are:

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 15
a) ‘’What are top 3 things that could be changed in the company to make your work
more engaging and/or fulfilling??’’
b) ‘’What are some of you biggest challenges facing you your work right now that
can be changed to make it better?’’
It would be a good idea to ask this with anonymity because the employees may
often be reluctant because of fear to be named or redistributed. .
ii. Apply self-determination theory
Self-determination, this is a psychological viewpoint that is used to measure what
makes people happy and motivates them. In this theory there are three C’s to ensure
a productive and a happy employee. These gives employees an opportunity to
connect with other, control roles and feel competent. These can be broken down as
follows:
Competent
Human beings like to learn new things and improving on their current skills, when
they do dame work over and over again, it become monotonous and it has got no
opportunity for developing ones skills.
Action to be taken: it is would be important to ensure that all the employees in the
organization can develop at least one skill or improve on the existing skill as part of
the work routine.
Connected with others
Human by nature are social beings. People enjoy connecting with others and staying
lonely is considered to be bad for humans. Workplace is neither a social club or or a

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 16
bar, but it is a place where employees feel connected with others (Pittino, Visintin,
Lenger & Sternad, 2016).
Action to be taken, step 1: product movers can ask their employees their opinions on
conducting a weekly or monthly social events that they will enjoy. The management
should not come up with their own ideas and force the employees to comply. The
following are some of the activities that might connect employees:
 Football teams or softball
 Organization happy hours
 Sponsored lunches by the company.
Action to be taken, step 2: make it to be an organization culture to state the good
things the company employees are doing to in a genuine and in an honest way.
iii. Control of their roles
This is also referred to as autonomy. This is whereby employees are allowed to make
decisions without being controlled. Employees does not have to get approval over
small things.
Action to be taken: If the company have employees that should be updated
frequently, it will be important to get rid of the practice. Moreover, employees
should be allowed to do 80% of their job on their own.
iv. Do not let money be a limiting factor
Product Movers should pay salary to employees that are relative to what other
company’s offers. Hiring new employees may cost a lot of money to the company
and it may inconvenience HR team. It is important to retain employees by paying
them a descent pay that would be satisfied with it.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 17
4.2 Aligning customer satisfaction
a. Understand the expectations of the customer
Product Movers need to know their customers and examine their perception. This will
enable the company to attain valuable insight on how they can improve or create a
better product and services. Having the insight of what is expected by customers and
how they interact with other organization will help the company to be competitive
and gain loyalty to its customers.
b. Understanding customer segments
Product Movers can utilized big data analytics to anticipate their movements, react to
their segmentation and study their buying behaviors
c. Analyzed the change in brand perception.
Measuring the customer brand perception will help Product Movers to identify areas
with troubles in enhancing customer satisfaction. The company should coordinate its
end to end process (Khavis & Krishnan, 2017).
d. Scan for any market disruptors
The market disruptors that affects most of the engineering industries today is
technology evaluation. Product movers can identify how new technology entering the
market. After identifying the disruptors the company will be able to adjust their
offerings, communication styles and strategies that can help them stay competitive
and relevant in the ever –changing demands by customers.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 18
5.0 Training matrix development – effective reflecting company’s quality commitment
Skills matrix is a tool that can be used to map out the required and the desired skills for a
project or a team. It is a grid that is used to visualize the available and required competencies
and skills in a team. This makes it an important tool for data-driven human resource
professional. A complete skill matrix shows the required skills, the available skills and the
skills that the company is missing to attain quality. Below is a skill gap.
How the skill matrix will help the organization
The competency matrix will help the organization in assessing the required skills for a team or a
project. To implement the skills matrix, the company need to develop an overview of the
required skills to successfully complete the project and attain the required quality (Raggi,
Covelli, Schiavolin, Scaratti, Leonardi & Willems, 2016).
