The employees in hygiene factors are the people who always like to complain. Managers in a company will need to fulfill their hygiene factors in order to prevent them keep on complain about their job. On the other hand, money would not be able to use effectively as a motivator to the employees in motivators factor. This is because people with a high need for achievement are only focus for their personal achievement rather than money.As being a smart manager in a company, he should know that money will only be use effectively to the people who are located in the hygiene
The employees in hygiene factors are the people who always like to complain. Managers in a company will need to fulfill their hygiene factors in order to prevent them keep on complain about their job. On the other hand, money would not be able to use effectively as a motivator to the employees in motivators factor. This is because people with a high need for achievement are only focus for their personal achievement rather than money.As being a smart manager in a company, he should know that money will only be use effectively to the people who are located in the hygiene
Consequently, the employees were extremely dissatisfied with their job and as a result enterprises were prone to high employee turnover. If recruiters would paint a more realistic picture of the vacancy, the turnover rate can be partly minimized. On the one hand, if applicants are provided with a realistic job preview, some candidates will be discouraged and withdraw from the consideration. But these employment seekers would mostly have become dissatisfied if they would have joined the company. On the other hand, those applicants who know what to expect and still want to join the firm are generally more motivated and are likely to remain with the organisation.
It is a grave issue for any economy because it generates adverse affects not only on those that are unemployed, who suffer through the process of finding a new job, but also those who are currently employed because they feel like their jobs are not secure. Unemployment potentially reduces overall growth of the economy because it causes less depletion of goods and services. When
Introduction The Greasex line is facing many quality problems, which affect the reputation and profits of the company. Product quality can be improved through efforts made by top management and time-phased plans. Causes of Quality Problems One of the primary causes of quality problems for the Greasex line is the “lack of a quality attitude”. Employees at this firm do not place a high value on quality. Instead, they are more concerned with meeting production quotas.
Why or why not? For the interest of the organization and the investor’s money, I would definitely weed out incompetent employees because keeping incompetent employees in the organization will only result in loss for the company in terms of extra resources being used with no effective development. But as a CEO of a reputed company, I will have certain responsibilities towards the employees and the society in general. Sudden termination of an employee or asking workers to leave the organization and quit the job will only scare the employees as they will have no feeling of job security and therefore the feeling of fear of failure and hence the fear of losing the job will prevent the talented employees from coming forward and give new ideas and suggestions. Instead of a sudden job termination, I prefer to adopt a little smoother procedure of weeding out the incompetent employees by understanding their problems and issues with their work, understanding their strengths and weaknesses and then accordingly offer them extra training and extended time and further communicate to them about the consequences of not being a competent employee.
Sinek references that his own protege is considering quitting, because their work is not impacting anyone (Sinek). The millenial in this scenario is in a constant state of impatience and cannot experience the joys of working up to their goals. The lack of instant gratification in corporate environments can discourage millennials from working long hours and this results in less employees for the workforce. The environment is not secure, everyday the media changes with new trends and statements and things like “The Floor Is Lava” and “planking” will eventually be forgotten (Paras). The millennials hurd together, but the issue is that a cohort of clueless and ignorant people will not learn anything new from each other.
Subordinates should understand an adopted compensation plan. Arbitrariness in promotions and rewards leads to cynicism, but not to an increase in motivation. If a new program is taken from the ceiling, workers start to think that the leaders do not respect them. The company should give clear answers to the questions of subordinates on how the system of rewards can affect their daily operations. Also, to achieve professionalism in any work, the employee should strive to become the best in the field.
Since workers cannot jump into new responsibilities and managers cannot be expected to increase their jobs, the “personality functions” acts as an escape route and distracts managers from issues such as performance and remuneration. Blaming a “lack of fit” for poor performance is ultimately a convenient, yet fatalistic, management philosophy. This can further lead to increase in turnover and ultimate blame coming on the HR Manager
Ubeku(1983) state that an employee who feels aggrieved against a manager, a supervisor or against the company as a whole is unhappy employee and an unhappy employee cannot work effectively. The employee may becomes very low satisfaction at work in terms of all the circumstances that surround the job is the key to high morale. In addition, all these industrial action disrupts the achievement of government objectives such as minimization of social cost and maximization of social benefit. It could also affect the maximization of economic growth and development for the nation. The most important of which are the loss of national output as a result of the loss of output in the industry affected.