Once I decide to start working for a company is because I believe in the service we are providing and want to be a part of their mission. It will be difficult to accept the mistake the company has made after all my years of employment and identifying with the company’s goals and values. But, we also need to understand that not everything or everyone is perfect. Companies can also make mistakes, but what they do and how they act afterwards is what sets them apart. There are ways in which such a crisis can strengthen organizational commitment.
If employees don 't connect with the values of an organisation, appreciate the contribution they can make, or do not feel that their employer cares or values them; they will not feel committed to the organisation or motivated to perform well. The strength of this is its focus on a specific physical and psychological state of being, meaning that it can be reliably measured and acted upon. Employee engagement as a concept has become increasingly main stream in management thinking over the last decade. It proposes a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers. It’s usually seen as an internal state of being, physical, mental and emotional, but many also view it as encompassing behaviour and in particular work effort.
Uncomfortable / unbalanced work life, people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees. Employees are the most important part for any organization.
For this purpose, a research will be carried out to analyse how employee retention is managed at….company….and what is being done to constantly motivate employees and encourage them to stay in the organisation. Furthermore, through various research, we will be able to identify the different methods that the organisation uses in order to reward its employees and what strategies it uses so as to retain its talented people. Moreover, retention related problems within the organisation will be also be analyzed in depth. Hence, based on this analysis, it will be easier to recommend the organisation about how it might achieve in retaining its current employees and attract the most talented people in the competitive labour market. Therefore in this research, we shall observe whether the …..company... is taking appropriate actions to retain their employees, how they are doing it and whether the strategies used are coherent with what employees need and value the most.
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
A manager needs to know how to lead his or her subordinates, either by motivating then as already mentioned, or by dealing with employee behavior issues (Robbins, & Coulter, 2012, p.9). This motivation is also increased when there is persistency towards the organization’s goals. Let’s say that, a goal for Barra as a manager would be “making employees happy towards the organization”. So, she has one goal towards her employees, which is keeping them happy and willing to give everything to achieve the company’s goals. But how do you keep hundreds of thousands of people motivated?
Focusing on addressing the employees I believe that an “executive as a moral person is characterized in terms of individual traits such as honesty and integrity”, which I intend to portray to my company (Trevino, Hartman, Brown: 128). This monthly forum is important because it provides me with the opportunity to justify the reasoning behind the firing of a senior executive whom lower level employees respected and considered a mentor . For instance, studies show that employees are looking for a genuine leader and a “key finding was a deceptively simple notion: people will not follow a leader they feel is inauthentic” (Amortegui, 2014: 3).Moreover, it offers the chance to defend and justify the company’s values and expectation from its employees. The article “5 Reasons You Need to Instill Values in Your Organization “explains that, as a CEO, “if your goal is to intentionally shape the actions and interactions of employees, you know the importance of creating a ‘value-based’ culture” (Amortegui, 2014: 2). Lastly, the monthly gathering helps with lecturing any employees’ doubts or concerns about the healthiness or potential growth of the organization.
The Amazon culture can be described as an outcome orientation organization with managers asking for results without excuses. The company also promote aggressiveness among employees and because of that, the employees consider each other as competition and not as a team. Since the social context is becoming really important, Amazon is forced to change their corporate culture. Their culture had brought a lot of success to the company, but it is now however time to change towards a positive environment and a positive culture that
However, they are very orthodox and may conflict with the employee’s best interests. Therefore, the rate of attrition at Biocon is very high with huge dropout rates by employees especially in the Sales team. This negatively affects the company’s image in front of the market and in front of the customers. However, there are several HR policies implemented by Biocon which are highly motivational to its employees. Firstly, their recruitment policies can be beneficial to employees using the ‘Employee Referral Program’.
If employees become frustrated with the company or their jobs become dissatisfying, production can drop and company revenue may plunge. In addition, poor employee relations due to a lack of human resources can cause prospective employees to reconsider joining the