Human Resource Management Report: Uptick's Employee Motivation Issues

This report provides an in-depth analysis of human resource management issues at Uptick, a startup facing high employee turnover and absenteeism. The study identifies key problems, including lack of employee motivation, inadequate rewards and recognition, autocratic leadership styles, and poor communication. It explores the application of Maslow's hierarchy of needs theory to address these issues, suggesting strategies to improve employee satisfaction and engagement. The report recommends implementing reward and recognition programs, fostering open communication, promoting employee well-being, and creating a more inclusive work environment. The analysis highlights the importance of addressing these HRM challenges to improve organizational productivity and retain employees. The study emphasizes the need for the organization to provide monetary benefits and verbal appreciation to the employees. The report also recommends that the company should implement Maslow's hierarchy of needs to motivate employees to perform better and reduce the rate of employee turnover. This report is a valuable resource for students seeking to understand HRM practices and solutions for real-world organizational challenges. Students can find similar reports and assignments on the Desklib platform.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author’s Note

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Executive Summary
This very specific study would focus to make in-depth analysis about the HR issues and its
necessary consequence. While evaluating the case study it is observed that employees are not
attending office regularly which ultimately affects organizational productivity. Some of the most
effective theories are also developed to render motivation and enthusiasm among the employees.
After evaluating the entire issue the study has focused to give some of the major
recommendations to overcome the present challenges that the organization is facing currently.

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Table of Contents
Part 1: Analysis of a HR problem or issue......................................................................................2
1. Introduction:................................................................................................................................2
2. HRM issues:.................................................................................................................................3
3. Potential human resource theories:..............................................................................................5
4. Application of theory in real life:................................................................................................6
5. Justified recommendation for resolving issues:...........................................................................8
6. Conclusion:................................................................................................................................10
Reference List:...............................................................................................................................12

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Part 1: Analysis of a HR problem or issue
1. Introduction:
This study focuses to give an in-depth overview on how human resource issues happened
at the workplace of an organization is the cause of employee turnover and absenteeism. The
success of a business organization is immensely dependent on the performance level of
employees. With the dynamic rhythm of business industry the business authorities have to render
changes within organizational strategies and policies for drawing the attention of employees.
While evaluating the case study of Uptick for identifying the reason of immense employee
turnover it is observed that human resource policies established by the organizational managers
and lack of motivation are the two most important factors for huge number of employee
absenteeism and even turnover.
Uptick is a start up brand established in the market of Australia which provides cloud
based solutions by managing, maintaining and building an audit. While providing effective
services to the customers the organization is facing extreme challenges to deliver the products
and services within stipulated time. The most significant reason of being failed in the delivery of
services includes lack of sufficient workforce. The rate of employee absenteeism is high. In
addition, it has also been observed that employees are intending to leave the workplace without
serving a notice period. After receiving the salary the employees are intending to drop
resignation mail. This specific issue has left a major concern for the human resource managers.
This very specific study would focus to make in-depth analysis about the HR issues and its

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necessary consequence. Some of the most effective theories are also developed to render
motivation and enthusiasm among the employees.
2. HRM issues:
As already stated a case study is conducted based on Uptick. While evaluating the case
study it is observed that employees are not attending office regularly which ultimately affects
organizational productivity (Gupta, Kumar & Singh, 2014). In addition, as per last year statistical
data around 100 employees have left the organization from several departments. As a result, the
company is unable to meet customers’ needs and demands. Due to the lack of immense rate of
employee turn over the fresher does not show interest in joining in Uptick. However, after
making a face to face communication with the employees to know the reason of their de-
motivation some of the major issues should be highlighted. Employees are not getting rewards
and recognition for providing additional effort. After getting an effective feedback from one
recognized employees of Uptick it is noted that employees have to follow rotational shifts for
providing services to the international customers (Epstein & Buhovac, 2014). In this kind of
situation, employees expect appreciation from the organization which would reflect on their
salary packages. However, Uptick is not providing any monetary benefit to the employees due to
their rotational duty hour. Employees who are ready for continuing night shift are not getting
appreciated from the business experts. As a result, employees are getting disgusted in taking
additional burden imposed by the organization.
In urgent cases it is observed that employees have to follow additional duty hour for
fulfilling customers’ needs and demands. In this situation, organization should provide effective
monetary benefit to the employees based on which they would get the motivation of performing