The exercise will help the company to define the major task of the team members and define the
relevant competencies or skills that are needed to complete a task.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 19
Skills matrix also provides an acumen into the skills that the team members poses. After listing
the needed skills foe a certain skills for a project, the next step would be to assess the skills
available for the team.
For instance, if a human resource analytics projects need a business acumen, capabilities for data
analysis, reporting capabilities and IT skills, it is important to identify which people in the team
can do a certain tasks (Jacobs & Chavez, 2016).
If a company lacks a skill, it can hire an employee very easily with the required skills to include
in the team. Doing these before the beginning of any project will help in ensuring better results.
Benefits of using a skills matrix
The skills matrix will help in driving the performance of the organization in many ways. It will
not only benefit the team members but also the entire organization, the individual and the clients.
 Team – the team gain an overview of the available and the missing skills. The missing
skills would be filled by employing people with relevant skills and competencies.
Moreover, the team would be aware of their areas of weakness and prevent the missing
skills that can interfere with the performance.
 Organization- the organization would be able to get an overview of the existing
competencies and where there is need for improvement. These are some of areas that the
organization need to invest its development and learning budgets In order to function
well. Moreover, the competency matrixes may help in redistributing talents to areas that
is needed mostly.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 20
 Individual- it gives an individual an insight of his on competencies, it also makes an
individual to be aware of the required skills for the team in order to attain the
organizational goals.
 Clients- clients would receive products that meet their requirements.
6.0 Defining Strategy of “Quality one: Quality all”
The development of “Quality one: Quality all” is the key factor that Product Movers can use
to determine the required quality initiatives. Without this the can will have quality problems.
To begin, the company need to form a team of quality specialist whose work is to ensure that
the company delivers quality product and services to their clients. Some of the team members
of this strategy planning may not be involved in day-to-day operation quality management
operation, however, they would be affected by the product quality and therefore have a key
role of managing the products quality.
The strategic quality planning process
The planning process consist of the following two phases:
1. Research phase – these involves anything that would be required to collect and analyze
data needed before the actual strategic quality begins.
2. The strategy phase- steps taken to create the strategic quality plan.
Research phase
Review of the strategic plan of the organization
The quality management initiatives should incorporate with the major performance
indicators of the key processes so as to have a positive impact on production. The first
thing that the strategic planning team can take is to evaluate the strategic plan and

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 21
understand all the cooperate strategies. They should ensure that the strategies they
develop are aligning with the support in realization of the set strategies.
Identification of the quality initiatives of the organization
The planning team will analyze variety of quality initiatives that the organization that the
company used in the past and also what they are using in the moment. For instance, has
the company used or is using reengineering? Kaizen? Six Sigma? Quality awards?
Quality Function Deployment? Or project management.
The questions that should be ask involve; what dis the company used before? What was
successful and what was not successful? What can be learned from the past that can help
us improve and reduce things that hindered success?
These analysis will help identifying the quality initiatives that the company has
abandoned because it was inappropriate.
Understand the customer feedback
The company and customer requirements are the key factors that will drive the quality
plans. The quality strategies should address the needs of the organization and customers.
The strategic quality plan should align both the customer needs and the needs of the
company (Kim & Housman, 2015).
The results of customer satisfaction can be used in identifying the opportunities and
problems, quantify mangers performance, employees and executives and competitive
performance. These can be done through customer interviews, surveys etc. the result for
these would then be used to determine the appropriate quality strategies which will help
in driving the development of new products and services, manufacturing of quality
products and competitive positioning (Bandy,2018).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 22
The level of customer satisfaction cannot be assessed easily, unless their expectation,
needs and priorities have been determined. This the reason why the process of the Voice
of the customer is very critical.
Engaging the employees through feedback
It is important to involve the company employees when developing quality strategies.
The input of employees will:
Provide the insight into challenges, issues, opportunities and concerns which otherwise
will not be known by the company.
Ensure that the ‘’buy-in’ in the stage of strategic implementation that will associate the
development of the quality strategy into Action Plan.
