Quality of Life in Contract Security

Introduction A contract security company, such as G4s and Walden, should have an effective framework that deals with critical issues experienced by employees. This may include wages, union representatives, job placement, and pension, among others.Advertising We will write a custom proposal sample on Quality of Life in Contract Security specifically for you for only $16.05 $11/page Learn More According to Schermerhorn, Osborn, Hunt (2000), a vast majority of the contract security companies is faced with a dilemma when it comes to highlighting the key issues affecting the quality of life of their employees. This necessitates the need for reorganizing the duties in a manner that allows the employees to reap benefits for working in such companies. However, the implementation of a successful management system calls for a framework that is time consuming because it entails a thorough assessment. Despite the time constraints, the success of a contract security company necessitates a fair job placement since it acts as a function of motivation and ability (Pattanayak, 2005). Ability, in this case, is defined as a process that highly depends on education, training, and work experience of the employees. Although employee motivation poses a challenge for the contract security companies, low employee motivation can be devastating because it can lead to a decrease of employees’ quality of life, thus affecting productivity of the company (Podmoroff, 2005). Therefore, it is rational for the contract security companies to carry out a research proposal that aims at assessing what is needed from the upper management or the company as a whole in order to provide the employees with a suitable avenue for a good workplace environment. Jusification The study of job placement is of paramount importance in management because it seeks to highlight the factors affecting employees and the organizational performance.Advertising Looking for proposa l on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Hertzberg theory, job placement influences organizational behavior; therefore, jobs should have ample challenge to exploit the full potential of a given employee (Podmoroff 2005). This topic is imperative because it is congruent with my area of professional interest [Manager] due to the following reasons: It will facilitate definition of roles that have the capacity of enabling the employees to exercise their own judgment and free with respect to their career path; It will meticulously evaluate and criticize the most acceptable job placement that gives rise to working in a cohesive manner in a contract security company; It will facilitate an establishment of a theoretical framework that is able to assess the most satisfying job placement strategy that would benefit the employees and the contract security company as a whole; Podmoroff (2005) alleges that a fair job placement highly initiates deep behavioral changes and counters employee dissatisfaction. Therefore, this proposal will primarily concentrate on critically evaluating the literatures on the subject in order to supply answers as to what extent job placement is applicable to providing quality life for employees working for contract security companies. Literature search and academic context The G4S Company in U.K. carried out a research study and attributed the white color crimes to erroneous job placement (Dismore, 2009). As a result, the company came up with a risk management’s vetting process that seeks to carry out regular ethical tests for job placement. In doing so, the company speculates that the level of crime within the company will reduce significantly. This highlights that the company puts much emphasis on assessing the employees’ ethical behavior while handling job placement and fails to highlight other factors that motivate employees working in such an o rganization. Therefore, it is imperative for this proposal to assess whether there are other factors that the employees deem relevant in job placement. In the contract security firms, the issue of employee motivation and morale is often put at a minimal level. To be able to provide a comprehensive overview on the research topic, theories and concepts relating to job placement in a contract security companies will be analyzed. Furthermore, the ideas presented in the academic literature regarding job placement will be reviewed. The authors and the academic ideas that will be used include the following: Pattanayak’s works that reveals employee motivation through Adam equity theory. His book will be used in this research to highlight the definition of job equality within an organization. This book is crucial since it holds the fact that increased motivation through fair job placement leads to increased profitability and productivity. Podmoroff’s works that reveals employe e motivation through Hertzberg’s theory. Her book will be used in this research to explore the extent to which employees can be motivated by job enrichment as well as job rotation. This book is crucial since it holds the fact that productivity cannot be achieved without providing quality life to employees through work challenges. Green’s works that reveals employee motivation through expectancy theory. His book will be used in this research to assess the factors that motivate each individual in an organization, as well as to find the root cause of dissatisfaction amongst the employees. This book is crucial since it endeavors to provide quality life to employees by practicing effective job placement during the recruitment process. Method The Aim of the Research The employees of the organization should serve as the main source of data since they help to provide insight on various challenges that they encounter while handling their day-to-day tasks, as well as while coll aborating with the other workers in an effort to achieve the organization’s objectives.Advertising We will write a custom proposal sample on Quality of Life in Contract Security specifically for you for only $16.05 $11/page Learn More The employees will aim at revealing the impact of job placement in contract security companies. The descriptive case study will involve causal investigation of the research problem by involving all the departments within the contract security companies. The main purpose of this research is