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well towards the services. In the real scenario however it is observed that employees are not
getting additional monetary benefit for providing additional effort towards the services (Aikens
et al., 2014). In addition, they are not getting any verbal appreciation from the human resource
department. However, another issue is also identified due to which the organizational employees
are not getting motivation in performing well towards the services. As alleged by some of the
existing employees of Uptick the human resource managers of Uptick tend to follow autocratic
leadership style on the workplace. While changing organizational policy the business manager
does not intend to communicate with the employees. They tend to impose their own decision on
employees without knowing the fact that the new implemented policy is acceptable for the
employees or not. Human resource managers do not maintain effective communication with the
employees (Laschinger, 2014). Employees are not allowed to follow agile workspace on the
floor. They are not allowed to interact with other office workers within same building. This kind
of organizational policy is very much de-motivating for the employees due to which they have
decided to leave the company without even serving the notice period.
At the same time, employee hierarchy promotional method followed by Uptick is not at
all systematic. Employees as per the preference of human resource managers get promotion for
upper level. As a result, those employees who are very much loyal for the organization serving
year after year show their dissatisfaction on providing good services towards reaching the
organizational goal (Diestel, Wegge & Schmidt, 2014). After identifying the issues it can be
analyzed that lack of motivation is the ultimate factors for the huge increasing rate of
absenteeism and turnover. After identifying the issue numerous eminent practitioners have
decided to raise their voice by highlighting the issues happened at the workplace of Uptick.

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3. Potential human resource theories:
The primary objective that a human resource manager has to follow is keeping an
effective relationship between employee and employer. While encouraging the employees
human resource managers have to follow numerous theories at the workplace (Asfaw, Chang &
Ray, 2014). Maslow's hierarchy of needs is a motivational theory that implies that human
being needs to get satisfied in some of the most effective needs and desires that would certainly
impose them in providing good services to the customers.
Maslow's hierarchy of needs is constituted with five major components including self-
actualization, esteem needs, belongingness, and safety needs psychological needs. Self-
actualization includes the desires for gaining knowledge, social service and creativity as per the
competency level of an individual. Esteem needs implies that every human being needs to gain
esteem (Halbesleben, Whitman & Crawford, 2014). Esteem is constituted with two major types
including internal esteem (self- respect, confidence, competence, achievement and freedom) and
external esteem (recognition, power, status, attention and admiration). Employees while
performing towards the business services should get their esteem and self-respect based on
which they would get motivation in performing well towards the services. Social need includes
need for care, affection, love, friendship and respect. In order to become the part of an
organization human resource managers would have to follow the systematic method of emotional
intelligence (Eskreis-Winkler et al., 2014).
Emotional intelligence is the systematic method that the organization tends to follow for
giving metal and emotional support to those employees who have to struggle in getting
accustomed with the work environment (Joyce et al., 2016). Safety needs imply proving
physical, environmental and emotional safety and protection. An employee would like to

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perform well towards the services only when they would get safety and security from the
employers. Psychological needs symbolize the basic amenities of life. While maintaining a
proper work hour employees need to gain psychological support from the business employers.
Effective cooperation from the business manager is highly needed based on which the employees
would get motivation towards performing well on the services (Deery, Walsh & Zatzick, 2014).
By establishing the five major components of Maslow's hierarchy of needs it can be concluded
that these five factors can motivate an individual employee towards performing well.
Automatically the rate of employee turnover would be decreased.
Figure 1: Maslow's hierarchy of needs
(Source: Waqas et al., 2014)
4. Application of theory in real life:
As per the issues identified on the workplace of Uptick employees are unable to find out
motivation based on which they can provide good services to the customers. After applying
Maslow's hierarchy of needs theory the organization should implement certain organizational

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strategies and policies based on which employees would get motivation towards the services. It
has been observed that business managers are not very much affectionate and cordial towards the
employees (Lanctôt & Guay, 2014). As a result, employees feel very much claustrophobic in
being associated within the services. In order to overcome this kind of situation, human resource
managers can focus to make affectionate outlook towards the employees. While facing any kind
of challenges the business managers can make interpersonal communication with the employees
for fulfilling their social needs. On the other hand, it has been identified that Uptick is very much
causal in maintaining the health and safety of employees. Employees facing health issue at the
workplace do not get any assistance from the organization. In addition, the human resource
managers have not implemented sick leave for the employees separately. If any employee fails to
attend workplace due to health issue the human resource managers intend to deduct the leave
balance from the employee (Mullins et al., 2014). It is a matter of concern when the HR manager
tends to deduct one day wage of an employee if the person does not have any leave balance left.
However, safety needs of Maslow’s hierarchy imply that the organization needs to provide
health facilities to every individual employee while working. The organization should not deduct
the salary of a person due to sickness. However, health security is a major inspirational factors
based on which employees get motivation in sustaining within the organization.
As emphasized by Beehr (2014) maintaining self-esteem of an individual is the basic
need for being associated with a business organization. It is observed that employees of Uptick
are not getting the self-respect and dignity that they deserve as a qualified and efficient person.
Large number of people belonging to various cultural backgrounds and attitudes are associated
with the business organization. Employees from different cultural backgrounds have language
barrier. As a result, those employees do not get equal respect and dignity from the human