Conduct benchmarking
The company miss opportunities like going outside the company to learn how others are
doing so that it can be incorporate the idea gained that will assist in developing the
quality strategies. Benchmarking will assist the planning team with concepts of
improving quality processes, structures and products (Ganesh, 2016).
Strategy phase
Develop quality Vision
Developing visions of the quality and creating strategies of attaining them is one of the
challenges that Product Movers face. Predicting the future is very difficult in this ever
changing world, this is because the problems that most organizations are facing are very
complex.
Failing to predict the customers and the organizational needs could be a risk of being competed
by other organizations. The members of the team should know the future and the present needs

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 23
in order to put the company in a better position, through appropriate quality strategies and
implementation. This is the reason why it is important to understand the needs, desires and wants
of the customer.
Developing quality policy
Visioning process helps in creating the ideal future. Before developing quality strategies, the
planning team should create and develop its quality policy. The policy will elucidate the
mandate, goal, objective amongst other that will ensure quality (Hitomi, 2017).
Identifying the quality strategies
The quality policy statement should be very brief and show quality commitment of the
organization.one of the reason why the company should develop and deploy the policy for the
company is ensure that workers aware of the policy and are aligned with supporting the
company’s objectives concerning quality management.
Developing the company operational effective plan
The effective plan begins with developing the objectives that are needed in order attain the
quality strategy. It goes hand in hand with developing a comprehensive action plan that required
in order to meet the objectives of the organization. Performance measure will be included later
when strategy and objectives has been met (Rao, 2017).
7.0 Scope of automation- effect on employee’s morale.
Maximizing output of the Product Movers should be given a priority although the company will
need to incur some cost. The theory of increasing the shift of the workers per hour may make
them to be more productive but may influence the employee morale (Lee, Seppelt, Abraham,
Reimer, Mehler & Coughlin, 2018).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 24
Recent research shows the tangible influence that can satisfy employees may have on bottom line
of the business. Disengagement of employees has been revealed to cost business in the US an
average of $200 billion every year, and another research shows that there is a strong correlation
between the benefits and the feeling of employees regarding the organization (Mulder, et
al.2018).
The morale of employee has a biggest effects to the satisfaction of customer. The company can
raise the morale of employees by making new changes on the business process that will help in
eliminating and tasks duplication. It is true to say that automation will an insightful effects on the
employee efficiency in the future (Kolberg & Zühlke, 2015).
An engineering industry Product movers is expected to benefit so much from automation, a
recent research done in relation to artificial intelligence shows that automation increases the
employee morale unlike traditional methods whereby employees are burden by variety of tedious
tasks which also consumes a lot of time (Baret, Hauss, Kaiser, Maneval & Nick, 2018).
In a recent study whereby two groups of human workers were combined with a robot to do a
certain work under three conditions that is “One in which the humans completed and assigned all
tasks, one in which the robot assigned all tasks fully autonomously, and one hybrid model in
which the humans and robot would delegate tasks to one another“ (Acemoglu & Restrepo, 2019).
The results for these shows that employees preferred a full autonomous condition for robots – the
claim that the robots understood them better and helped them to improve team efficiency. The
researchers revealed from the study that creating a more autonomous machines will assist the
company to identify the sweet spot among productive employees and satisfied ones (Bessen,
2016).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 25
Advantages automation
Some of the advantages that are commonly associated with automation involves increase in
production rate and high productivity, increase product quality, shorten labor work, improve
safety and minimize lead times of factory. Increase productivity and higher output are among the
top reasons that justify the use of automation. Despite of several claims a high quality
production from the use of humans, an automatic system typically carry out all process of
manufacturing with less variability compared to humans which results to greater control
consistency and control of product quality. An increase in process controls causes efficient use of
raw materials that result to less crap (Campbell & Kantowitz, 2018).
