The data suggests dissatisfaction with pay can be a key factor in turnovers . In Asters Pvt. Ltd, another variable is the low employee morale or motivation, the mangers should address the issue and to increase the motivation of employees.s These result of poor employee motivation among employees who may be overworked which affects their productivity which can impact the level of productivity of the company. This research project addresses the causes and affects of employee turnover. s in the poor morale of employees who may be overworked, and can, in turn, affect the level of productivity
There are employees who sustain and perform under pressure while there are employees who succumb to this rising pressure. According to Higginbotom (2011), “Employees suffering from high stress levels have lower engagement, are less productive and have higher absenteeism levels than those not working under excessive pressure” (P.1)Thus, an aggressive environment where the stress levels are high will prove unfavorable to employee performance. Secondly, poor leadership from the top management often detoriates productivity. A supervisor motivates his subordinates, instills confidence, and evokes enthusiasm with regard to their work. But if the same supervisor engages in aggressive and punitive behavior, it results in harassment at the workplace.
Problem Statement: Job Insecurity Leads Inefficiency of Employees at Workplace The job insecurity leading to inefficiency is basically the perceived powerlessness to maintain the desired continuity in a threatened job situation and one’s expectations about continuity in a job situation”. Objective job insecurity refers to the real event that threatens workers’ job situation. Event may include the overall economic situation in the country such as the austerity measures brought about by the recapitalization and consolidation reform acquisition/merger and internal restructuring as well as downsizing of an organization. Objective job insecurity is that workers who found themselves in organizations that are primarily categorized as “insecure,” experience
It is costly, lowers productivity and morale and tends to get worse if not dealt with. (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees employed during that period. (http://www.wisegeek.com/what-is-employee-turnover.htm) A high level of Labour Turnover could be caused by many factors: ¾ Inadequate wage levels leading to employees moving to competitors, ¾ Poor morale and low level of motivation within the workforce, ¾ Recruiting and seeking the wrong employees in the first place, meaning they seek more suitable employment, ¾ A buoyant local labour market offering more attractive opportunities to employees, (http://labourbureau.nic.in/Asi203c/chptr-III/lab/labour.htm) and ¾ Miss-match between employee’s personal values, career, goals and plans with the larger corporate
Those are more vulnerable to job burnout due to the highly stressful work environment and the emotional strains of the job. Burnout also hits perfectionist people who try to be everyone’s everything, those who identify with their work and get immersed in it to an extent that breaches theirwork-life balance. Causes
a) Employee Retention: Employee retention refers to the ability of an organization to retain employees. It is very important to draw a distinction between high performer employee retention and low performer employee retention. It is extremely important to retain high performers as they contribute to the overall success of the organization. Employee turnover or attrition is generally a symptom of larger issues. These issues are low employee motivation, low job satisfaction, absence of a well-defined career path, lack of recognition, poor relationship between employee and the manager.
Next; you lots of risk and pressure due to this disadvantages for you in yourself business manager. Fifth; disadvantageous, there is more workload. Next; just you are tired, you are bored, and you are pressured, manager and employees are not understanding, sleep disturbance, worry about future, in terms you definitely disadvantages, due to sometimes you want to leave business manager but being of high wages then you don’t want to leave business manager like other people. Sixth; disadvantageous, other factor is longer hours because cause of think about the weakening of authority, business recovery and the reduction of the conclusions that may be about business, distractibility or attention deficit, be unable to concentrate, not work satisfaction, uneasiness, forgetfulness the same time loss of memory, confusion in costs, and finally to be able to show little interest in family. Add to this factor is cause of family’s is forget.
Despite that, managers whom remains may fear of losing their jobs and will reduces jobs securities. Plus, delayering may results in outsourcing of some functions where manager responsibilities are much bigger and they have to bear all the burden themselves. Not only it will increase the levels of stress, the outcomes and decision making may not be as good quality as when working with more people. The article reviewed that the impacts of downsizing and delayering process on managers, first and foremost is related to managers ability to develop and grow in the organisation. Followed by, how managers encompasses their roles and treatment on other employees.
In today scenario retaining the employees in the organization is becoming a challengeable job. Hiring knowledge people for the job is essential for an employer but retention is even more important than hiring. The employees are valuable assests to the organiasation so it is the responsibility for the organization to develop the strategies in order to retain the employees. The loss of talented employees may also be detrimental to a company’s future success. Outstanding employees may leave an organisation because they become dissatisfied, underpaid or unmotivated (Coff, 1996), and the costs associated with employee turnover can be very high.
This resentment is detrimental for the desired healthy relationships amongst individuals in the organization. - Above all, the organization can face an increased attrition rate. Dissatisfied employees can start looking for other opportunities. These employees will either quit the current organization or refrain from putting adequate efforts into their work until they get the opportunity to quit the