Soton Data Case Study

People who leave first spend time evaluating their current job against their prospects, developing intentions about what to do, and engaging in job-search behaviors (Allen D.G.,2008). There are several reasons for Soton Data trained operators to move to other firms. Firstly, it might be due to the relationship with their employers. Employees may have unhappiness with their employers during work for example; employers are being bias towards certain employees. Secondly, employees have little opportunities to perform might be one of the reasons too. They are rarely showing their abilities during work or it is unchallenged to them. Soton Data might be providing employees with unattractive compensation. Therefore, employees are upset and then,
For example, coming up with a restricted stock plan to reward employees with bonus, after a certain period of time. Next, different generation have different motivating factor to make them perform. What worked for the Generation X may not work for Generation Y. Therefore, it is important for Soton Data to come up with various types of rewards to encourage them to work harder. Based on a survey taken, most Generation Y felt that the best rewarding system would be having a holiday entitlement which means the employees will have a number of paid holidays in a year. For Generation X, their best rewarding system would be having more freedom to balance their work and
It will also keep the employees enthusiastic as they understand that if Soton Data is successful, they will get to enjoy the success too.

Not only will the employees be benefited when receiving goodwill Soton Data, Soton Data will be benefited too. If employees are producing good results, it would reflect positively on Soton Data. Shortage of manpower will not be much of a problem to Soton Data and their trained specialist would not think of going to their competitor. Benefiting employees also shows that the company is stable of investing in their employees. This could help the organization to acquire the A-list talent.

Employees who are not beneficial to the organization should be fired and they are the ones who will be harmed. This is because, they are not worth the time and effort given by Soton Data that is trying to make them a better worker. For example, Soton Data does not need to waste their money on organizing career development program or providing staff benefits to these unbeneficial workers. By not keeping such employees around, it avoids the chances of negative influences on other employees. This would also bring the message to other employees, in order to prevent them from getting eliminated from the organization; they would have to be constantly proactive during work