This knowledge will be used to formulate a plan to retain employees and continue to provide Texans with accurate and timely service. Problem Statement The Disability Determination Services (DDS), a division within DARS, processes disability claims for benefits under the Social Security Disability Insurance and Supplemental Security Income Disability Programs. Following federal regulations, DDS commits to making accurate and prompt decisions on disability. Disability Determination Services processes claims for benefits under the Social Security Disability and Supplemental Security Income Disability programs.
A division within the Texas Department for Aging and Rehabilitative Services (DARS), DDS works in partnership with the Social Security Administration and follows federal regulations in making its decisions. After a two year pay freeze from the Federal Government the agency is now experiencing a high turnover rate. 10% of DDS employees are leaving their job without any prior notice. The Disability Determination Service has failed considerably to find the reasons employees leave the agency. So it is very important to know the factors responsible.
employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic, for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period. However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. In this research proposal I am going to study how Disability Determinations Services (DDS) can retain their employees.
The Review on Employee Engagement Sheme
Chapter 1.INTRODUCTION 1.1 Concept of employee engagement 1.1.1 Defining Engagement One of the challenges of defining engagement is the lack of a universal definition of employee engagement, as a research focus on employees’ work engagement is relatively new. More often than not, definitions of engagement include cognitive, emotional, and behavioral components. The cognitive aspect of engagement ...
The employee retention will continue to help Social Security Administration and DDS provide timely and uninterrupted service to millions of Texans around the globe. There are various reasons why employees choose to leave an organization. If the organization tackles the factors which are responsible for employees leaving the job they can retain their employees. Question: How can the Disability Determination Services retain their employees? Research Objectives The research objective of this project is to find out how DDS can retain their employees?
In addition as sub objectives I would like to determine the extent to which employees are satisfied with the agency, and to find out what factors influence employees to leave the agency. Through careful research and data collection this research proposal will help to analyze the retention of employees at DDS. This is considered a huge threat factor for most agencies. The data analyzed through this research will help the agency find out exactly what factors are affecting the retention of employees. Literature Review Employees are the main factor which plays a vital part in a business.
Employee retention is one of the main problems the agency is now facing. Past studies revealed that with the retention of employees who possess the vast performance skills will give the concern a competitive edge. (Rappaport, 2003).
Despite the vast research conducted on employee retention much less information is collected about what are the factors which make employees to stay in the organization. (Rodger W. Griffeth1).
Maertz and Campion noted that” relatively less turnover research has focused specially on how an employee decides to remain with an organization and what determines this attachment.
The Essay on Employee Retention
Case Presentation Anne is a 22-year-old Caucasian female currently enrolled in college. She is enrolled as a full time student majoring in Criminal Justice. She lives in a single room on campus and is three hours away from her family. She is currently in the Later Adolescence stage of development and is dealing with several different life issues. During the previous life stage, Early Adolescence, ...
Steel, Griffeth and Hom also added saying that “the fact is often overlooked, but the reasons people stay are not always the same reasons people leave (2002, P 152).
In most of the research the factors responsible for an employee to quit are studied but what are the factors which can make employees to stay. Past research conducted by Eskildsen and Nussler revealed that skilled and talented employees are in good demand in front of all the organization. The studies also state that the employees will stay in their workplace if they are satisfied. Eskildsen & Dablgaard ;Kim 2000, Kirby 2000).
According to the research conducted by the Harvard Management, out of ten managers nine managers think that employees will stay or go because of money. (Meudell, 1998).
Lumetas’s (1998) study of pediatric nurses state that job satisfaction and motivation are the main factors responsible for employees to quit their job. The Lumetas’s studied the retention of nurses and his sample size was 200. By the data gathered he found out that motivation is one of the factors affecting retention.
But his study was not successful because he did not find out the detail about the motivational factors and retention relationship. The sample size was also too big for the study. Employee retention influenced largely by the impact of employee motivation. Past studies by (Kinnear L, 2001) (Meudell, 1998) (Maertz C. G. , 2004) find out that motivational variables like salary, good working conditions and job security will influence the employees to stay in the organization.
According to Abraham Maslow (1943) as long as the employees are satisfied with the five hierarchy needs they will be motivated and it will give them a positive effect to stay in the organization. In his theory of Human Motivation he stated that if one of the needs of the employee is not satisfied it reduces the morale of the employees and makes them to leave the organization. Importance of the Study For the Department of Assistive and Rehabilitation Services this research proposal will help the agency analyze the retention of employees which is directly related to the Texas consumer.
The Research paper on Changing a Qualitative Research Into a Quantitative Study
Fry and her colleagues undertook a qualitative research to develop a moral distress model in military nursing. Using the same problem statement, literature analysis and background information, this paper aims at converting the qualitative study carried out by Fry and her colleagues into a quantitative study. The study entails setting different research questions and collecting data that aims at ...
Analyzing employee retention will also continue to help DDS improves the quality of life for Texans with disabilities that apply for or receive Social Security disability. Research Design The research design used is exploratory research design. The exploratory design is used so that the researcher acquires new insight into why a certain phenomenon occurs. In this research the factors affecting retention is not stated clearly in the literature review. Data Analysis The participant observation is the primary method of collecting data.
In the participant observation I plan to become part of the sample to get more useful information. Survey Method is the secondary method that will be explored. In this research the interviewer William Pace is an employee of DDS. I work very closely with my co-workers and clearly observe them. With this advantage I know exactly what the employees want from the Agency. Nature and Form of Possible Results Once all data is collected and analyzed and a formal plan is structured it will be submitted to the Division for Disability Determination Services, Assistant Commissioner Mary Wolfe.
