Case Summary
Case 5 Summary
Turnover and Morale Problems at TSA
In the case of the TSA; Transportation Safety Administration, the problem is that screeners are facing declining morale with a high turnover rate. This means that low morale and high turnover become prevalent through the screeners who work at TSA. According to a recent government’s report, low morale issues can make negative impacts on the employees in organizations. It implies that the screeners at TSA can not only be distracted on their jobs but also less focused on security and screening responsibilities because of the low morale. In fact, due to low morale, low payment, discrimination to minorities, and fear of retaliation by complaining, about one in five of the nation’s 45,000 screeners quit their jobs, which means that employees working at TSA have been suffering from decreased morale as well as discrimination. Based on these problems that are believed to have contributed to the low morale and high turnover between employees, they voted to allow the AFGE; American Federation of Government Employees to stand for them as a union in 2011. And in 2012, the AFGE negotiated the collective bargaining agreement designed to revise some of the working conditions that TSA employees considered controversial.
In spite of the improved provisions of the new contract, our group thinks that the terms of the agreement are not specific enough to increase morale and decrease turnover through the screeners at TSA. First, it doesn’t cover about the discriminatory issues related to older workers, minorities and women. The contents of the new contract do not deal with the discrimination but the performance system. So, they are mainly focused on improving the pay-for-performance system by evaluating officer’s performance based on supervisor observations rather than certification test scores. Although the performance system gets better, there might be some other discrimination problems regarding unfair treatment relevant to
Turnover and Morale Problems at TSA
In the case of the TSA; Transportation Safety Administration, the problem is that screeners are facing declining morale with a high turnover rate. This means that low morale and high turnover become prevalent through the screeners who work at TSA. According to a recent government’s report, low morale issues can make negative impacts on the employees in organizations. It implies that the screeners at TSA can not only be distracted on their jobs but also less focused on security and screening responsibilities because of the low morale. In fact, due to low morale, low payment, discrimination to minorities, and fear of retaliation by complaining, about one in five of the nation’s 45,000 screeners quit their jobs, which means that employees working at TSA have been suffering from decreased morale as well as discrimination. Based on these problems that are believed to have contributed to the low morale and high turnover between employees, they voted to allow the AFGE; American Federation of Government Employees to stand for them as a union in 2011. And in 2012, the AFGE negotiated the collective bargaining agreement designed to revise some of the working conditions that TSA employees considered controversial.
In spite of the improved provisions of the new contract, our group thinks that the terms of the agreement are not specific enough to increase morale and decrease turnover through the screeners at TSA. First, it doesn’t cover about the discriminatory issues related to older workers, minorities and women. The contents of the new contract do not deal with the discrimination but the performance system. So, they are mainly focused on improving the pay-for-performance system by evaluating officer’s performance based on supervisor observations rather than certification test scores. Although the performance system gets better, there might be some other discrimination problems regarding unfair treatment relevant to