Name: Adelson B. Arado ID No.

: 190000002087
Code & Subject: BA211 Human Resource Management February 15, 2020

Learning to Show Appreciation at Datotel

I. Introduction

Job satisfaction from an employee perspective is to earn a good gross salary, have job stability,
have a steady career growth, get rewards & recognition and constantly have new opportunities.

Datotel is a professional services company that provides innovative technology solutions for
managing business data and outsourced IT services in the cloud. Datotel’s state-of-the-art colocation
facility provides IT infrastructures and systems a secure, stable and highly available environment. Datotel
regularly works for organizations ranging from Fortune 500 companies to not-for-profits. Their long-term
client relationships, built on trust and dependability, have helped them transform from a five-employee
start-up to an award-winning solutions provider.

Based on the case, Datotel meets job satisfaction in the categories of value and perception,
through employee appreciation and motivation. Personal handwritten “Thank You” notes are being sent
to the employee’s home address, which shows an extraordinary effort from the company. Moreover,
David Brown implemented a transparency creating event once a quarter, which was established under
different themes (e.g. Rumble in the Jungle or Top Gun). Those events increased especially awareness of
the corporate identity with the core values of the company, such as passion, integrity, fun, teamwork,
superior business value, and improving the community in which we work. Additionally, Datotel website
lists 10 reasons for wanting to work at the company under the slogan: “Our Core Values represent
everything that we stand for, and we take pride in them.”, to keep an advantage in recruiting and retaining
the best people.

II. Issues Underlying the Problem

1. Based on the information given, which sources of job satisfaction has Datotel addressed? What other
sources might the company address, and how?
2. Suggest several measures Datotel could use to evaluate the success of its employee retention efforts. Be
sure these are practical for a company of a few dozen employees.
3. In a company as small as Datotel, losing even one employee can present real difficulties. Suppose one
of Datotel’s managers begins to have performance problems and seems unwilling or unable to improve.
Suggest how you, as an HR consultant, could help David Brown resolve this problem in a way that is fair
to everyone involved and that keeps the company moving forward.

III. Alternative Solutions to the Problem

1. Employment happiness would include the consideration of managers, who applaud the good work of
their workers as well, because it makes a positive result by the individual who commends the employees
in a good fortune. The company was able to discuss certain satisfactions, such as the job itself, the
remuneration, co-worker engagement and advancement incentives. The business was also satisfied.
Bringing these items to staff allows them to give you a form of motivation to do well and be good to show
the same behaviors as you do. The ultimate goal would be to have staff who see and want the same goals.
2. The organization should maintain a level of job satisfaction which would mean that workers are able to
interact and seek positive feedback and suggestions if they are qualified. They should carry out exit
interviews when an employee leaves the business or spends time off, and also question staff face to face if
they feel regarding their role in the company. In doing so, it provides a position of dignity and
appreciation for workers. This encourages collaboration and the ability to recognize and accomplish the
goals the organization has established for each employee.

3. In this case, I agree that, if the individual is unable to reform, we should suggest a disciplinary
procedure. If you've trained, instructed or offered some mentoring to improve the conditions, you may be
willing to let the employee realize the continuing low-level performance will have repercussions. It has to
be made clear that certain activities are not tolerated, but some measures must be done so that they do not
occur. Performance-based corrective actions are always an excellent way to deal with these problems.

IV. Conclusion

Based on the information above, it appears that this company has addressed the very important
source of job satisfaction of making employees feel appreciated. Although the initial method of rewarding
employee performance and in making top performers feel appreciated was somewhat impersonal, the
employee of the month prize coupled with the hand written letter from the founder of the business greatly
improved this aspect. Job satisfaction would include the attention of managers, who praise the good work
of employees it also helps because by a person of authority praising the employees in a good fortune it
allows for a positive. The other places of satisfaction came from the company that could address are the
work itself, the pay, co-workers, interpersonal interaction between employees and promotion
opportunities. Giving the employees these things allows them to give you their best in return a type of
incentive to do well and be good allowing them to see the same mindset as you do. Having employees
that see the same goals you do and want to reach them would be an ultimate goal.

V. Recommendations

To satisfy more sources of job satisfaction, Datotel could implement appraisals and special
training to show its employees more recognition. As well as, even deepen the company’s values and
communicating more ideas of what is important for the company as a whole by creating festivities such as
an open family day, where engaging activities would strengthen the social connections within the
company.

In general, Datotel could measure its employee retention efforts by simply looking at the actual
numbers of the staff turnover. Fluctuations can be identified by asking the staff directly, e.g. interviewing
via computer-based surveys that indicate job satisfaction. To improve or reduce Voluntary Turnover the
company could also initiate an Open-Door Policy, where employees could talk to their managers in the
case of complaints or even if they were looking for advice. Also a Peer Review could focus more on the
workforce satisfaction, by comparing similar issues on the same level they occur. These techniques
combined would give any employer a better perception of the staff’s emotional state of which employee
retention efforts can be revived.

In my opinion employee engagement is the key to success. It does not matter if it is a regular
employee or his or her manager, employees must feel being involved in the process, which from my point
of view also includes a continuous learning process.

VI. Factual Experience

 There are many ways in showing appreciation in your valued employees or employer. Like
recognize your employees through awarding employee of the month. In my second employer I push and
motivate myself to work harder and be on the office on time and that was noticed by the management and
I was rewarded twice as an employee of the month. We have also small activities in every February
wherein all employees give letters and chocolates. It really help employees to relax and have fun while
working at the same time. Years passed and yet we still receiving same salary rate. 2% to 3% Salary
increase that year won’t really motivate me to work and I decided to take another opportunity and I left
my second company. In my current employer we have that online software named Motivosity that we
give points to those employees who we think help us that month or deserve that points. If you reach 15
points you can exchange that points to HR office to 5 kilograms of rice or 200 Php worth of Gift
Certificate. For me, it was really a big help to lessen my expenses as I just renting monthly an apartment
here in Davao City.