Work Activities. Mechanical Engineers. Retrieved February 13, 2014, from http://www.vacareerview.org/careers/career/17-2141.00/WorkActivities
They look for people who are willing to take the initiative to perform their job. If an employer feels that he will be constantly telling an employee to do something, he will likely not hire an applicant. Another reason for why an employer let an employee go is because the worker does not get along with others. Creativity is very important to most employers, because in business situations with customers, employees often have to respond to sudden changes and unfamiliar problems.
Regional Nutrition and External Affairs Manager. Retrieved May 26, 2014, from https://nestle.taleo.net/careersection/3/jobdetail.ftl?job=140000UO
Many of the companies are facing problems in retaining employees. Although it is hard to measure the exact cost of turnover because a current employee holds with him the knowledge about company, costumers and the past history so when he leaves the organization everything is gone with him, sometimes to competitors, so the exact loss cannot be realized but the industry experts often quote 25% of the average employee salary as conservative estimates. (Importance Of Employee Retention) So we need to understand that basically itself employee turnover is not a disease but it is a symptom of the disease i.e. Failure to retain employees. The main problem under study in this research is “The impact of human resource practices on the retention of employees”.
Motivation and Productivity Related to Job Satisfaction Abstract The relationship between job satisfaction, motivation, and efficiency or productivity is very important in the business industry as well as in personal life. Long term research has found that the single greatest predictor of longevity is work satisfaction. Work is one third to one half of a persons' lifetime, and if frustrated the mental and physical effects are very costly. Job characteristics including skill variety, task identity, and task significance lead to psychological conditions in which in turn leads to increased motivation, performance and job satisfaction. It is important to investigate this area in order to determine how much of an effect does overall job satisfaction, motivation and productivity have on each other.
2, pp. 259-293 Wanous, J. P. & Lawlers, E. E. III, 1972, ‘Measurement and meaning of job satisfaction’, Journal of Applied Psychology, vol. 56, no. 2, pp. 95-105
Competitive compensation still attracts and retains top talent. Compensation is made of a base salary (paid by the hour, work or the year; excluding overtime or bonuses), variable pay (bonuses, profit sharing/stock options which work hand and hand with the performance of the company), and benefits (to include health insurance/savings plans – 401(k), or tuition reimbursement). The traditional way of determining base pay for jobs was to compare jobs in the same industry. Now industry and market, no long work by themselves, the current thinking is more person-based that considers knowledge, skills, and competencies of the work. This, however, is best suited for high-performing environments that remain flexible in their deployment of human capital.
Even if bureaucracy is working to its full capacity within an organization, there can be times when is no longer efficient to use alone. Bureaucracy is still used within organization but usually in conjunction with an alternative. Agency Theory Defined: The goal of agency theory is getting people to do the best job for the best price and least amount of risk. One decision is to fill a sales district with representatives called external or with an employee sales force called internal (Anderson, p 234). An internal sales force is a company who uses their own employees to sell a product they have produced.
Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line. The problem with many companies today is the inability to recognize that job satisfaction is directly related to their bottom-line and therefore, do not place job satisfaction as one of its urgent administrative priority. This issue is based on organizational failure to recognize the substantial advantages an organization could realize by making an effort to influencing employees’ outlook. When an organization has content employees, they are more inclined to be productive and committed to work and their employers. It is imperative that organizations establish a work environment that entice, inspire and retain the best people which in turn will be beneficial for organization.