Relationship Between Inconsistent Workforce and Poor Quality Project

This project examines the challenges faced by Product Movers, a manufacturing company struggling with employee retention and its impact on product quality. The project explores the reasons behind high employee turnover, including irregular attendance and lack of skilled labor, which leads to inferior product quality and financial losses. The scope of the project includes strategies to improve employee retention, such as enhancing communication, offering competitive benefits, building a strong quality culture, hiring the right employees, providing training and guidance, and offering fair compensation. The project also delves into building and improving a quality culture by implementing structures and systems, advocating for quality by managers, empowering employees, creating a customer-centric operation, making collaborative working the norm, and ensuring continuous improvement. Furthermore, the project discusses making everyone accountable and part of product quality through clear expectations, personal responsibility, and critical thinking. Finally, it compares the company's pay scale and benefits with industry standards, focusing on retirement plans, health insurance, and life insurance to identify areas for improvement and increase employee satisfaction and retention. The project aims to provide actionable recommendations for Product Movers to address its workforce issues and improve product quality.

Running head: RELATIONSHIP BETWEEN INCOSISTENT WORK FORCE AND POOR QUALITY 1
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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.

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 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

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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).

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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

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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.

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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).

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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).

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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

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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

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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.

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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.