Below is my incomplete research paper. I am still working on the title and have left many things out.

1. Can someone add an abstract, headings and subheadings to my research paper?

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Research Paper

The Human Services organization provides public assistance to youth, adults and the elderly, the most vulnerable citizens in the state as a government ran entity with approximately 1176 staff members. This organization is facing several organizational challenges including a high turnover rate, low pay for the work, and a lengthy hiring process of 90 calendar days from post the position to onboarding the staff members which has resulted in some new hires finding other employment within the 90 days. This causes the organization to expend money on training staff only for them to find other employment after being hired.

The role of leadership in this situation is to revise the problems and identify ways to overcome them, as well as to review the current work model and structure. Leadership must consider environmental issues that effect the office operations, such as the effects of the pandemic, and ensure that staff are able to telework. Leadership must also take a proactive approach to problem solving and be able to recognize the problem in order to develop effective solutions.

In order to address the problems that the organization is facing, it is important to identify the root cause of the problem. It is also important to consider the environmental factors that effect the office operations and how they can be addressed. To identify the root cause of the problem, research should be conducted to examine the turnover rate, look into the hiring process, and examine the effects of the pandemic on office operations. This research can help to identify areas that need to be improved in order to reduce turnover and make the hiring process more efficient.

It is also important to consider ways to reduce turnover and make the hiring process more efficient. This could include streamlining the hiring process, providing more competitive salaries, and improving the onboarding process. Additionally, leadership should look into ways to support teleworking and remote staff, such as providing adequate training and support. This could include providing adequate training and resources, building a strong support system, and ensuring that staff feel connected and engaged.

Leadership should also consider ways to improve employee engagement and job performance. Research has shown that employee engagement and self-efficacy can have a significant impact on job performance (Carter et al., 2018). Therefore, it is important for leadership to provide incentives and opportunities for employees to be engaged and motivated. This could include providing opportunities for professional development, establishing a positive work environment, and recognizing achievements.

Moreover, it is important to consider the personality of the staff and how it can impact their job performance. Research has found that personality can have an effect on the innovation of frontline service employees (Coelho et al., 2018). Additionally, research has shown that employee engagement is affected by organizational images (Hameduddin & Lee, 2021). Therefore, it is important to consider how the organization is perceived by employees and how it can be improved.

Finally, it is important to consider the psychological contract between the organization and the employees. This can have an effect on employee retention (Quratulain et al., 2018). Thus, it is important for leadership to ensure that the psychological contract is being respected and that employees feel valued and appreciated. Additionally, research has shown that corporate social responsibility can have a positive effect on employee engagement (Rupp et al., 2018). Therefore, it is important for leadership to ensure that corporate social responsibility is being taken seriously.

In conclusion, the Human Services organization is facing several organizational challenges that need to be addressed in order to ensure success. It is important for leadership to understand the root causes of the problem and to consider environmental factors when developing solutions. Leadership should also take steps to reduce turnover and improve the hiring process. Additionally, leadership should consider ways to improve employee engagement, job performance, and corporate social responsibility in order to ensure that staff are motivated and productive. By taking these steps and utilizing a problem-solving, integrative framework, the organization can ensure that it is providing the best possible service to its staff and customers.

References

Carter, W. E., Nesbit, P., Badham, R., Parker, S. K., & Sung, L. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. International Journal of Human Resource Management, 29(17), 2483-2502. https://doi.org/10.1080/09585192.2016.1244096

Coelho, F., Lages, C. R., & Sousa, C. M. (2018). Personality and the creativity of frontline

service employees: linear and curvilinear effects. International Journal of Human Resource Management, 29(17), 2580-2607. https://doi.org/10.1080/09585192.2016.1255982

Hameduddin, T., & Lee, S. (2021). Employee engagement among public employees: examining the role of organizational images. Public Management Review, 23(3), 422-446. https://doi.org/10.1080/14719037.2019.1695879

Quratulain, S., Khan, A. L., Crawshaw, J. R., Arain, G. A., & Hameed, I. (2018). A study of employee affective organizational commitment and retention in Pakistan: the roles of psychological contract breach and norms of reciprocity. International Journal of Human Resource Management, 29(17), 2552-2579. https://doi.org/10.1080/09585192.2016.1254099

Rupp, D. E., Shao, R., Skarlicki, D. P., Paddock, E. L., Kim, T., & Nadisic, T. (2018). Corporate social responsibility and employee engagement: The moderating role of CSR-specific relative autonomy and individualism. Journal of Organizational Behavior, 39(5), 559-579. https://doi.org/10.1002/job.2282