to investigate the effects of poor job placement on the overall quality of the services provided. Therefore, the researcher will be obligated to take the approach of finding out the role of human resource management in job placement. The study will use questionnaires and interviews as the data collection methods, and it will analyze the data using SPSS database system. The SPSS will help to calculate the descriptive statistics and to tabulate the data using the appropriate graphs. The program will seek to examine the relationship between company’s productivity and job placement. As such, the research study will answer the following questions: Is the overall quality of services provided by contract security companies affected by job placement that only takes ethical behavior as a key consideration? What are the main problems that prevent workers from different departments within the company to work harmoniously? How do the veteran workers in contract security companies react to the entry of new workers? What approaches, concepts, or theories should the human resource managers adopt to promote provision of great quality services? Does a good human resource management add to the quality of services provided by the employees of the contract security firms? Research Design The study will use both quantitative and qualitative designs, with a set of dependent and independent variables. The independent vari able will include employees’ attitude on the current job placement criterion, while the dependent variable will include the impact of quality of life of the employees on productivity of the contract security firms. The validity and the reliability of this design will be carefully identified in order to ascertain that the study holds a clear objective in answering the research questions. The study will be conducted for a period of 2 weeks, and all answers to the survey questions and interviews will be reviewed at the end of the study. The qualitative measures will emanate from textbooks that are grounded with theories of organizational behavior, which include high quality primary and secondary sources. The selection will be done in a manner that interconnects all the theories of organizational behavior. For this reason, the study will facilitate an effective analysis since it will create room for understanding job placement as a motivator in contract security companies.Adverti sing Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The quantitative measures, on the other hand, will emanate from a sample size of 400 employees from the contract security companies across the country. The study will be designed in such a way that it will provides an effective analysis of the content in the textbooks as well as provide significant results of data obtained from the ethnography study. In addition, the sample size for the quantitative design will be based on probability-based sampling in order to ensure that participants from various contract security companies are equally represented. This will be followed by an affirmation of anonymity rights of confidential information. The Anticipated Outcomes The results are expected to be consistent with Green (2001) findings: that employees’ job satisfaction and their job placement will have a positive correlation. The study is expected to re-examine the effectiveness of job satisfaction to contract security companies. The study will show that job placement is an importa nt factor in job performance, and since job satisfaction stems from employee motivation, then motivation is the foundation of positive performance. Therefore, the more workers are satisfied with their work through a fair job placement, the more productive they will be in the contract security firms. It is also expected that employees who feel that the contract security firm exercises unfair job placement will have poor performance, as affirmed by Pattanayak (2005). This will portray that the human resources manager do not apply any concept to promote quality life for the employees. More so, the research study expects to highlight that the subject of motivation continues to be misunderstood and poorly practiced despite having a number of past research studies underlining the issue. Additionally, it is expected that the research study will demonstrate disunity between the workers in different departments, which emanates from lack of equity principle in the job placement. As a result, the veteran workers are expected to alienate the new workers in the company, believing that the inequality principle has been applied during the recruitment process, and thus threatening their positions. As such, individuals that display good level of competence in education and work experience should be encouraged to develop their skills so that they will be of great use to the contract security firms (Podmoroff, 2005). Hence, the best approach to job placement is one that aligns itself to equity principle not only on the ethical sphere but also on education and work experience spheres. Rationale This project is feasible because it will help to find a common ground of motivation through a framework designed for job placement. This will help in building cohesion between employees who share the same views, as well as the employees who share different views. In addition to this, the research will offer some sort of natural support, and this will help the individuals to feel more in co ntrol of their emotions through dialogue during the interviews session. Therefore, this research will be successful in achieving its objectives. References Dismore, A. (2009). Any of our business?: Human rights and the UK private sector : first report of session 2009-10. London: Stationery Office Green, T. B. (2001). Performance and motivation strategies for today’s workforce: A guide to expectancy theory applications (4th ed.). Westport, Conn: Quorum Books. Pattanayak, B. (2005). Human Resource Management 3Rd Ed. New Delhi: PHI Learning Pvt. Ltd. Podmoroff, D. (2005). 365 ways to motivate and reward your employees every day– with little or no money. Ocala, Fla: Atlantic Pub. Group. Schermerhorn, J. R., Osborn, R., Hunt, J. G. (2000). Organizational behavior. New York: Wiley. This proposal on Quality of Life in Contract Security was written and submitted by user Fallen One to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.