Improving Organization Retention
Improving Organizational Retention
PSY/435
September 13, 2010
Improving Organization Retention
Employee retention is the solution for improving organizational performance (Dey, 2009). An organization who wants to ensure they keep their employees from leaving their business to work for a rivalry organization is to maximize job satisfaction. To maximize job satisfaction the organization will need to make changes to their training process to ensure that each employee fully understands his or her position in the company. The company should also speak with the employees on how they feel about their job (Spector, 2008). An organization that can create a friendly atmosphere for the employees will have a better chance of keeping them. The ultimate goal here is to retain employees and try to keep them from wanting to leave the organization to work for a company rival. Employee motivation can also help to boost the confidence of the organizations employees.
Justice theory
The justice motivational theory is concerned with the values in a person rather than his or her needs, beliefs, or reinforcements (Spector, 2008). This theory goes on the assumption that most people value fairness in their relations with other employees in the workplace. When an individual is hired by an organization to do a specific job that individual expects, they will do their job to the best of his or her ability and in return he or she expects to be treated fairly by the organization and other employees (Spector, 2008). If an individual is treated fairly he or she will be motivated to treat others with the same fairness and respect.
Two-Factor theory
The two factory theory states that an individual is motivated by the nature of the job and not by rewards or conditions of the job (Spector, 2008). The two-factor theory consists of two categories, the hygiene factor and the motivator factor. Hygiene factors include relevant and pertinent information for the job, such as pay,
PSY/435
September 13, 2010
Improving Organization Retention
Employee retention is the solution for improving organizational performance (Dey, 2009). An organization who wants to ensure they keep their employees from leaving their business to work for a rivalry organization is to maximize job satisfaction. To maximize job satisfaction the organization will need to make changes to their training process to ensure that each employee fully understands his or her position in the company. The company should also speak with the employees on how they feel about their job (Spector, 2008). An organization that can create a friendly atmosphere for the employees will have a better chance of keeping them. The ultimate goal here is to retain employees and try to keep them from wanting to leave the organization to work for a company rival. Employee motivation can also help to boost the confidence of the organizations employees.
Justice theory
The justice motivational theory is concerned with the values in a person rather than his or her needs, beliefs, or reinforcements (Spector, 2008). This theory goes on the assumption that most people value fairness in their relations with other employees in the workplace. When an individual is hired by an organization to do a specific job that individual expects, they will do their job to the best of his or her ability and in return he or she expects to be treated fairly by the organization and other employees (Spector, 2008). If an individual is treated fairly he or she will be motivated to treat others with the same fairness and respect.
Two-Factor theory
The two factory theory states that an individual is motivated by the nature of the job and not by rewards or conditions of the job (Spector, 2008). The two-factor theory consists of two categories, the hygiene factor and the motivator factor. Hygiene factors include relevant and pertinent information for the job, such as pay,
References: Dey, S. (2009). Employee Retention -- A Key To Organizational Growth. Globsyn Management Journal, 3(1), 45-49. Retrieved from Business Source Complete database. Spector, P. E. (2008). Industrial and organizational psychology: Research and practice (5th ed.). Hoboken, NJ: Wiley.