Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Challenges in employee retention
Challenges in employee retention
Challenges in employee retention
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Challenges in employee retention
Throughout this essay, I would like to critically examine the essence and worth of an employee in any business firm. An employee is any other human being who works for his or her employer in order to earn a living and satisfy his personal wants. Black’s law dictionary defines an employee “as a person who works in the service of another person under an express or contract of hire, under which the employer has the right to control the details of work performance.” An employee is regarded as a firm’s biggest asset, maybe not in reality but as far as benefits are concerned. An investment (salary) made to hire an employee gives a business much more return than a fixed asset might give. An owner of a firm can direct an employee, but not a machine, he can instruct an employee, but not a raw material. An employee thus works according to the whims and fancies of his employer, which establishes a direct relation between the employee and the management.
Any business requires a certain number of employees, in order to complete all its work with thoroughness and efficiency. Some firms need less number of skilled employees, whereas other firms need a larger quantity of employees, whether skilled or not.
An employer appoints his employees after detailed investigation and speculation about the applicant’s qualifications, achievements, work experience, etc. Neither would a businessman would want his employees to be under qualified for the job nor incapable to live up to the job’s expectations.
However, in today’s world, the level of competition has made it difficult for an employee to always get what he may deserve or want. Thus, there is always dissatisfaction among the non-appointed employees. When employees do not get jobs pertaining to their ...
... middle of paper ...
...anagement Tips. Harvard Business Press Books.
• Lilly M. Berry (1998). Psychology at work. Singapore. McGraw Hill. Second edition, pp. 269-274.
• Locke, E.A. (1976) The nature and causes of job satisfaction. In M.D. Dunnette (Ed.), Handbook of industrial and Organizational Psychology. Chicago, Rand McNally.
• Meaning of productivity. Available at: http://www.businessdictionary.com/definition/productivity.html. [Accessed 1st January 2014]
• Parbudyal Singh and Natasha Loncar. (2010) Relations Industrielles (Industrial Relations). 65, No. 3 pp. 470-490.
• Steven Brown and Son Lam. (2009). Do Satisfied Employees mean satisfied Customers? 23 Issue 1, p.76-77.2p.
• Zach Bulygo. Inside Google’s Culture of Success and Employee Happiness. Available at: http://blog.kissmetrics.com/googles-culture-of-success/ [Accessed 3rd January 2014]
Deery, S. , Plowman, D. and Walsh, J. (2000), Industrial Relations, A Contemporary Analysis, McGraw Hill, Roseville.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Blanpain, R and Bamber, G J. (2010). Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Xth and Revised Edition. Alphen aan den Rijn: Kluwer Law International.
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
Williams, P. & Naumann, E. 2011, "Customer satisfaction and business performance: a firm-level analysis", The Journal of Services Marketing, vol. 25, no. 1, pp. 20-32.
John W. Budd & Devasheesh Bhave (2006). Sage Handbook of Industrial and Employment Relations. Industrial Relations Center, University of Minnesota. Chapter 5.
There is always a debate on whether to give preference to internal candidates before looking externally to fill positions. Today, many organizations tend to promote employees by internal recruiting and “external recruitment is used to fill the entry –level positions vacated by those being promoted” (Fallon & McConnell, 2007, p.138). In the Civil Services System, Fallon and McConnell (2007) state that vacancies and positions are posted internally before there are attempts to file them outside. However, there are pros and cons of hiring.
It is well established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge they have to invest in human resource, and placing their employees on top priority. This notion has lead to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance from employees organisations must motivate their employees, and have to engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promoting the environment that promotes the organizational commitments and organizational citizenship behavior. Job satisfaction has been identified as a major requirement for organisations which aim to achieve excellence in their operations. Armstrong (2003) refers to job satisfaction as the attributes and feelings people have about their work. By extension, job satisfaction will mean positive or favourable attitudes towards one’s job whilst a negative or unfavourable attitude indicates job dissatisfaction.
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
In many organisations, managers and bosses have found it a struggle implementing successful strategies to improve job satisfaction and productivity among its employees. While dealing with unproductive, unmotivated and unsatisfied employees, there is an increased risk for turnover, which can be prevented. The risk of high turnover is a problem to workplaces as turnover has been proven to ‘take its toll’ on productivity as it disrupts current projects and increases workloads for other employees. It also has a negative impact on team cohesion (Patrick and Sonia, 2012). Job satisfaction is one’s general attitude to the job, and higher the job satisfaction, the more likely he/she will hold a positive attitude towards their job (De Menzes, 2011). De Menzes (2011) believes that employees who are satisfied with their jobs are likely to be more committed to their organisation and be more productive. People are significantly more productive when they are content and achieving individual and organisational goals are able to be fulfilled in a work environment where employees feel happy and motivated. Interventions which can be used to improve job satisfaction and productivity to decrease rates of turnover and unmotivated employees include an increase in workplace training, as well as performance pay.
This thread will discuss and analyze the business problem of job dissatisfaction through the application of Core Self-Evaluations and the personality-job fit theory. This work will also offer a spiritual and biblical examination of job dissatisfaction as they relate to the biblical principle of Covenant. Two key elements of Covenant, hesed and mutual accountability will also be examined.
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
Staying ahead of the competition and increasing profits are the fundamental objectives for every organization. However, many firms today continue to invest extensively in business development activities and less on employee productivity. This mindset ignores the firm’s chief asset and its core foundation, its workforce.
Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg. 58-59).
Customer satisfaction measures the expectation of a customer relating to the product and services provided by the retail stores. Satisfied customers tend to be loyal to the organization and make more and more purchase from the same store, which in turn is beneficial for the organization. According to Hoyer and Maclnnis (2001) satisfaction can be compared with the feeling of acceptance, relief, pleasure and