Turnover rate of employees would be low in a strong organizational culture. There is a negative relationship between strong organization culture and turnover rate. Organizations provide good treatment for employees and they have high job satisfaction. They are willing to distribute their work and help the organizations. Maybe there is arguments saying that strong organizational culture causes no freedom to be innovative.
The more comfortable the atmosphere is at the workplace the more the employees would want to come to work every day and work hard and be proud of their work. If on the other hand the workplace is dull and has lots of negative energy and the employees all have a bad relationship with each other then it is normal for the employees to dislike their jobs and not be loyal to their work and workplace. . Some methods of creating a positive work environment is first love your job and be passionate about it try to work for getting good results not working for money usually if you love or hate your job it affects your performance in it it’s a physiological fact,
They may want that new experience in order for them to grow, or to find better jobs, or as a preparation for promotions. This fault as a negative is a fault on how some people think. After all of these, Job Rotation programs that are aimed for the improvement of all employees to reduce boredom, increase knowledge and experience could still be difficult to unaware, under-informed, and unprepared employees and will become a problem for them if they aren’t educated for their own good. Job rotation is overall a good thing for employees however, if this is the only problem, then companies should do seminars, orientations and programs that helps their employees get the idea, get informed and stop their conventional thinking about things. Reducing boredom, increasing work experience, cultivating job knowledge and exercising more theories learned from college to work are indeed things that job
The accidents in the organization will only because of the job satisfaction of the employees. This will causes the work stress of the employees. More stress can cause the employee serious ailments such as heart disease, ulcer, blurred vision, back pain, dermatitis, and muscle aches. Job Dissatisfaction is a powerful source of Job stress. An employee trapped in a dissatisfying job may withdraw by such means as high absenteeism and tardiness or the employee may quit.
A person is rewarded for desired behavior by having something unpleasant removed. This removal is the reward. For instance, employees may find it undesirable to be monitored closely in the workplace. Therefore, in order to avoid themselves from being monitored as closely anymore, they will always motivate themselves to accomplish their work to the highest standard. This removal of monitoring is the reward for them to do their job well consistently.
It’s essential to create a company environment where compensation rewards employees for company loyalty. Strategic plans that reward and correctly compensates employees who have dedicated themselves to the company for many years will result in a positive work environment with low turnover rates. In addition, it further helps recruitment when the company can retain employees for a long time because it shows new employees that the company values workers who choose to remain with the company long term. Therefore, showing happiness with the company and further dedication to the organization. By correctly compensating employees and offering further pay incentives such as bonuses or paid time off, the company will suffer less from employee turnover, which will benefit their success in the long run.
Not only that but this also gives parents a sense of relief that their child is able to support and take care of themselves. During work placements, you can also meet more people that will be of help to graduate. Who knows? They might actually be your future colleagues and you will have a more comfortable working environment after you graduate. You can have close relationships with those people as well, they can become your best friend outside of school.
It is not the customers alone who should be satisfied but the employees of the organization should also be satisfied in order to get customer satisfaction. Definitions of Job Satisfaction The pleasurable emotional state arising from the appraisal of one 's job or job experiences is called job satisfaction (Locke, 1976). That is, when a person values a particular facet of a job, his satisfaction is greatly impacted positively, when expectations are met and negatively, when expectations are not met, compared to one who doesn’t value that facet. Job satisfaction or dissatisfaction is a function of perceived relationship between what one expects and obtains from one 's job and how much importance or value he attributes to it (Kemelgor, 1982). According to Lawler (1990), job
Stay healthy. Go in for sports. This might sound like something far from money saving tips, but this is not true. Doing physical exercises is your attempt to prevent catching colds, visiting doctors, and spending much time and money on medication. Therefore, work out at home every other day to keep your pockets full.
Top-down distribution may be efficient in the beginning stage, but it would be vital in long term when it is not the suitable management style for employees; therefore, bottom-up exchange of ideas should be helpful to the organization. It is not only a useful tool to know employees’ needs and wants but an emotional comfort to employees, making them feel that they are involved and valued. However, conversation can fail to truly reflect employees’ real opinions when it is not carried on properly. To have an efficient conversation, there are several points supervisors should keep in mind when approaching to employees: • Build up trust and respect relationship: It is hard for employees to put trust in their supervisors; therefore, it is important to let them know you are at their side and that you want to help them. It is said that “they don’t care how much you know until they know how much you care.” • Stop talking and start listening: Two-way conversation should be maintained; it should be talking with employees but not talking to them.