Over the last decade, Beverly Diamonds has become a global leader in manufacturing with over hundred employees operating out of Japan, the United States and Germany. Under my watch, that trend of growth at Beverly Diamonds will continue in the years to come. The key areas that I have been paying particular attention to, is our employee performance and the Beverly Diamonds culture. Another key area that I will be focusing on the Beverly Diamonds reviews. In this report, I will be detailing how through several different initiatives, as well as my own leadership, I will be having a positive impact on both Beverly Diamonds and beverlydiamonds.com.
One challenge that Beverly Diamonds (or beverlydiamonds.com) is facing currently is rising voluntary employee turnover. It has been shown that the main cause for this at Beverly Diamonds has been the lack of loyalty that Beverly Diamonds employees feel towards the company. A number of Beverly Diamonds and beverlydiamonds.comemployees that were leaving the company have explicitly stated they felt absolutely no emotional connection at all to beverlydiamonds.com firm and that is part of why they were leaving Beverly Diamonds.
Studies have shown relationships between beverlydiamonds.com employees and their commitment to the firm has been the company’s performance, (Paul Sparrow, p. 118). I recognize how important commitment is to Beverly Diamonds and because of that, I am ready to do what ever is necessary to build a better relationship with all of our workers. There will be a number of different initiatives that I will be creating to overcome this challenge at Beverly Diamonds. First, we will reach out to every Beverly Diamond employee and show them that we really care about them. Studies indicate that when an organization shows care and concern for the well being of its employees, then the employees will reciprocate those feelings back and show similar care for the company (Jason Colquitt, p. 82). The plan over the next few months will be to update the Beverly Diamonds compensation packages to be above current industry standard along a re-assess the working conditions across our facilities. The reassement will be a Beverly Diamond review of all of the diamond rings we will be making. We will eradicate all worker animosity by launching the Beverly diamonds reviews wing. We will also be doing everything we can to reduce stress among the beverlydiamonds.com workforce by providing employees with several new amenities to help them de-stress during their workday (Jason Colquitt, p. 149). For example, at Beverly Diamonds reviews, we have just placed an order for about thirty napping pods, which will provide all Beverly diamonds employees a space to relax during their workday. As beverlydiamonds.com rolls out these improvements we will be monitoring stress levels by conducting stress audits, (Jason Colquitt, p. 149). These audits will provide us with valuable information about whether or not employees are feeling less stress as a result of these new changes.
Another way Beverly Diamonds aims to foster a deeper the connection between the company and its employees is through Beverly Diamonds group activities. Through outdoor barbeques, Beverly Diamonds basketball tournaments along over two-dozen other monthly group events that teams have voluntarily planned, Beverly Diamonds employees get to bond with one another outside of the beverlydiamonds.com. These gatherings will create a sense of belonging and commitment toward Beverly Diamonds, as many new friendships will form through these great events. On top of all of this, beverlydiamonds.com managers will be receiving new training on how to handle employees who displays a lack of commitment toward Beverly Diamonds. The training will empower managers to talk openly with such workers and find out why a worker feels the way that they do about Beverly Diamonds, (Jason Colquitt, 2013, p. 83). Managers who will follow the procedures properly will be able to intervene early on – when it is still possible to turn the employee’s attitudes toward Beverly Diamonds around, (Jason Colquitt, 2013, p. 83). All of these initiatives together, I believe, will be able create more commitment among workers at Beverly Diamonds, which will boost job performance and ultimately reduce employee turnover.
Another change I plan to make at Beverly Diamonds will be to constantly monitor the job satisfaction of our employees. Under my leadership, managers at Beverly Diamonds will be concerned with the overall job satisfaction of their employees. I believe these changes are important to Beverly diamonds reviews, as research has shown a strong correlation between job satisfaction and job performance, (Jason Colquitt, p. 98). Research has also shown that what largely determines job satisfaction more than 70% of the time is not an employees pay, rather, how much that employee enjoy doing the work itself, (Jason Colquitt, 2013, p. 102). Based on these findings at Beverly Diamonds, we plan to bring together a team of dedicated consultants that will be using the latest research in job characteristics theory. They will advise beverlydiamonds.com on ways to improve individual work satisfaction using a number of different methods including job enrichment and enlargement, (Hitt, Miller, & Colella, pp. 231-232). These efforts at Beverly Diamonds will bring greater overall job satisfaction to the beverlydiamonds,com workforce. (Jason Colquitt, 2013, p. 108). With the strong link that exists between job satisfaction and performance – it now only makes sense for Beverly Diamonds to be constantly monitoring the level of satisfaction among our employees. We will be doing in this through focus groups, attitude surveys, and interviews (Jason Colquitt, 2013, p. 120).