Nissan - Organization Behavior

The first issue Nissan needs to deal with in labor shortages is employee retention. Nissan needs to keep the current employees working in the industry before trying to entice new applicants. The reason employees quit auto work after their first year is mainly due to job security. Job security can be achieved by showing the employees that their work and effort is appreciated. This can be achieved by first improving the benefits that are given to the employees. The health benefits provided to all employees should include disability coverage, accidental coverage and dental coverage. Another method to show appreciation is to create a satisfying workplace environment. This include celebrating the birthday of the employee in the workplace and the anniversary of the employee in the company. Lastly, providing a goal timeline of the company and letting the employee knows what is in planned for them. This method will show the employees that they are a part of the future plan as well as showing the employee the health of the company.

Nissan may also deal with the shortage of younger generation workers by promoting an equal balance between both work and life. Nissan can focus on adapting the work environment to accommodate millennials by respecting and recognizing their personal lives as well as professional lives. Nissan can extend employee benefits to provide access to quality caregivers, such as nannies or in-home nurse. Extending employee benefits and providing caregivers for the employee will provide a sense of security, as well as relieving the employee of an additional burden. Additionally, the employee may not feel as inclined to look for a better paying job in order to afford caregivers. Nissan helping employees finding and maintaining a balance in the cycle of work and home will make it easier for Nissan to retain the employee, and all the skills that follows.

Labor shortage may be combatted against through continuous support between veteran employees and new employees. Millennial workers feel that auto work is monotonous and tiring due to the lack of opportunity for growth. Nissan may use this void to create training opportunities and encourage the transfer of knowledge from the veteran workers to the new workers. Nissan may offer continuous training to the new employees, taught by the old employees on a regular basis. The transference of knowledge will greatly improve the work performance of the newer generation of employees, and the newer employees will feel more enticed to continue staying in the organization due to the belief that there is opportunity for potential growth. Additionally, adding a training course will remove the monotonous work cycle of employees as they are doing something different. This will also promote social interaction between all employees and make the job less, autonomic.