The safety of workers is also an important reasons why automation should be encourage in
industrial operations. Automatic systems often replace workers from the workplace therefore
protecting them from risks of work environment (Pang, Yang, Khedri & Zhang. 2018).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 26
8.0 references
Acemoglu, D., & Restrepo, P. (2019). Automation and New Tasks: How Technology Displaces
and Reinstates Labor (No. w25684). National Bureau of Economic Research.
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.
Alegre, I., Mas-Machuca, M., & Berbegal-Mirabent, J. (2016). Antecedents of employee job
satisfaction: do they matter?. Journal of Business Research, 69(4), 1390-1395.
Bahrin, M. A. K., Othman, M. F., Azli, N. H. N., & Talib, M. F. (2016). Industry 4.0: A review
on industrial automation and robotic. Jurnal Teknologi, 78(6-13).
Baker, E., Lester, L. H., Bentley, R., & Beer, A. (2016). Poor housing quality: Prevalence and
health effects. Journal of prevention & intervention in the community, 44(4), 219-232.
Ball, J., Day, T., Murrells, T., Dall’Ora, C., Rafferty, A. M., Griffiths, P., & Maben, J. (2017).
Cross-sectional examination of the association between shift length and hospital nurses
job satisfaction and nurse reported quality measures. BMC nursing, 16(1), 26.
Bandy, J. (2018). Automation moderation: finding symbiosis with anti-human technology. AI
Matters, 3(4), 59-62.
Baret, M., Hauss, G., Kaiser, U., Maneval, M., & Nick, M. (2018). U.S. Patent Application No.
15/780,197.
Bessen, J. E. (2016). How computer automation affects occupations: Technology, jobs, and
skills. Boston Univ. school of law, law and economics research paper, (15-49).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 27
Blanco-Rodríguez, A., Camara, V. F., Campo, F., Becherán, L., Durán, A., Vieira, V. D., ... &
Garcia-Ramirez, A. R. (2018). Development of an electronic nose to characterize odours
emitted from different stages in a wastewater treatment plant. Water research, 134, 92-
100.
Campbell, J. L., & Kantowitz, B. H. (2018). Pilot Workload and Flightdeck Automation.
In Automation and Human Performance (pp. 137-156). Routledge.
Chui, M., Manyika, J., & Miremadi, M. (2015). Four fundamentals of workplace
automation. McKinsey Quarterly, 29(3), 1-9.
Cooklin, A. R., Westrupp, E., Strazdins, L., Giallo, R., Martin, A., & Nicholson, J. M. (2015).
Mothers' work–family conflict and enrichment: Associations with parenting quality and
couple relationship. Child: care, health and development, 41(2), 266-277.
Damas, F., Libardi, C. A., & Ugrinowitsch, C. (2018). The development of skeletal muscle
hypertrophy through resistance training: the role of muscle damage and muscle protein
synthesis. European journal of applied physiology, 118(3), 485-500.
Frank, E., Kohler, B., Middel, J., Riedl, W., Strömsdörfer, C., Volkmann, F., ... & Wittig, S.
(2015). U.S. Patent No. 8,941,557. Washington, DC: U.S. Patent and Trademark Office.
Ganesh, A. (2016). Understanding the Relationship between Employee Motivation and Customer
Retention. Vilakshan: The XIMB Journal of Management, 13(1).
Goldstein, H. W., Pulakos, E. D., Passmore, J., & Semedo, C. (2017). The Psychology of
Employee Recruitment, Selection and Retention. The Wiley Blackwell Handbook of the
Psychology of Recruitment, Selection and Employee Retention, 1.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 28
Hitomi, K. (2017). Manufacturing systems engineering: A unified approach to manufacturing
technology, production management and industrial economics. Routledge.
Huang, M., Li, P., Meschke, F., & Guthrie, J. P. (2015). Family firms, employee satisfaction, and
corporate performance. Journal of Corporate Finance, 34, 108-127.
Jacobs, M. A., Yu, W., & Chavez, R. (2016). The effect of internal communication and
employee satisfaction on supply chain integration. International Journal of Production
Economics, 171, 60-70.
