Impact of Vertical Mobility on Employee Efficiency: A Comparative Study of Public and Private Health Sectors

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INTRODUCTION: In today’s competitive environment vertical mobility is an important issue. Vertical mobility refers to a person or group's movement up or down in an organizational hierarchy. Vertical mobility is commonly referred to as social mobility; yet vertical mobility can also refer to any movement up or down a hierarchy of any kind, not necessarily related to social status in the same way that social mobility is. In an organization, vertical mobility is considered to be an important human resource practice which is of two types; upward and downward. Upward vertical mobility refers to a person’s movement up the promotion ladder and while downward vertical mobility stands for demotion. Employee efficiency is an employee characteristic and relate to the speed and accuracy of an employee at the job task. Actual output of a person compared with the desired or planned output, expressed usually as a percentage (Business Review). The concept relates to employee productivity - the more efficient they are, the more productive they will be if managed correctly. Organizations continue to struggle with the specific issues of employee retention and manpower shortages. The attitude of employees towards promotion and growth opportunities is positive but the idea is that how well these practices are implemented and communicated in the organization. In Pakistan a number of organizations have a low performance rate. This is seen particularly in health sector where physicians and paramedics seem to lack the required job persistence and diligence. So, the purpose of this research is to diagnose the level of satisfaction with vertical mobility practices that are being followed in Pakistan and the impact of these practices on employee ef... ... middle of paper ... ...trative Science Quarterly 24:220-41 Spilerman, Seymour. 1977. Careers, Labor Market Structure, and Socioeconomic Achievement. American Journal of Sociology 83:551-93. Stewman, Shelby, and Suresh L. Konda (1983) Careers and organizational labor markets: Demographic models of organizational behavior. American Journal of Sociology, 88:637-685 Stone, R. (1998) Human Resource Management. New York: Wiley. Tessema, M. and Soeters, J. (2006). Challenges and prospects of HRM in developing countries: testing the HRM-performance link in Eritrean civil service, 17(1), 86-105 Thomas A. DiPrete. (Sep., 1987), Horizontal and Vertical Mobility in Organization. Administrative Science Quarterly, Vol. 32, No. 3. pp. 422-444. Truss, C. (2001). Complexities and controversies in linking HRM with organizational outcomes, Journal of Management Studies, 38(8), 1121-1149.

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