Mission, vision, and value statement of the Daxko

Mission, vision, and value statement of the Daxko

Mission

Their mission is to provide technology and services that contribute progressively to the success of employees and customers and to provide Daxko team members with rewarding careers. It helps potential employees to rediscover which means moving from short-term thinking to envisioning staff. Their mission is to meet commitments and generate a strong return to the shareholders. They provide an innovative and affordable solution to employees related to the issues of HRM. They enhance prosperity and civic pride in the society and build a strong association for achievement and success with the business partners. They value each other and develop opportunities in the future (Al-Hassan, 2016). 

Vision

Their vision is to become the most loved and the biggest software company, which focuses on member-based health and wellness association. They are committed towards culture, which facilitates an even stronger relationship with the employees. They believe that better employees and better customer interaction lead to better solutions. They like to explore new technologies to create software solutions. They collaborate with other team members to deliver productive result and provide value to their employees. One of Daxko core values is ownership, which contributes to successfully overcome the hurdles and maintain growth (Greenalch, Harty, Balicki & Guzzi, 2017).

Value statement

Their main goal is to reflect the core values and putting these values into practice and generates benefits to employees, shareholders, suppliers, customers, and society.

• Integrity without compromise- They define integrity as doing the correct things and treat employees, partners, and fellow team members with honesty, respect, and fairness. Without integrity, best efforts will fail regardless of how good are services and software.
• The sense of ownership- It is the deep resolve to do what needs to be done. They should stay focused on goals that are more important and should have a high degree of responsibility in the commitments.
• Synergistic Teamwork- Effective teams beat people every time. Success is not depending on the irresponsibility of a few people. It is dependent on team members cooperating towards a common goal and accomplishing things.
• Fun- It is an intangible dimension that helps to enjoy the job and makes enjoyable to work with. It helps to allow being better, keeps jobs in perspective, and provide creative solutions to the clients(D’Netto, Shen, Chelliah & Monga, 2014).  

Findings of the analysis

Questionnaire

Demographics factor
The Interview questionnaire is obtained from different employees of Daxko organization in Australia, which has different experiences and gender. Demographic outcomes for this interview questionnaire are discussed below:  

Q.1 Gender

It has been stated that 32 out of 60 employees are females and 28 out of 60 employees are males. It indicates that a mixture of genders was included in the interview questionnaire.

Q.2 Experience

It is described that the majority of the employees have 4 to 5 years’ experience, whereas a small minority of employees have 0 to 1-year experience. As it can be said, that researcher will enable to achieve the goals successfully due to obtaining reliable and valid data from the employees about to resolve the HRM related issues to enhance the employee performance.

 Q3. Why it is necessary to promote employees in the Daxko organization?

Ans. It is necessary to promote employees in the organization as it gives a higher position to the employees, which carries high responsibility and high status. It gives employees an opportunity to enhance their career opportunities, which reduces employee turnover, increases retention, and employee loyalty. It improves job satisfaction and job security, which gives surety to employees and solves issues pertaining to job satisfaction.       

Findings of the analysis

Q4. How promotions enhance the performance of employees in the Daxko organization?

Ans.  It has been stated that promotion can be regarded as a motivator and capable of increasing job performance. It is a shifting of an employee for a job of higher significance as if they get higher compensation, their level of performance increases. If employees are promoted to a higher position, they will handle the responsibilities more efficiently and enhance growth and success in the organization.

Q5. How promotion is necessary for the Daxko organization?

Ans. Promotion is beneficial for the employees as well as for organization as if the internal promotion is done it will reduce the extra cost because if they hire new employees cost will be increased, the time consumed to make them understand the complete work, and reduces loyalty.    

Q6. Which strategies are effective to overcome the lack of promotion issues from the Daxko organization?

Ans. Career advancement or promotion gives an employee a higher pay scale and higher accountability. It boosts the morale of the employees, increases the overall profits earned, and improves productivity. Motivation is a very significant factor in increasing the performance of the employee in the organization, as employees who lack motivation may not have the passion to complete the task and work with full dedication and integrity. If they get motivated, then they work with full honesty and enthusiasm, which enables to promote employees and helps in dealing with the issues. Communication is also a key aspect of dealing with the lack of promotion issues in the organization. Without an effective and efficient system of communication, an employee face difficulty in attaining goals and in turn leads to affect employee performance. Therefore, communication should be well established, which establishes the proactive involvement of managers, and helps in overcoming the issue.

