leadership style will play a major role in the company. The manager needs to understand clearly the company’s culture in order to communicate effectively with the team. The manager needs to

Motors and More Case Study 13 demonstrate trustworthiness among the team members. Employees will need to feel that he or she can discuss issues without the fear of retaliation from the staff. The management style that would benefit this team the most is one who has a consultative style. The consultative style is a combination of democratic and autocratic. This style involves employees in the decision making process and will have an open door policy. This management style celebrates employee’s accomplishment, demonstrates appreciation (McClelland, 1987). Theory Method The type of theory method that is best suited for researching this organization culture is the grounded theory (GT) method. The grounded theory method is completed by using qualitative research. Human Resource Management (HRM) will examine elements that make this company different from their competitors. Grounded theory is a research method that incorporates and connects a theory based on the gathered data as opposed to gathering data after forming a theory. Foremost, the information is gathered and then analyzed. The GT method foundation is based from sociology studies. The methodology focuses on basic social interactions, behavior and processes. The GT process explains human behavior through basic reasoning processes (Salyers, 2014). One process that the GT method can use to research information is by using the company’s historical data. HRM can collect data from exit interviews, surveys, or by observing work performance to help improve the organization’s culture. For example, one of Motor’s goals is to expand their company’s workforce. The compensation manager can create a benefit package that offers competitive wages, health benefits, and a flexible working schedule. HR Metrics

Motors and More Case Study 14 Metrics are the basis in which performance of the human resource department are evaluated. Metrics measures and determines the achieved success (Becker, Beatty, & Huselid, 2005). This metrics will enable Motors and More company to determine its valued contributors and the additional development that they may require (Stamps, 2000). The benchmarking employee’s skills and behaviors will evaluate turnover and absenteeism development of employee assistance and work-life balance programs to help enable employee success (Carlson, 2013). This metrics help the organization to improve on their performance and therefore compete strategically with their competitors. The following are some of the metrics that may be used for human resource evaluation. The following measurements are critical to the growth and development of workforce management strategy: Cost per hire , Revenue per employee , Expense per compensation , Revenue compensation ratio , Compensation and benefits ratio , Time to fill jobs , Time to start jobs, Offers per acceptance ratio, Attrition, Turnover rate, Worker’s compensation per expense ratio , Worker’s compensation cost per employee, Worker’s compensation cost per claim, HR Department Expense per employee , and HR Headcount Ratio.