Inequity in pay structures or low pay are great causes of dissatisfaction and can drive some employees to quit. Again, a new worker may wonder why the person next to him is receiving a higher wage for what is perceived to be the same work. You should have a wage and job evaluation system in place not only so that you are sure to comply with legal requirements, but also to avoid this problem. The salary or wages can also be an important deciding factor in employees decision to stay or leave. The data suggests dissatisfaction with pay can be a key factor in turnovers .
In many conditions this may be true. However, during some instances like having the time to search for a good provider, the scenario might be different. Older people can be well educated, knowledgeable, understanding, and have enough time to spend on the search. On the other hand a working age full time employed consumer may well be more vulnerable to making a poor choice as they may have extremely less time. Recent research conducted by the Trading Standards Institute explains how everyone, including those who are not normally considered to be vulnerable, can fall victim to the most disastrous scams.
¾ Time - Not only may the employees will be distracted from their regular duties to cover for a former employee, but the organization will have to spend time and money advertising, interviewing, and hiring a replacement employee. Besides loss in productivity, money and time, the organization also losses in terms of some indirect costs like lowering of existing employee morale that may be due to increased work or due to the arousing dissatisfaction with the
Ernst & Young discovered that a lack of retention of women was costing the firm about $150k annually, in addition to causing a decrease in client satisfaction because the people responsible for their projects frequently changed. This research also showed how employees who left their firms later provided information that discouraged potential customers and job applicants from working with their former employer. Ignoring retention issues may impact future recruitment of talent and new customers into the organization. The second challenge involves generational differences that are causing a dramatic change in what employees expect from their employer, as well as how they view the meanings of work and career. These changing demographics are providing a talent pool of potential employees who expect a very different workplace than traditional organizations may provide.
Prior research has used career plateau to account for employees’ work outcomes. Owing to recent de-emphasis on organizational careers, however, employees may have changed their attitudes toward career plateau. This research argues that professional plateau-defined as the point where employees find their jobs unchallenging and that they provide few opportunities for professional development and future employability-can enhance the explanation for employees’ work outcomes. The major hypothesis of this research is that professional plateau will account for a significant variance in three work outcomes-namely, career satisfaction, job satisfaction, and turnover intentions. Data collected from a questionnaire survey were used to test the hypotheses in this research.
Representatives may encounter a scope of physical, mental, and behavioral outcomes as a result of employment anxiety and organizations may in turn be affected by low production quality and quantity, internal conflicts, lack of cooperation, high turnover, and costs associated with sick leave and worker disability. The majorities of studies of investigations of work site anxiety administration projects have concentrated on the usage and assessment of anxiety administration programs in individual organizations. several recent reviews have provided an overview of different types of stress management programs and their effectiveness in modifying health- and job-related outcomes such as absenteeism . The authors discovered associations with stress management programs to be more prone to offer projects that support worker prosperity, well being, and expertise improvement than those without stress management
Keeping socially active is very important to everybody however for the elderly it can become a big concern. There are many reasons why older people become less sociable with age including lack of mobility and decline in health. These factors that come with aging can end up with the older person spending a lot of time alone. Spending too much time alone can conclude with the person losing their self esteem and becoming depressed. The elderly need opportunities to be involved in society in order to beat the feeling of loneliness a lot of them are struggling
1. I believe that many differences between men and women tend to be because we have stereotypes that we believe that are true, and that’s make feel us human like we need to do what is “correct” in society. I believe that work/life balance for women is harder because people expect women, to take care of the children and also if they can be successful at their job. There is many bias toward what is wrong in society. Even whenever men take care of the children, and women provide to the house, people tend to judge the men because it their eyes the men are being lazy.
Thus, based on the given literature by Wright (1993) it is safe for us to state that there is a negative correlation between workplace stress and job satisfaction, whereby the higher the level of workplace stress leads to the lowering of job satisfaction levels (p.219). When job satisfaction is low, people begin to see their job as a chore that if they had a better alternative of making money, they wouldn’t do that job. If an individual suffers from any form of work related stress, it will serve as a threat to their well-being thus ultimately disrupting their level of productivity at work because it may cause them to bring take their work problem back home and also visa-versa (Diener, 1984, p.117). At its most critical level, poor job satisfaction
Happy employees are productive employees. Employees have attitude and viewpoints about many aspects in their jobs and career, however the most focused in the research and practice is job satisfaction. There is influence of culture or country on the employee attitudes and job satisfaction. The most notable influence on job satisfaction can be nature of work itself. Studies show that dissatisfied employees are likely to quit their job or be absent than satisfied employees.