Organizational Culture And Employee Retention

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variety of motivation mechanism to improve the work-life of employees/workers, such as initiating various reward or compensation systems, in turn boosts the contribution of knowledge in economic growth. However, Zareen, Razzaq and Ramzan (2013) observed that the main way to retain talented employees is to focus and also emphasize on their performance as it brings organisational loyalty, involvement, and contentment. The authors opine that employee retention is the ability of an organisation to retain and keep their competent staff. If organisations are capable of retaining their employees, they will gain higher involvement and motivation follows. Furthermore, the authors also mentioned that employee retention illustrates an important role in …show more content…

Chatterjee (2009) argued that organizational culture especially with regards to belief systems, policies and regulations as well as accepted norms have a significant impact on employee retention and tend to create employee satisfaction. According to Chatterjee’s (2009) study, the overall job and organizational satisfaction as well as the nature of organisational culture contribute significantly to employee retention. Furthermore, Birak (2013) opined that implementing organisational change enables the organization to improve on their employee retention strategies. It may be transformational strategies which could affect both physical and structural patterns and relationships within the workplace and also affect existing employee mind-set, implying that these still emanate and tend to be embedded in organisational culture. However, Bigliardi, Dormio, Galati and Schiuma (2012) observed that the main result of a research that indicated that a bureaucratic organisational culture has a significant and also negative impact on workers’ satisfaction, and that participative and supportive organisational culture has a significant and positive effect on same workers retention. Furthermore, the authors observed that managers/leaders of an organization and the influence of unit members of the organisation are the actual variables affecting the culture of the organization. This is as the effect of organizational culture has been observed to prevail over other factors or aspect sof the organization such as employee relations, pay and benefits, power distance or relationship between junior and senior level staff and even factors focusing on areas like market equity, retention bonuses, compensation and other kinds of expenditure (Ryan,

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