Case Study Of The SII Company

SII is experiencing employee turnover as Jimmy seems to be always training a new workforce. The process of recruiting, hiring and training process is costly for an organization if the staff turnover levels are not reduced. It is therefore important for SII Company to adopt new practices that will reduce staff exit. From the case study, Jimmy seems to be working with a multigenerational team with him and one subordinate to belong to the baby boomers time. A majority of his employees are the Generation Y also referred to as the millennial. Jimmy is rigid when it comes to working hours and prefers to do the night shift because that is what he has been accustomed to doing over the years in his military career. The reduction of employee turnover …show more content…
The millennial generation values fun at work and wants to strike a work-life balance (Higginbottom, 2016). It is therefore important that the management provides a flexible workplace to reduce the staff turnover levels. Jimmy who is their supervisor should be flexible especially concerning working hours especially when it comes to his preference of night hours. By considering the ages of Jimmy's subordinates which is between 20-40 years, most are likely to have young families with children and would want to strike a balance between their job and personal lives. When employees find sufficient time to attend to their own business due to flexible work schedules, they become more committed and productive in the workplace, which results in improved performance for the whole …show more content…
Baby boomers are usually very competitive and loyal to their employers. Their standard of commitment to their work is very high, and most often they sacrifice their home life for career growth (Higginbottom, 2016). The baby boomers have extensive work experience and can be used to train the millennial generation at the workplace. Since baby boomers value work and status, this position will make them even more productive at work leading to organizational excellence. The generation Y needs is quite different from the baby boomers. Their commitment to work is moderate and only achieved with the appropriate incentives. The millennial generation value performance and forms their basis of respect rather than mere status and titles. Most of them want jobs that fit their lifestyle and will less likely be attracted with huge perks that don't offer work life