Introduction
Telstra is the biggest telecommunications and information services company in Australia. The company offers telephone contact and back-office services so as to support its customers. Telstra understands the need to efficiently and proactively manage the staff workload so as to improve motivation and productivity. According to Uzonna (2013, p.199), management in the organisation has a duty of making job more rewarding and satisfying for employees. Additionally, management has a role of aligning employees’ motivation with the objectives of the organisation. Due to the diversity of modern workplaces, motivation has turned out to be a complex task. A lot of factors as it will be discussed in this paper affect what employees’ value …show more content…
The company has a number if operating segments such as Telstra Operations, Telstra Wholesale, Global Enterprise and Services, Telstra Retail, among others (Telstra, 2015). The company also has a retail segment such as Telstra Health, Telstra business, Telstra consumer, as well as Telstra media group. Besides that, the company offers a range of telecommunications solutions, services, and products across mobile broadband, pay television and others (Telstra, 2015). Since the 1990s, the company has been experiencing …show more content…
For this reason, the company initiated a series of pilot projects to examine flexibility in some of its business units. They sought to find out how job redesign and job sharing can be used to improve flexibility and consequently motivate employees. In order to enhance retention, Telstra always ensures that they are in touch with employees during as well as after a long leave, like carers leave or maternity. Given that many employees source their dissatisfaction from lack of work-life balance, Telstra has introduced ‘Our Home for Dinner’ initiative that helps improve employees’ work-life balance through workloads management during out-of-hours meetings as well as peak time meetings. Telstra has also introduced induction programme for every newly recruited employee as well as contractor with the goal of making them understand Telstra’s culture, strategy, vision, and goals in an engaging and learner-centred way. Imperatively, induction is offered through virtual workshops, face-to-face or by using a dedicated social networking site to improve social networking and learning (Telstra, 2013, p.5). In essence, a when employees are filled with eager to learn and develop are likely to be motivated and with improved
Telstra is the biggest telecommunications and information services company in Australia. The company offers telephone contact and back-office services so as to support its customers. Telstra understands the need to efficiently and proactively manage the staff workload so as to improve motivation and productivity. According to Uzonna (2013, p.199), management in the organisation has a duty of making job more rewarding and satisfying for employees. Additionally, management has a role of aligning employees’ motivation with the objectives of the organisation. Due to the diversity of modern workplaces, motivation has turned out to be a complex task. A lot of factors as it will be discussed in this paper affect what employees’ value …show more content…
The company has a number if operating segments such as Telstra Operations, Telstra Wholesale, Global Enterprise and Services, Telstra Retail, among others (Telstra, 2015). The company also has a retail segment such as Telstra Health, Telstra business, Telstra consumer, as well as Telstra media group. Besides that, the company offers a range of telecommunications solutions, services, and products across mobile broadband, pay television and others (Telstra, 2015). Since the 1990s, the company has been experiencing …show more content…
For this reason, the company initiated a series of pilot projects to examine flexibility in some of its business units. They sought to find out how job redesign and job sharing can be used to improve flexibility and consequently motivate employees. In order to enhance retention, Telstra always ensures that they are in touch with employees during as well as after a long leave, like carers leave or maternity. Given that many employees source their dissatisfaction from lack of work-life balance, Telstra has introduced ‘Our Home for Dinner’ initiative that helps improve employees’ work-life balance through workloads management during out-of-hours meetings as well as peak time meetings. Telstra has also introduced induction programme for every newly recruited employee as well as contractor with the goal of making them understand Telstra’s culture, strategy, vision, and goals in an engaging and learner-centred way. Imperatively, induction is offered through virtual workshops, face-to-face or by using a dedicated social networking site to improve social networking and learning (Telstra, 2013, p.5). In essence, a when employees are filled with eager to learn and develop are likely to be motivated and with improved