...Causes of Employee Turnover ABSTRACTThe proposed research will be conducted to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that job satisfaction, employee motivation and employee involvement (independent variable) has an impact on employee turnover (dependent variable). Hence the purpose of this research will be, firstly getting the perception of employees at work by conducting semi structure interviews as an instrument of data collection to explore the effect of Job satisfaction, employee motivation and employee involvement on employee turnover. Secondly semi structure interviews will be further used to find and examine whether these three factors really affect or not if yes then which factor affects closely in order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research...
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...RESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when...
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...RESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when...
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...various behavioral assessments employers can determine best practices to improve employee motivation, satisfaction, and performance. Measurement tools can include assessments of employee personality traits and characteristics, work behaviors and attitudes, and job involvement and satisfaction. By using the information gathered from these assessments, employers can develop comprehensive plans to improve relational processes to bring together different individuals to work together in productive ways. For example, employees who have differing values, personalities, and emotional intelligence can learn new behavioral patterns to successfully collaborate in the workplace. Team members completed several example assessments to determine behavioral factors such as predominant personality style, emotional intelligence, and attitudes regarding job satisfaction, involvement, and workplace diversity. Employers can use personality assessments to determine how employees will work in some areas (Robbins & Judge, 2007). For example, personality styles of the team were dominant and interactive; indicating that team members would be complimentary when dealing with clients. According to data outlined in the DISC Platinum Rule Behavioral Style Assessment, individuals with interactive personality styles possess skills that are influential with developing relationships to accomplish goals and are more relationship-oriented then task-oriented (Alessandra, 2006). Conversely, dominant personality...
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...Motivating through Human Capital | October 21 2013 | [This paper gives an understanding of the relationship between human capital and the importance of job satisfaction and motivation when selecting employees.] | Written by: Hugo Todorovic-Gatsby | Motivating employees to complete a task is the easy part, but the real challenges that companies face in today’s demanding global markets are motivating those employees to work to the best of their abilities, and guiding their efforts to the vision and values of the organization. For a company to achieve its objectives in productivity, they must hire the employees that best “fit” into their organization’s beliefs and vision. Retaining human capital through job satisfaction and motivation are one of the most critical goals for any organization trying to expand its business model. This paper gives an understanding of the relationship between human capital, and the importance of job satisfaction and motivation when selecting employees. Human capital, job satisfaction and motivation are interrelated terms that are used every day of our lives however, not everyone knows exactly what it takes to effectively motivate employees. The ideology behind retaining human capital is simple: companies spend time and money developing employees that they feel display competencies that will greatly benefit the company in the future. Alongside the developmental stages, companies offer incentives, benefits, rewards and perks...
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...TITLE OF THE STUDY : A STUDY ON MOTIVATION FACTORS TOWARDS EMPLOYEE COMMITMENT AT BANK ISLAM MALAYSIA BERHAD SOUTHERN REGION CONTENTS 1. CHAPTER 1 : 2.1 Introduction 2.2 Statement of the problem 2.3 Research questions/objevtives 2.4 Scope of research 2.5 Significant of the study 2.6 Key terms /concepts. 2. CHAPTER 2: LITERATURE REVIEW AND CONCEPTUAL 3.7 Literature Review 3.8 Conceptual/research framework 3.9 Hypothesis 3. CHAPTER 3 : RESERCH METHODOLOGY 4.10 Research design 4.11 Sample size 4.12 Sampling technique 4.13 Data collection technique 4.14 Data collection 4.15 Data analysis 4. DATA ANALYSIS AND FINDINGS 5.16 Introduction 5.17 Profile of respondent 5.18 Pilot test 5.19 Tests for normality of data 5.20 Findings 5. DISCUSSION AND CONCLUSION 6.21 Introduction 6.22 Discussion 6.23 Limitation 6.24 Recommendation 6.25 Conclusion 6. REFERENCES 7. LIST OF TABLES 8. APPENDIXES BACKGROUND OF THE STUDY 1.1 Introduction At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking...
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...his job let alone feel motivated by it. On the basis of this case, Bruce has low job satisfaction and does not have motivation on his work, especially that time Helen re-structuring process. Otherwise Bruce feels socially isolated at work. So he needs some theories to change his attitude and values in order to help him to rebuild the high level of job satisfaction and motivation in the future. In this article, it will use three aspects to analysis Bruce action and find the solutions of these problems. First of all, it will use the job satisfaction and attitude to analysis why Bruce has low organization commitment and low productivity, then let Bruce enhance his job satisfaction and motivation within his work. What's more, it will introduce that Herzberg’s two factor theory to solve Bruce's problems. Lastly, some suggestions will be given to balance the two different values in order to help Bruce to continue stay in the workplace. Analysis Job satisfaction Job satisfaction plays a significant role about each person to enjoy his job. From this case Bruce has low satisfaction with his work, such as he does not satisfied his salary and position. According to Robbins et al(2008,p79) 'a person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied holds negative feelings about the job'. Firstly, it has to talk about the reasons of job satisfaction. It is public knowledge that there is a close relationship between salary...
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...the manager of their functional specialization. For example, a marketing employee in Project Z would receive day-to-day instructions from the Project Z manager but would receive career development guidance from the company's director of marketing. The functional manager also places employees in future projects. In the past, a project employee was evaluated by the employee's project leader at the time of the annual performance evaluation. However, some employees complained that they had just started the project, so the project leader didn't know their performance. The company wants to introduce a 360-degree feedback process to overcome this and other problems with the performance evaluation system. Describe the specific characteristics of a 360-degree feedback process and how it might be applied for project staff at this company. Identify two problems that the company should know about 360-degree feedback systems. A 360-degree feedback system (McShane & Steen, 2012, pp. 140) is an employee performance feedback system where information is collected from multiple sources including the employee’s peers, subordinates, supervisors, managers and customers. This method of employee performance feedback is employed by many organizations and is considered a social form of feedback as it is communicated by a person as opposed to a machine. As multiple sources provide performance reviews on an employee, the results are more accurate than when provided by a single supervisor...
