Friday, 14 October 2016




THE WILL-SKILL APPROACH AS A PANACEA     FOR  EMPLOYERS

Laying off workers is now a common aspect in organizations. Most organizations now retrench workers.  For instance, over 10000 workers have been laid off in the past 5 months. But what exactly causes Retrenchment at work?  What makes the Management of an Organization wake decide its time they retrenched an employee? This week we will be examining the negative effects of Retrenchment on an Organisation and how it can be managed by Employers.
Considering the high cost of turnover associated with the Retrenchment, laying off workers gives a negative impression of the Organization on the outside world. In addition, most organizations that retrench are usually marked “SOON TO FALL” as it is believed that an organization that retrenches workers often is one that cannot manage its staff, and an organization that cannot manage its staff cannot its activities to bring about maximum profit. This could discourage from investing in the company. In addition, a person that could be as a great asset to the company could be sent out
So therefore retrenchment becomes an important issue to when it comes to Management .Hence to guide against these, we will be addressing the SKILL-WILL MODULE. The SKILL-WILL MODULE should if adopted by Employers brings about Effective Management. The Skill-Will Approach encompasses four strategies directed towards the 4 categories of employees. These are;
·         High-willed but low skilled employees
·         High skilled but low willed employees
·         High willed and high skilled employees
·         Low skilled and low willed employees
 High-willed but low skilled employees are employees that have a lot of will or motivation to carry out task but possess low skills to execute them. For this category of employees, TRAINING is important. Training should be organized for this set of employee to help build necessary skills.
High skilled but low willed employees are employees that possess lots of skills to execute assigned projects but have a low drive or motivation. For High Skill but low Willed Employees, MOTIVATION is key. Here the employer needs to motivate them. It will however be important to note that motivating an employee could be ambiguous as sources of motivation differ from employee to employee. For instance, some employees only need encouragement or counselling most especially if they are going through depression or emotional distress. Another source of motivation could be giving monetary incentives and so on.
High willed and high skilled employees are usually on the go. This is because they possess both will and skill to carry out activities. Encouragement for them is key. They should be encouraged to perform better. Another is Proper Delegation. Micromanaging should be discouraged and they should not be overworked. In addition, they should not be abandoned and their jobs should still be inspected.
Low Skilled and Low Willed Employees need more guidance, motivation, engagement and instruction.



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