Introduction

One of they problems encountered by leadership teams in organizations is to finding the right staff, retaining them and ensuring that they buy into an organization’s vision. Workers have a direct impact on the performance of every organization both in the short- and long-term As such, it is quite imperative for MovieFlix to focus on enhancing the leadership activities and practices that have a direct implication on recruiting and retaining workers and ensuring that they focus on meeting the organization’s vision.

There are several specific reasons why recruiting the right personnel, retaining them and ensuring that they focus on meeting the vision of an organization is a problem for MovieFlix and other businesses. To start with, failure to recruit the right people implies that they will not be able to carry out the assigned tasks effectively (Power, 2007). In the case of MovieFlix, for instance, people who do not have the knowledge and skills needed to carry out tasks related to subscription service for on-demand internet streaming media and DVD-by-mail may not be able to do so, or they may offend the customers. The wrong people are also not innovative, implying that the organization’s ability to compete in its industry will decline. It is essential for an organization to recruit individuals who have a desire for the job and have an inner motivation to do it (Power, 2007). Employing individuals who lack inner motivation to do the job or who perceive it as a wrong career means that they will not have the inner motivated needed to carry out their tasks effectively. In the same vein, workers who do not focus on meeting an organization’s vision hardly work hard to achieve it (Power, 2007).

The problem persists in almost all organizations for several reasons. Firstly, finding workers with adequate knowledge, skills and experience needed to carry out tasks effectively in a business is difficult (Pinnow, 2011). In case of need to recruit more workers, for instance, MovieFlix will be seeking to recruit motivated individuals with adequate knowledge, skills and experience to carry the organization’s tasks effectively. However, it is difficult for the organization to find individuals with all the aforementioned credentials (Preston & Jefferson, 2009). Organizations compete to recruit the best workers and thus, it requires an organization to make a sacrifice through offering incentives such as higher level of remuneration in order to attract such workers (Preston & Jefferson, 2009). However, an organization can still hire motivated staff with little knowledge and skills and then offer them with training, irrespective of the fact that the training process may be expensive. After that, however, the problem of retaining them emerges since they are often attracted to higher compensation and other incentives, as well as better relations in other organizations (Preston & Jefferson, 2009). Also, workers keep on forgetting their responsibilities in facilitating an organization to meet its vision and thus, they need to be reminded frequently.

There are several major consequences that may emerge if the problem is not solved effectively. Firstly, the quality and quantity of products and services of an organization usually declines (Macey et al., 2011). The decline is caused by inability of the wrong workers to carry out their tasks effectively, due to lack of motivation and due to lack of focus on meeting the organization’s vision, objectives and goals. Ultimately, the decline translates into poor financial performance of an organization. Further, the workers turnover rate increases, leading to a poor reputation of an organization. In extreme cases, an organization’s operations are halted to the extent that it is closed (Macey et al., 2011).

Conclusion

Overall, it is vital for MovieFlix’s leadership team to constantly focus on solving the issues related to recruitment and retaining personnel and ensure that they focus on the organization’s vision. In doing so, the firm will avoid encountering the negative consequences brought about by the problem and will ultimately benefit from the improvement.

References

Macey, W. H., Schneider, B., Barbera, K. M. & Young, S. A. (2011). Employee

Engagement: Tools for Analysis, Practice, and Competitive Advantage. London: John Wiley & Sons

Pinnow, D. F. (2011). Leadership – What Really Matters: A Handbook on Systemic

Leadership. Heidelberg: Springer

Power, J. (2007). Staff Development. Journal of Access Services, 3(3), 65 – 70

Preston, A., & Jefferson, T. (2009). Labour markets and wages in 2008. Journal of industrial

relations, 51(3), 313-330.