Overall, empowering leadership have a positive effect on employee engagement. Empowering leadership is characterized by the rearrangement, or delegation, of decision making authority to the people and workers who do not presently have it, and provides workers the control to do the job their area mandate (McKnight, 2013). Workers with empowerment develop into dynamic solution founders who devote to the preparation and implementation of jobs (Karkoulian, Mukaddam, McCarthy, &Messarra, 2013). Empowerment generates higher employee engagement (Karkoulian et al, 2013). Consequently, the kinds of actions that influential people employ necessitate care (Arnold, Arad, Rhodes, Drasgow, 2000).
High attrition rates also lead to a chronic or systemic cycle. All this has a significant impact on the strength of a company in managing their business in a competitive environment. This study is conducted to find out the main causes which increase the employee turnover in an organization. Keywords: Human resource, Employee, Attrition, Turnover, Retention Strategy. Rationale of the Study Long term health and success
Also, it usually to find an accurate self-assessment rational judgment about one’s strengths and limitations. self-reflection can increase the limit of self- awareness. By the time the leader could understand the value of self-awareness to improve his or her behavior toward the organization (Ladegard and Gjerde, 2013). An active, leader necessary have solid knowledge of how their emotions and actions influence the people around them. The high leader links to and operates with others, the more prosperous he or she will be.
The study show on how organizational commitment may influence on retention, attendance and job productivity. According to McNeese-Smith (1995) if employees are morally committed to an organization, the increasing of like hood of retention, consistent attendance, and increased productivity can be expected. In addition, the studies also identify on organizational commitment that could interact with job satisfaction to affect turnover intention among employees. Organizational commitment is an attachment with organization (Mathieu, 1990). In simpler words, job satisfaction is linked to the job; organizational commitment emphasizes links to the organization (Lim, 2007).
Likewise, employees’ feeling of job satisfaction has been reviewed in comparatively with a specific dimension of organizational culture and leadership. In organizations that are flexible and adopt the participative management type, the latter are more possible to be satisfied, resulting in the organization’s success. Although the leader creates the culture predominantly, but he or she is the one who progresses through this process and so are the leadership tactics that he or she applies. In accordance to the leadership, there are two major types of leadership in organizations that influence the employee’s job satisfaction, which are: the transactional and the transformational leaderships. The transactional leaderships are the ones who act within the frame of the dominant culture; the transformational leaderships work towards change and adaptation of the culture to their own
In Giauque, Anderfuhren-Biget, and Varone (2013) it was proposed that motivated employees determined the level and extent of the performance of the organization and that leaders accepted and understood the importance of motivating its employees but have different opinions on what accurately motivates employees, Pinto, (2011). Pinto outlines three aspects when determining motivation as follows: (a) the internal energy that moves the individual, (b) the persistent force in the direction, and (c) the direction that group takes. Motivation is driven from desire, individual need and expectation, Pinto,
In the face of a such challenging and dynamic environment and in order to survive and to be successful, organizations need the knowledge, ideas, energy and creativity of every employee from front line workers to the top level managers (Spreitzer, 2007). Some human resources management approaches frequently assume that higher organizational performance can be accomplished by effective teamworking and personal empowerment. So, there is no surprise that today, there has been a considerable increase in application of teamwork in organizations
As a researcher, I believe that employee is one of the most important assets in any organization. Recruiting the right people will directly impact the company performance in terms of revenue and customer satisfaction which are considered as major factors for any company surviving and growth. Therefore, recruitment is a huge base of company performance. Recruiting impacts employees’ retention, performance and motivation. Here will rise the true HR techniques to avoid negative hires and negative turnover.
The unpredictability of the business environment has resulted in organisations encountering numerous challenges and changes due to globalisation, technological development and intensive competition (Hanaysha, Khali, Sarassina, Rahman, & Zakaria, 2012). Organisations around the world are in search of leaders who can lead the organisation towards profitability and greatness (Chully & Sandhya, 2014). The leadership style adopted by an organisation plays a considerable role in the direction, future and success of an organisation (Chully & Sandhya, 2014). An effective leader who has the capability to optimise the organisation’s resources, motivate employees and manage their activities towards accomplishing an organisational goal is desired (Thamrin,
Hence Employee engagement turns out to be important area with its significance for the companies . Employee Engagement on Employee Performance Employee engagement has its influence over the employee performance .The extent through which employees feel valued and appreciated then it will automatically affect their performance. There are various factors or the aspects of employee engagement which influences the employee performance which includes: • Creates a sense of loyalty and commitment • Boosts morale of the employees and also increases productivity • Improving organization effectives and efficiency. • Valuable output for the organization • Come up with innovative ideas for the growth of the firm • Willingness to stay more with the organization Hence employee engagement has significant impact on the employee performance.i f the employees don’t feel they engaged and apart of the organization then they would not perform effectively and any also lead to employee turnover and thus leaving behind a big disadvantage or loss for any