his could be why there appears to be a skills shortage in the firm. There is evidence also to suggest that jobs have not been assigned properly as many employees are completing tasks that are not a part of their own specific jobs.3.2 There is no real induction process when introducing new employees to the business and the process that is set up is not very efficient.3.3 The working conditions are fairly poor; the pay is low the work areas dark and cold in winter, and too hot in summer, the noise from the machinery is highly distracting for other workers, the deadlines are unrealistic and the facilities for the employees e.g. the canteen are very poor.3.4 The firm has provided no incentive for the employees to remain at the company; this could explain the staff retention problem. This lack of stability can be a great de-motivating factor for the other employees and so they too leave.3.5 In addition to this the firm has very poor communication links between employees, especially between the senior personnel and the other workers. There is a serious lack of respect between the two, which can create quite a hostile work atmosphere. Managers have not been able to delegate effectively, and there seems to be a need for de-layering to remove the largely unnecessary jobs.4Research4.1 If the evidence collected about the firm is compared to the motivational theories of Maslow, Herzberg and Taylor it is possible to identify why REDE Engineering is having the problems it is with regards to staff retention.4.2 Abraham Maslow an American psychologist put forward a hierarchy of needs to explain human behaviour. There are 5 levels to this hierarchy:Level 1Physiological needs- these are the basic essential e.g. food, shelter, warmth etcLevel 2 Security needs- he stated that people have a need to be in a secure stable environment.Level 3 Affiliation needs- This is the need to give and receive friendship, which help to create a sense of belonging.L...
