Labour turnover is an important and pervasive feature of the labour market. (Martin C., 2003:391) Labour turnover affects both workers and the firms. Workers experience disruption, the need to learn new job-specific skills and find different career prospects. Firms suffer the loss of job-specific skills, disruption in production and incur the costs of hiring and training new workers. (http://www.le.ac.uk/economics/research) Organizations of all types are giving increased attention to a common problem of business-employee turnover.
People who are unemployed can buy less and consume less (because usually a social-security benefit is lower than the income when you work). You can even end in a social isolation when you don’t have any working environment. Because you have lost contact with colleagues, and sometimes your friends even let you fall.This and the fact that you have to live with less money, can cause social tensions. Types and causes of unemployment ~Demand Deficient or Cyclical Unemployment: Demand deficient unemployment is when the economy is full capability. ~Structural Unemployment – This is due to a mismatch of skills in the labour market.
Unemployment has many causes and effects as mentioned in the essay, and most of the negative effects such as suicide and theft and other problems, some people think that the unemployment rate will be in increasing if the current government did not satisfy all sides by people. Also, some governments are making some establishments of small and large projects to hire workers and so as to give the alternatives for the unemployed to try to eliminate unemployment and this is what people wish to happen in the next upcoming
In fact, according to the press released by DOLE, jobs mismatch was studied to be the cause of unstable employment situation which results to the stiffening of the growth of economy. With regard to this issue, government combat this jobs mismatch through the Enhanced K+12 Basic Education Program.
In addition, global job insecurity means workers concern of the possibility of losing jobs in the nearest future while the multidimensional job insecurity has to do with evaluation of workers’ perceived threat on losing a job or job features such as reduced pay or other job incentives. No matter the form it takes, job insecurity involves an uncertainty and fear about the future and therefore a stressor. To further expatiate this a model with four ways of viewing job insecurity is given as follows (a) “Job insecurity is a state of public awareness”—that is, a high level of unemployment in the community. (b) “Job insecurity at the company level”—is witnessed when a company faces instability in the economy. (c) “Acute job insecurity at the individual level” is often experienced when there is an obvious fact that there will be job loss.
-Employment that does not fit with the background of his education. -Not trying hard in their job search because it is lazy. 3. Underemployed (Under unemployment) Half of the unemployed can be grouped into half visible unemployment (visible underemployment), i.e. those who work less than the normal hours (less than 35 jam/minggu).
2. Classification of unemployment - By the source of unemployment: + Temporary unemployment: when there are some workers during job search or in better work- place, consistent with your desire. + Structural Unemployment: occur when there are imbalances between the supply and demand of the labor market (between the trades, regions…). This type is associated with the volatility of the economic structure and the ability to adjust the supply of the labor market. When this labor is strong-stretching, unemployment becomes severe and prolonged.
Firstly, personality testing is more stable and might be more predictive than other measures and therefore more useful. Firms are receiving increasing numbers in applications and therefore have to find predictive measures of selecting candidates that are time- and cost efficient while also being stable. Other measures of individual differences are less useful in those dimensions: Intelligence is not predictive of behaviour, knowledge is not stable, and race, gender or appearance are not predictive either (Locke, 2018). Therefore, PAT can simplify the selection process for firms while also improving fairness. Secondly, PAT can lead to a better match of prospective employees with current employees and firm values.
The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Furthermore, the example which I given now will clearly explain advantages of this theory, because this is one of the most popular observation on what motivates people, using by managers. For example, nowadays, in many developed and developing countries, the percentage of people who are out of work and insecure still high. Even many policies applied to bring many works for customers, getting a job may drive everything people want, so they not caring the hierarchy of five basic types, and during the period of high unemployment, behavior changes, value of employees decreased. Therefore, managers usually envision Maslow’s hierarchy of needs as a stepladder or pyramid, to degree required of work for short time,, and using five basic types to motivated them to exert level of effort will lead to performance. Also, managers can accomplish this, such as, help them during training to create easy plans, encourage them to believe in getting successful performance will lead to getting the reward.