Identification of issues

From the investigation, the issue that has been identified lack of promotion in the Daxko organization. Lack of promotion limits the opportunity and influencing employees as well as organization. No employee wants to stick with a job where there are no promotion opportunities regardless of compensation and benefits. Lack of promotion opportunities is the most common reason for employees to switch a job to find a better one. It also decreases the morale of the employees and poor morale effects in a variety of ways for ex. the underperformance of job positions, abuse of leave policies, and reluctance to embrace changes in the organization (Samy, Samy & Ammasaiappan, 2015).  

Identification of issues

As because of the small organization create less position, it can be problematic to internally promote the employees at a fast pace which reduces their commitment to the organization. It can also affect from lack of communication to trust, integrity, and courage. It can harm the employee’s productivity and morale and have a negative impact on workplace innovation and the ability to embrace changing business operations. Internal employees feel that if they have the opportunity for promotion, job security is there and can retain the employees else, they can leave the organization. It is beneficial to promote the employees internally as external employees generate time and cost. On the other hand, promoting external employees can also bring experience and knowledge, which is needed, for the organization to develop and grow (Khan, Khan, Kundi, Khan, Nawaz & Yar, 2014).

It is necessary to promote employees within the organization, which can help to maintain the cost and efficiency. It will affect the company’s profitability as because of lack of promotion as every employee feels to leave the job, which affects their growth. If the company does not grow, they cannot sustain in the business world. It will enhance the success and growth of the company. However, it can be said that it generates disruption in the organization, which increases confusion and decreases productivity (Raina & Roebuck, 2016).  

Monetary compensation is important, but not sufficient to keep employees happy. Non-monetary recognition plays the same role as regards to compensation and pay. Appreciation positive feedback, praise from peers and managers to get the job done efficiently and effectively to generate commitment and job satisfaction. Recognition plays a major role in maintaining an organizational and social environment as a motivational tool to bring a good work outcome. Lack of promotion negatively influences the relationship with other team members as well as with superior authority. This will create a bad image on the reputation and status of the Daxko organization (Yahaya & Ebrahim, 2016).

It will affect the organizational culture as if one employee does not get motivated then it will impact the other team members as well, which in turn becomes problematic to retain them. Therefore, it is very important to promote within the organization, which is very effective and have the potential capabilities and skills that are needed to be promoted. They can operate and understand the system in a very effective way, promoting such people is a form of continuous process. Employees know the functioning already and familiar with the situation so it can be benefited to the organization. Now, employee turnover needs to be reduced which will definitely contribute to the organization. As for losing, an employee means losing an asset to the organization, which will affect innovation, long-term productivity and employment growth for the Daxko Company. It leads to immense pressure in the future as a reduction of the workforce, losing best employees, and human capital lead to failure. Hence, they need to promote employees for the achievement of success and growth in the organization. This will build employee productivity, responsibility to get the job well done, and increases the retention (Frey & Osborne, 2017).      

Develop Solutions

Daxko Company is facing lack of promotion issues in the organization, which is to be overcome to maintain good organizational culture. If the company has good promotion policies, they can retain the employees and can exist in a highly competitive world. As nowadays, many personnel is leaving the organization due to lack of promotion, which results in reducing enthusiasm and willingness towards work, and lack of coordination with peers. To reduce this major issue, Daxko should provide a good working environment and promotion policies to retain the employees, which helps the company to grow efficiently. Communication is an effective way to overcome the lack of promotion issue as good communication between the employee and management will make a good understanding, which will increase the employee confidence, integrity, and work efficiency (Gholami, Watson, Molla, Hasan & Bjørn-Andersen, 2016).  

The company should provide a reward system for the employees to enhance the cost efficiency, commitment, and competence. As individuals promoted to a higher position can provide them with higher responsibility, which increases their willingness to do work efficiently. This can motivate at a higher level and increases self-worth and self-esteem. They should provide employees with various types of promotion as incentive pay could be given which can be used to set targets and when they are met with a reward with cash bonuses. They can also praise and give recognition employees in front of the whole organization. This will not only provide the employees work effort with the incentive but also remain with the organization until the end. Retaining talented productive employees and eliminating poor employees is necessary for the organization in the end for the growth and success of the organization (Vaara, Sonenshein & Boje, 2016).   