Khavis, J., & Krishnan, J. (2017). Employee satisfaction in accounting firms, work-life balance,
turnover, and audit quality. Work-Life Balance, Turnover, and Audit Quality (December
21, 2017).
Kim, A., & Housman, M. G. (2015). U.S. Patent Application No. 14/484,195.
Kluegel, J. R., & Smith, E. R. (2017). Beliefs about inequality: Americans' views of what is and
what ought to be. Routledge.
Kolberg, D., & Zühlke, D. (2015). Lean automation enabled by industry 4.0 technologies. IFAC-
PapersOnLine, 48(3), 1870-1875.
Lee, C., Seppelt, B., Abraham, H., Reimer, B., Mehler, B., & Coughlin, J. F. (2018). Consumer
Comfort with In-Vehicle Automation: Technology of Today Drives Acceptance of a Self-
Driving Future. White Paper 2018-2–MIT AgeLab.
Mbugua, G. M., Waiganjo, E. W., & Njeru, A. (2015). Relationship between strategic
recruitment and employee retention in commercial banks in Kenya. International journal
of business administration, 6(1), 87.

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 29
Mohamed, R., Ngui, T. K., & Mulili, B. (2017). Factors Determining Employee Retention in the
Banking Sector: A Case Study of Agricultural Bank of Sudan. Journal of Education and
Entrepreneurship, 4(10), 1-23.
Mulder, N., Schwartz, R., Brazas, M. D., Brooksbank, C., Gaeta, B., Morgan, S. L., ... &
Warnow, T. (2018). The development and application of bioinformatics core
competencies to improve bioinformatics training and education. PLoS computational
biology, 14(2), e1005772.
Pang, Z., Yang, G., Khedri, R., & Zhang, Y. T. (2018). Introduction to the special section:
convergence of automation technology, biomedical engineering, and health informatics
toward the healthcare 4.0. IEEE Reviews in Biomedical Engineering, 11, 249-259.
Pittino, D., Visintin, F., Lenger, T., & Sternad, D. (2016). Are high performance work practices
really necessary in family SMEs? An analysis of the impact on employee
retention. Journal of Family Business Strategy, 7(2), 75-89.
Poghosyan, L., Liu, J., Shang, J., & D’aunno, T. (2017). Practice environments and job
satisfaction and turnover intentions of nurse practitioners: Implications for primary care
workforce capacity. Health care management review, 42(2), 162-171.
Raggi, A., Covelli, V., Schiavolin, S., Scaratti, C., Leonardi, M., & Willems, M. (2016). Work-
related problems in multiple sclerosis: a literature review on its associates and
determinants. Disability and rehabilitation, 38(10), 936-944.
Raja, D., & Kumar, R. A. R. (2016). A Study on Employee Retention in Education Sector in
India. International Journal of Management (IJM), 7(3).

RELATIONSHIP BETWEEN INCONSISTENT WORK FORCE AND POOR QUALITY 30
Rao, M. S. (2017). Innovative tools and techniques to ensure effective employee
engagement. Industrial and Commercial Training, 49(3), 127-131.
Ryan, A. M., & Wessel, J. L. (2015). Implications of a changing workforce and workplace for
justice perceptions and expectations. Human Resource Management Review, 25(2), 162-
175.
Shi, J., Zhu, X., & Niu, N. (2018, October). A Research on Multi-Layer Perceptron Diagnosis
Model Based on D Matrix. In 2018 Prognostics and System Health Management
Conference (PHM-Chongqing) (pp. 769-773). IEEE.
Tahghighi, M., Rees, C. S., Brown, J. A., Breen, L. J., & Hegney, D. (2017). What is the impact
of shift work on the psychological functioning and resilience of nurses? An integrative
review. Journal of advanced nursing, 73(9), 2065-2083.
Zeng, J., Zhang, W., Matsui, Y., & Zhao, X. (2017). The impact of organizational context on
hard and soft quality management and innovation performance. International Journal of
Production Economics, 185, 240-251.