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Riordan Manufacturing Problem Solution

Problem Solution: Riordan Manufacturing
Riordan Manufacturing, a global plastics company and a Fortune 1000 company is finding itself non-exempt from the issues of low employee satisfaction, increasing turnover, and employee dissatisfaction. Over a period of 10 years, increasing innovation, non-recognition of teamwork and its value, failure to reward employees equally while motivating has caused employees to question their loyalty to the organization. Many employees who feel underappreciated eventually leave. Those staff members who are continually overlooked are likely to become disengaged and cease making contribution-robbing their companies of valuable insights and expertise (Messmer, 2006). While Riordan has made several changes in the in its products and marketability, the leaders need assistance in the area of keeping the employees satisfied. When surveyed the employees are most dissatisfied with the compensation and benefits structure. Riordan also finds itself lacking a functional human resources department. While Riordan does have a Director of human resources, she is not being used to capacity. There are others issues facing Riordan and its leadership team. This paper will address those issues and suggest possible opportunities that can come out of those issues. Stakeholders and their rights will be identified along with their values. Finally the end state goals will be identified.
Situation Analysis
Issue and Opportunity Identification
The first issue with Riordan is the increasing turnover rate among the employees. Increasing turnover rates are not only good for the reputation of the organization but also affect production and the movement of new products and services. Andrew Edelmen identified twelve strategies to nurture a positive organizational culture while retaining key employees. These strategies are to encourage and reward workers who are willing to go the extra mile, maintain open lines of communication at all levels, reduce or...