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t because if the experienced employees leaves the organisation it could be a great loss for the company. One of the best ways of staff retention is Training and Development Programmes. There is no evidence in the firestone that shows that there were Training and Development Programmes being conducted in the company. These Training and Development Programmes can be the first and the foremost factor for staff retention because if the employees feel that they are being improved upon their skills through these Training and Development Programmes then this indicates that it is a learning organisation where workers learn and then they apply their knowledge, skills and abilities for the development of the company (Wells N, Robert L, Medlin LC)

There is no particular level, of employee turnover that suggest the negative consequences on the organisation. No evidence is shown in the case study which suggests that firestone was a learning organisation because they did not realized the fact that losing of experienced staff could lead to fall against the competitors. However sometimes employee turnover can prove to be beneficial because it may lead to replacement of a poor employee by an experienced or young talented employee. Firestone should have considered the environment in which the employee were working as it has huge influence on the competitive environment .Another important aspect can be the culture of the organisation where the leaders thrive the employees to deliver the vision and mission and goal of the company. It is the requirement of the leaders to make sure that there is no biasing being done within the staff and the organisation as this may lead to the workers switching over to different companies.

Self actualization of the employees greatly influence on the nature of the work practice adopted by the employees(Maslow’s Hierarchy).If firestone would have been a learning organisation they should have tried to improve the employee retention by developing an employee retention strategy as to why the employees are leaving the organisation .For accomplishing this, they should have conducted interviews within the organisation and then depending on these interviews they should develop the strategy to focus on the turnover of the company. Some of the factors that can be taken into consideration can be developing reward system depending on the performance of the employees. Another step can be providing appraisal at proper interval of time. Providing job security and Training and Development Programmes can be another important step along with unbiased treatment of the employees.

Firestone lacked an organisational climate that is necessary for learning. All these come from innovation and motivation from the internal resources of the organisation. They lacked the learning culture with no future considerations. Learning from mistakes is the best way to learn. However firestone failed to learn as they grew arrogant and stuck to the same procedure without thinking about any innovative techniques to improve upon. Leaders in an organisation are the driving force that leads to the development and success of the organisation. Case study indicates that firestone leaders lacked this ability and did not show any learning which in turn affected the whole organisation. There is no evidence in the case study which suggests that firestone had any approach towards planned or emergent learning. Mentor本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。