Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
theories of motivation and job satisfaction
key words of job enrichment
role of performance appraisal system in an organization
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: theories of motivation and job satisfaction
Introduction
The purpose of the literature review is to provide information regarding the importance of workforce development programs and how motivation theories relate to developing and retaining staff. Workforce development is an essential component tied to organizational success. Past research has shown that employees who are given opportunities for professional growth and advancement have a longer tenure with an employer because of job satisfaction and motivation (Gaffney, 2005). Workforce development programs benefit both the employee and the employer. The employee benefits from continuous learning opportunities that provide career growth; the employer experiences lower turnover rates, increased pool of high potential employees who are qualified for transition to management positions as well as achievement of organizational goals (Gaffney, 2005). An overview of the financial status of the Pueblo City-County Health Department (PCCHD) as well as costs related to turnover and workforce development is also provided.
Definition
The following definitions are provided for better understanding of the terminology used in the study.
Job enrichment: Assigning an employee new tasks or duties that are challenging and provide a learning opportunity (Bogardus, 2009).
Job satisfaction: An employee’s attitude about a job (Robbins & Coulter, 2007).
Motivation: A person’s efforts and/or behaviors resulting in performance (Aguinis, 2009).
Performance Management: A continual process of assessing an employee’s performance (Aguinis, 2009).
Retention: Keeping a sufficient amount of qualified employees in an organization (Heneman & Judge, 2009).
Turnover: “The voluntary and involuntary permanent withdrawal from an organizati...
... middle of paper ...
... Employee Exit Interviews. Employee Exit Interviews. Pueblo, CO.
Robbins, S., & Coulter, M. (2007). Management. Upper Saddle River, NJ: Pearson Prentice Hall.
Sachau, D. (2007). Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement. Human Resource Development Review, 6(4), 377-393. Retrieved July 31, 2011, from ABI/INFORM Global. (Document ID: 1411469331).
U.S. Census Bureau. (2006). Selected Characteristics of Baby Boomers 42 to 60 Years Old in 2006. Retrieved from www.census.gov/population/www/.../age/2006%20Baby%20Boomers.ppt
Wheelen, T. L., & Hunger, J.D., (2008). Strategic management and business policy. Upper Saddle River, NJ: Pearson Prentice Hall.
Yazinski, S. K. (2009). Strategies for Retaining Employees and Minimizing Turnover. Retrieved from http://hr.blr.com/whitepapers/Staffing-Training/Employee-Turnover/Str
2. Thompson and Strickland (2002), Strategic Management: Concepts and Cases, 13th Edition, Chicago Irwin Publications.
Thompson, A. A, Jr., & Strickland, A. J. III (2003). Strategic management: Concepts and cases (13th ed.). New York: Irwin/McGraw.
Hill, C. & Jones, G. Strategic management: an integrated approach, 5th ed. Houghton Mifflin Company: Boston. 2001.
Wheelen, T. L., & Hunger, J. D. (2012). ‘Strategic management and business policy: toward global sustainability” (13th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.
Dess, G. G., Lumpkin, G. T., Eisner, A. B., & McNamara, G. (2012). Strategic Management: Text & Cases (6th Ed.). New York, NY: McGraw-Hill.
Pearce II, J. A., & Robinson, R. B. (2011). Strategic Management 12th Ed. New York: McGraw-Hill/Irwin.
Wheelen, Thomas L. and J. David Hunger. Strategic Management and Business Policy, 13th Ed. Upper Saddle River, NJ: Pearson Education, Inc., 2012. Print.
All organizations want to see an increase in productivity and a positive impact on the bottom line. Successful organizations realize employee retention and talent management is integral to sustaining their leadership and growth in the market place. The focus of this group project is on worker retention strategies. Worker retention strategies are programs designed to preserve existing quality workers by providing benefits and incentives. These benefits and incentives are provided to employees in various ways. Our group chose to explore six organizations in three different industries. These industries include Retail, Package shipping, and Airlines. Through research and investigation of three major industries we were able to develop a comparison of how these major organizations retain quality workers. First, we explore and learn how to keep people motivate to stop turnover within an organization. Secondly, we investigate employer’s benefits and incentive programs to keep quality employees. Finally, we examine workforce motivation and the engagement to commitment as organizations continually change initiatives and strategic planning.
David, F. R. (2005). Strategic management: concepts and cases (10th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall.
Wheelen, T. L., & Hunger, J. D. (2012). Strategic Management and Business Policy: Towards Global Sustainability. Upper Saddle River, NJ: Prentice Hall.
Thompson, Arthur A., & Strickland, Alonzo J. 2003. Strategic management: concepts and cases. New York: McGraw-Hill/Irwin.
David, F. R. (2009). Strategic management: concepts and cases (11th ed., Rev.). Upper Saddle River, NJ:Pearson Education.
Mason Carpenter, G. S. (2013). Strategic Management: Concepts and Cases Second Edition. Harlow: South-Western Pub.
Maranville, Steven. The art of strategic management: A case based exercise. Journal of Management Education. 35. 6 (2011): 782-807. Print.
Staff’s intention to leave would always lead to staff voluntary turnover. When staffs has the intention to leave, there must be some factors that cause that feeling of intention and these factors are the major keys to understand and manage staff voluntary turnover. Staff turnover is always a major concern in an organization. An organization, regardless of size, technological advances, market focus and other factors are facing retention challenges. It would not only lead to higher cost of replacement, it would also influence the staff morale, customer satisfaction as well as customer loyalty. Therefore, staff retention is much more important before the staff turnover happens.