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resource managers. Due to language barrier the employees do not get the chance to share their
personal issue with managers. Automatically, they feel extreme de-motivated after being
deprived of getting self-respect from the human resource managers. However, Esteem needs by
Maslow’s Hierarchy implies that every human being has the right to get response and priority
from the managers. Otherwise, the workers would like to show their reluctant attitude in
performing well towards the services (Wan, Downey & Stough, 2014). After evaluating
Maslow's hierarchy of needs it can be concluded that this very specific theory is the
motivational factors for employees to perform well towards business services. Therefore, the
organization to motivate employees should implement Maslow's hierarchy of needs at the
workplace.
5. Justified recommendation for resolving issues:
After evaluating the entire issue the study has focused to give some of the major
recommendations to overcome the present challenges that the organization is facing currently:
 Implementing reward and recognition policy:
If the organization does not have financial strength for providing economic compensation
to the employees the human resource managers can provide social recognition. Providing a
winner trophy or gift voucher can also motivate employees to perform well towards
organizational services (Linton et al., 2016). In addition, after receiving a rewards and
reorganization the employees would like to take addition burden which would reflect on the
organizational productivity.
 Providing monetary benefit to the employees:

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Providing monetary benefit is an additional enthusiastic factor that every employee needs
for enhancing their economic strength. If Uptick can provide monetary benefit to the employees
the workers would not create an issue in taking additional responsibilities or doing over time
(Chen et al., 2015). Therefore, it can be recommended that Uptick should implement bonus and
incentive scheme at the workplace based on which the employees would like to show their
interest in providing their best effort towards the services.
 Implementing appropriate regulations at the workplace for overcoming health issue:
Implementing appropriate regulations at the workplace is one of the most effective ways
for overcoming health issue. The organization like Uptick while running their business
effectively should implement health and safety act at the workplace. This very specific act
ensures that employees have every right to get assistance from the organization due to health
issue faced at the workplace (Schultz et al., 2015). If the organization does not implement this
act the employer would have to face challenges in maintaining the reputation of their brands.
However, taking care of safety issue would help the employer in preventing unnecessary
employee turnover at the workplace.
 Maintaining effective team rapport with proper communication:
It has already been identified that Uptick is not maintaining effective communication
with the employees due to the implementation of autocratic form of leadership style at the
workplace. However, Uptick is suggested to maintain a friendly environment at the workplaces
that employees can enjoy their job role. People should not feel claustrophobic at the work
environment (Riggio & Porter, 2017). With the implementation of participative form of
leadership style human resource manager can involve the employees in sharing their views and

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thoughts towards business strategies. As a result, employees would not get de-motivated for
providing their good services. In participative form of leadership style employees would get
immense scope to share their opinion regarding the services (Beehr, 2014). Human resource
managers do not impose their decision on the employees. As a result, both the organizational
managers and their employees would like to share their good bond.
6. Conclusion:
This very specific study has focused to make detailed overview about the importance of
employee motivation for preventing unnecessary employee turnover at the workplace. After
conducting the case study of Uptick, it is observed that the rate of employee absenteeism is high.
After receiving the salary the employees are intending to drop resignation mail. This specific
issue has left a major concern for the human resource managers. In this study the specific reasons
are highlighted due to which employees are feeling disgusted in maintaining their sustainability
at the workplace.
After making a face to face communication with the employees to know the reason of
their de-motivation some of the major issues should be highlighted. Employees are not getting
rewards and recognition for providing additional effort. After getting an effective feedback from
one recognized employees of Uptick it is noted that employees have to follow rotational shifts
for providing services to the international customers. However, this kind of major issues have de-
motivated the employees immensely due to which the organization is unable to meet
productivity. In addition, the business profitability level is getting hampered day by day which
creates a negative image in the market of Australia.

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However, in order to overcome employee turnover the study has suggested implementing
relevant theories based on which employees can be motivated towards the services. However,
safety needs of Maslow’s hierarchy imply that the organization needs to provide health facilities
to every individual employee while working. The organization should not deduct the salary of a
person due to sickness. However, health security is a major inspirational factors based on which
employees get motivation in sustaining within the organization. At the end several
recommendations have also been provided based on which the organization would be able to
overcome this certain challenges.

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