One of the important organizational factors is human resource practices (J. B. Arthur, 1994) (M. A. Huselid, 1995). Various researchers agree that HR practices are to manage the pool of human resources and ensure that the resources are utilized for the fulfilment of organizational goals (R. S. Schuler and S.F. Jackson, 1987) (P. M. Wright and S. A. Snell, 1991). Form the literature, negative work outcomes such as absenteeism and turnover (usually good employees who quit their job voluntarily), it is also possible to link that HR practices could contribute to deviant behavior.
Maslow’s hierarchy of needs and Herzberg’s two-factor theory both highlight ways through which workers can be/remain motivated and attain job satisfaction. Maslow’s hierarchy of needs was developed by Abraham Maslow; an American psychologist. It is arranged into a pyramid with physiological needs at the bottom followed by safety and security, love and belonging, esteem needs and ending with self-actualization at the top. Frederick Herzberg was an American psychologist, just like Maslow. He created a list of motivators that he believed would help give employees job satisfaction and hygiene factors that could lead to demotivation.
Employee Turnover: Employee turnover is paramount to the success of an organization, for this reason, manager 's needs to monitor the hiring and firing rate of their employees, including employees who leave voluntarily to see if they are losing high or non-high performers. Implementing a turnover metric system can help employers avoid retaining
In this rat race, ultimately organization suffers the heat of losing the most capable employee. Moreover, to increase the work life balance & maintain the healthy environment at workplace, organization introduces employee engagement activities like R&R, goodies, team lunch, trips & treks, events, holidays & comp offs etc. The literature survey will focus in depth the reason of such strategies, thus helping us to understand the theoretical aspects proposed by several researchers & authors. Objective • To identify various employment engagement activities opted by IT organizations. • To ensure whether Employee Engagement initiatives has direct relation with employee retention, satisfaction & loyalty.
After a strike, the employees’ performance becomes reduced significantly in their working field. Consequently, making the organization suffer from slow growth in their rate of production. If the concession of the strike involves only the return to work and does not focus on the needs of the workers, during the recession period, an organization must be prepared to focus on any form of reduction productivity, and the employees work effort. Another outcome is that strikes tend to intensify the relationship between the employees and employer creating a problem in both disseminating information and work coordination between them. Consequently, the result of poor communication between the employer and employees is a low performance, which may eventually lead to low
sickness, death, moving abroad or employer’s initiated termination” In employment, turnover refers to any time a current employee leaves the company and is replaced by a new employee. Involuntary turnover is one type of turnover that occurs when an employee is terminated from a position. Employees may be let go for a wide range of reasons, including unsatisfactory job performance or inappropriate behavior, often called counterproductive work behavior (CWB).Many of the issues that cause involuntary turnover can be minimized by administering pre-employment tests in the hiring process. For example, one of the main causes of involuntary turnover is that new employees do not digest and apply the training they are given in a satisfactory manner; aptitude and skills tests can predict learning ability and the likelihood that an applicant will successfully complete
Impact Assignment: Part 1 Job loss Jessica Gilman Liberty University Impact Assignment: Part 1: Job loss Introduction How is the topic defined or conceptualized? I chose job loss as my topic that I want to discuss. Job loss is defined as the economic change in a company or job market. Job loss could be of many things, the company doesn’t have the funding to be able to keep a person on, requirements not being met, older age in individuals, or they just don’t want to keep that individual on due to not liking them. There are form of job loss as well and they are called layoffs where the company could be downsizing or going bankrupt because of means financially.
1. Introduction Anxiety disorder is associated with a significant economic burden due to decreased work productivity and increased use of health care services, particularly primary health care. This places a financial burden on organizations and governments (Wittchen, 2002). Muschalla and Linden (2012) defined Workplace Anxiety as "feelings of nervousness and uneasiness about the accomplishment of job tasks". It is considered as a domain specific perception that is affected by both individual differences and workplace characteristics.
- Self-actualization needs like challenges in jobs, achievements etc. b) Herzberg’s Two-Factor theory- this theory is also known as the motivator-hygiene theory. Herzberg and his associates tried to find out the factors which are the “turn-ons” and “turn-offs” for an employee (Herzberg et al,1959). This theory points out the factors which make an employee feel good/bad about their jobs. The factors which lead to satisfaction are known as “motivators” and those leading to dissatisfaction are “hygiene factors”.
The Physiological Contract is an important aspect of the Organization-Employee relationship. The concept of a “psychological contract” was introduced in 1960 by Argyris; however, it was not until the mid-1980s and 1990s with the advent of corporate downsizing, mergers, and takeovers that the concept of the “psychological contract” was explored as a theory to explain resulting employee turnover behavior (Van den Brande, 1999). Psychological contract is the belief or expectations each employee has when he/she joins an organization. It might be more of the positive aspects which made the employee choose the organization or the job. Rousseau explains the definition of Psychological Contract from the employee perspective: “Psychological contracts are defined as the beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organizations” (Rousseau, 1995 pp
The purpose of this memo is to discuss the opposing views of shareholders and stakeholders, evaluating our decision based on multiple ethical principles, focusing on Chocoholics Anonymous profitability, and ethical integrity. Chocoholics Anonymous experienced a decline in sales and decrease of profits during the economic downturn, as did the other companies in Iowa City. These companies fired employees to save money, which caused a large unemployment base. In order to control the increasing unemployment rate, the local economic development group cautioned local firms to avoid layoffs. The internal managers of Chocoholics Anonymous now have a conflict about the decision to keep or fire a full-time manager.