Strategies can be used by the organization, which will keep employees motivated and better committed to the organization. As every employee is working for some sort of benefit, so if get motivated work productivity increased. Non-motivated employee reduces commitment and accountability to the organization. The organization can give appraisal to employees, which boost morale and keep employees happy which is a key objective for their growth (Patiar & Wang, 2016).    

They should train their employees by which they can feel confident and equipped with greater strength to work with full dedication and integrity. They can use job rotation as a strategy of promotion and keep personnel interested to a stay in the company. It can be helpful in terms of productivity and decreases the level of absence employees take throughout the year. They can give them adequate training and development as it is believed that if employees are investing a good sum of money in providing training to employees to promote at a higher position. The effective human resource is a principle to success. If Daxko Company has good promotion policies, it will maintain organizational culture. It will build long-term loyalty and commitment to the organization. Employee loyalty is the foundation of success and profitability in the organization (Parker, 2014).  

Daxko Company is facing lack of promotion issue, which is important for the organization to solve in a very effective way. Employee promotion serves several purposes for businesses. They should conduct career advancement programs, which encourages employee loyalty and satisfaction. They should make promotions on standard accomplishment, which can create milestones and attain the goals. The career ladder method is another method used to resolve the issue of lack of promotion, which is non-competitive and based on policies. They should promote those employees, which are an asset to the organization and in future give benefits and fosters growth. They should involve more and more people and an open communication should be done to make them feel at ease in the organization (Bergin & Jimmieson, 2014).  

They should provide training opportunities to get specialized in a field and get a deeper understanding of the job perspective, which will help in identifying the best talent and promote them. They should provide feedback as a sort of recognition individually or collectively, which lifts the morale. They should provide internal promotion only as external promotion is not good for the company, which cost higher for the company.  It will foster creative thinking and employees use their mind innovatively and work with full dedication and honesty if they are promoted (Wallace, Butts, Johnson, Stevens & Smith, 2016).

Conclusion:

This investigation reveals a lack of promotion in the organization that is the most serious issues needs to be resolved. Daxko organization provides innovative technology and services that contribute to the success of the company. It improves career advancement, which influences an employee to perform with full integrity and responsibility. Promotion ladders and career development commits an increased level of efforts and reward. The study concludes that gender, experience, and employee performance have no significant effect on motivation.

Employees want to be promoted and recognized for the work they do, which develop positive attitude and commitment to the organization. It should be considered that the promotion policy should be applied uniformly to all employees and favoritism should not be considered as a basis for promotion in the organization. As employees are promoted, the status also increases along with pay and responsibilities, which enables employees to perform better to get more and more promotions. It will naturally be delegated more authority and responsibilities which make employees engaged in work and achieve success and growth. Therefore, lack of promotion needs to be resolved as it is of great importance and integral part of human resource management.    

Daxko provides software solutions to manage operations, membership, and accounting by non-profit organizations in Australia. Its products are advanced for use by YMCA branches. Its software is utilized by approximately one-third of all YMCA branches in Australia. Tom Patterson, who serves as chairperson, founded it in 1988 and based in Alabama. The organization took on $7.75 million in venture capital in 2008 in order to advance its operations to the general non-profit sector. It provides Daxko operations, software that offers day-to-day management of membership, childcare, programs, and fundraising activity solutions for member-based non-profits and Daxko Mobile, a mobile application that offers members with easy mobile donations, group exercise, social media sharing, program schedules, electronic membership cards, program registration, and facility alerts & updates. It also provides Daxko accounting, a software-as-a-service-based fund accounting system to balance financial stewardship with demands on staff time in the areas of marketing, fundraising, facility design, leadership, marketing, and strategic planning. It allows customers to contact, engage, perform, and follow up with members (Spezzano, 2015).  

At the same time, a research study is also significant for Daxko in terms of identifying HRM related issues and develop solutions. For this research study, the researcher to calculate an adequate amount of information uses questionnaire research strategies. Primary data collection method is to be undertaken to make direct contact with people (Janakova, 2018). In the following, and effort has been made to discuss to prepare a questionnaire and research findings along with identification of HRM-related issues and develop a solution on the basis of research.

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