Final answer:
Bob's primary challenge during implementation is putting the chosen employee retention strategy into action, which may entail unanticipated costs and resistance. A cost/benefit analysis and coordination strategies are important to consider in managing these challenges and effectively executing the decision.
Step-by-step explanation:
Bob, as a manager at a local Toyota dealership, is facing the problem of employee retention. When considering the implementation step of his decision-making process, he may encounter several obstacles. The primary problem Bob is likely to face is the practical application of the chosen alternative, which involves actual changes in the workplace environment, policies, or employee benefits to retain staff. This process can be fraught with unexpected costs, resistance from employees to change, or logistical challenges in executing new strategies.
During the implementation, Bob should consider conducting a cost/benefit analysis. This involves a comparison of marginal costs against marginal benefits. A T-shaped chart is one tool that can be used for this analysis, listing costs on one side and benefits on the other. In the case of employee retention strategies, costs might include increased salaries, training expenses, or the introduction of employee perks. Benefits, on the other hand, would likely revolve around reduced turnover rates, increased productivity, and improved employee morale.
To mitigate coordination problems during implementation, Bob could either delegate decision-making or involve the team through a democratic process. Each approach has its own set of transaction and conformity costs. If costs or resistance are too high, the status quo might continue, defeating the purpose of implementing a new strategy altogether.