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...Employee Engagement The idea of employee engagement is relatively new to researchers and the explanation of this construct is fairly inconsistent. Definitions of engagement vary based on the study performed and the proposed factors affecting engagement differ from one article to the next. While the theories of this construct may be blurred, many companies are beginning to see the clear picture – an engaged employee is a valuable, productive asset that can help the organization achieve its goals. This paper defines employee engagement as described in three articles and compares the results of these studies to provide recommendations on how organizations can develop an engaged workforce. Article 1 – Impact of HR Practices on Employee Engagement Defined in the first article, employee engagement is the extent to which an employee’s intellectual & emotional commitment help an organization achieve its desired results. It is the motivation and emotional connection an employee has to his or her job. The authors of this study further comment that employee engagement is the “blistering issue of modern business environment” (Sardar, Rehman, Yousaf, Aijaz 2011). The authors recognize that there are multiple definitions and factors of employee engagement. However, there is an overarching theme that organizations expect their employees to be dedicated to and have a positive attitude toward their work. Additionally, employees should take it upon themselves to further their own knowledge...
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...ALEXANDRIA UNIVERSITY FACULTY OF COMMERCE [pic] Organizational Behavior and Management Instructor: Dr. Aly A. Messallam Term Paper Impact of Motivation On Employee’s Performance & Turnover Prepared By: Amr A. Lotfy Table of content 1- Abstract ……………………………………………….3 2- Introduction………………………………………….4 3- Literature review………………………………….4 4- Motivation theories…………………………...…5 5- Turnover…………………………………..………….11 6- Performance Improvement and Appraisal for Employees……………..15 7- Existing situation………………………………..17 8- Conclusion and suggestions………………..18 9- References…………………………………………..19 1- Abstract In any organization employee motivation is the key factor for organizational performance. Since motivation influences productivity, managers need to understand what motivates employees to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices. Managers pay a heavy price when employees have motivation problems. When high-performing employees have unresolved motivation issues, their performance either declines or they leave for another job. When poor-performing employees are not motivated to improve, they drag down results, reduce productivity among their team members and, worse, seldom leave because they have no place to go. Alexandria Mineral Oils Company (AMOC) is an industrial company working in the field of petroleum...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Organizational behavior is the study of how individuals and groups perform together within an organization. It focuses on the best way to manage individuals, groups, organizations, and processes. Organizational behavior is an extensive topic and includes management, theories and practices of motivation, and the fundamentals of organizational structure and design. From the smallest nonprofit to the largest multinational conglomerate, firms and organizations all have to deal with the concept of organizational behavior. Knowledge about organizational behavior can provide managers with a better understanding of how their firm or organization attempts to accomplish its goals. This knowledge may also lead to ways in which a firm or organization can make its processes more effective and efficient, thus allowing the firm or organization to successfully adapt to changing circumstances. This chapter will help you better understand the theories and structures of organizational behavior. The chapter begins by discussing some of the basic characteristics of managers and management. It then Chapter 18 TLFeBOOK describes some of the popular theories and practical applications related to motivation and helps answer the question “What motivates employees and why does it motivate them?” The chapter then examines some of the fundamentals of organizational structure and describes ways in which organizational structures differ from one another. Finally it discusses a few methods by...
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...A Case Study of the Employee Turnover Problem in Walgreens Co. Jason Nguyen GM 591 Leadership and Organizational Behavior Professor Horst August 19, 2011 Introduction Walgreens Pharmacy is a drugstore chain that operates in the United States. This Company provides its customer with multichannel access to consumer goods and services, and pharmacy, health and wellness services in communities across America. Walgreens has become a fortune five hundred company and a popular landing spot for new college gradates. Instead of becoming a permanent home for new employees, it has become a stepping-stone for better job opportunities. This study provides literature reviews, problem analysis, and solution recommendations for the employee turnover tendency problem facing Walgreens Pharmacy. Walgreen offers its products and services through drugstores, as well as through mail, by telephone, and via the Internet. It sells prescription and non-prescription drugs, as well as general merchandise, including household products, convenience foods, personal care, beauty care, candy, photofinishing and seasonal items. Its pharmacy services include retail, specialty, infusion, medical facility, long-term care and mail service, along with pharmacy benefit solutions and respiratory services. Walgreens corporate, located in Deerfield Illinois, is in charge of overlooking all of the operation within the organization. My role in the organization is a Business Analysis. I am...
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...Factors of Motivation & Impact of Job Satisfaction on Organizational Commitment [pic] ACKNOWLEDGEMENTS “If you take care of your employees, your employees will take care of the organization & its customers over a period of time”. These are the words that have inspired us to conduct the research on the effect of employee motivation on organizational commitment. We shall be failing in our duty, if we do not record our gratitude to all those who have helped us & co-operated with us to pursuit this project. We would like to thank Prof. Kavita Lagate for her excellent sessions on Research Methodology which helped us to understand the various aspects of the subject & the project. Further by giving us an opportunity to carry out this research & present this research report under her guidance has enabled us to understand the concept of making a research report. CONTENTS Abstract………………………………………………………………………………………4 Introduction………………………………………………………………………………….5 Objectives of the Study …………………………………………………………………….6 Previous Research…………………………………………………………………………...7 Literature Review…..……………………………………………………………………….9 Research Methodology…………………………………………………………………….22 Data Collection & Analysis…………………………………………………......................25 Conclusion…………………………………………………………………………………..28 Direction for Future Research……………………………………………………………...
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