2.2.3. Causes of employee turnover:
Employees’ turnover rates are considered one of the major problems in organizations. A lot of studies have shown that employee turnover could be a serious threat to the growth and productivity of any organization. And whether the reasons for employees’ turnover are personal or they are organizational oriented, in both cases the employees and the organization as a whole are affected by them. These causes could be:
2.2.3.1. Job dissatisfaction:
The Mobley model was used to examine how job dissatisfaction leads to employee turnover. This model shows that the employee experiences seven stages between job dissatisfaction and turnover.
Job dissatisfaction probably leads the employees to think about quitting,
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Employees deicide staying in a job or not by seeing if it is providing them with their needs or in a way or another this job is satisfying them (Lee et al, 2008:652). In addition to that they also added that if employees are not satisfied they most probably leave their jobs, leading to higher rate of turnover in many companies. So the relationship between turnover and job satisfaction is strong and also negative as the dissatisfaction increase the turnover also increase (Kass et al, 2001: 321).
Another major consequence that is caused by job dissatisfaction is absenteeism; the absenteeism has a negative impact on the work performance and the outcome. It has been explained that the absenteeism is a natural act if the employee is not satisfied, therefore when the job is dissatisfying in a way or another, the employee’s absenteeism increases, leading eventually to turnover (Hausknecht et al, 2008: 1223).
2.2.3.2. Better opportunities in other
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According to a study they made, it was found that work life balance was significantly linked with career satisfaction, and the relationship is established by some key factors as: control over schedule, total work hours, and marital status. In addition, generational and gender shifts also strongly and significantly affect the career satisfaction, work–life balance, and stress (Poulose & Sudarsan N, 2014:
The SPELIT power matrix. With the SPELIT power matrix, the reasons behind the high employee turnover in KSA Motors fall into six different types of environments, which are necessary for the success of any organization. Implementation of the Kotter eight-step change model The implementation phase of the Kotter model requires two months for each department and the overall process are expected to be due in 12 months.
Anything the supervisor does to make an employee feel unvalued will contribute to high labour turnover. Frequent employee complaints canter on these following areas. --lack of clarity about expectations, --lack of clarity about earning potential, --lack of feedback about performance, --failure to hold scheduled meetings, and --failure to provide a framework within which the employee perceives he/she can succeed. Talent and skill utilization
Healthcare organizations (HCOs) face a number of difficulties within its organization each day, including patient acquisition and patient retention. It is commonly believed that getting individuals to their healthcare facility is the most challenging aspect that HCOs face. Of course, new patient acquisition could be a challenge without an efficient marketing strategy, but the challenge does not stop there. One of the biggest challenges for many practices today is maintaining a high patient retention rate. Pushing a patient from a one-time-visitor to becoming a frequent visitor of a specific healthcare organization involves much more effort than expected.
I recently worked with a startup whose sales team was the pride of the company. They consistently put up great numbers, and for the most part, they worked like a well-oiled machine. However, there was one particular sales team member who seemed to get harder and harder to manage the better their numbers were. Upper management was in a real tough situation. On one hand, the sales team member was productive, efficient, and profitable.
Study results showed increased employee satisfaction and a reduction in employee turnover rate. (Brunges, M., & Foley-Brinza, C.,
“Every skill and every inquiry, and similarly every action and rational choice, is thought to aim at some good; and so the good has been aptly described as that which everything aims. But it is clear that there is some difference between ends: some ends are activities, while others are products which are additional to the activities. In cases where there are ends additional to the actions, the products are by their nature better than activities.” (Aristotle’s Nichomachean Ethics, as translated by Crisp, 2000, p. #3) Aristotle was the first philosopher who wrote a book on ethics titled, Nichomachean Ethics.
Presenteeism Harvard Business Review identifies the global concept of presenteeism as the problem of workers being on the job but not functioning at full capacity due to acute illness or another medical condition (Hemp, 2004). Furthermore, presenteeism is not pretending to be ill to avoid work or idling passing time when there is work to be done. Instead, research on the concept of presenteeism is based in the assumption that workers want to perform at their full potential and take their job seriously (Hemp, 2004). Presenteeism is not as easily identifiable as its counterpart absenteeism. Workers undoubtedly notice when a coworker is absent from work due to illness or other medical conditions.
Thirdly, I believe that flexibility is very important today with the employees, because if the working hours are not flexible, they tend to either do not prefer working here or when they get the opportunity they move out. So if wee summarize, in my experience I believe that wages, growth and flexibility are the main reasons that cause turnover in the
In, an atmosphere where we have a good relationship with our manager, and treated justly by the manager, we are comfortable enough to trust the people around us like our peers, for instance, we are more susceptible to possess a positive citizenship behavior. A high-quality relationship with our colleague’s will propel one to go the extra mile to maintain that relationship. Absenteeism- Absenteeism is an unforeseen absence from work. Such absences are reportedly costly to companies because they can be unpredictable.
Flexible working hours helps guarantee the assigned work to be completed somehow. The employee can work extra hours to compensate for being unable to contribute to working full time on a particular day. This helps hike performance. Advantages and Disadvantages of Human Resource Practices.
This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid
Uncomfortable / unbalanced work life , people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees.
If an employer helps an employee to balance their work and home life, the organizations can be rewarded by increased loyalty and commitment. Employees will also be able to focus more on their work and to further develop their career in current organization. There have been plenty of research done on work life balance across the world and in Hong Kong. The "working hours" index of UBS' annual "Prices and Earnings" study, Hong Kong came dead last out of 71 global cities listed, with an average of 50.11 hours spent at the workplace per week. This data was collected from 15 different professions from business, construction, and education sectors, to name a few.
INTRODUCTION Today, most of the employees when they want to choose jobs, they are not only looking on how much salaries alone, instead they explore other benefits that jobs can offer to them. One of the benefits that employee will look for is does the job they want to apply offers flexibility especially in terms of work schedule. This is because many employee already have other demanding commitments and the recent changes in the nature of work, along with the introduction of new technologies (cell phones, email and other means of electronic communication) have led to many employees struggling to balance roles in their work and personal lives (Hayman, 2009; Hobsor, Delunas & Kelsic, 2001). Therefore, employees hope to get a job that allows them to do other commitments without disrupting their commitment to work.
Job satisfaction occurs when employees consider the type of the