6846 Employee retention by motivation K. Sandhya1 and D. Pradeep Kumar2 1 2 Department of Humanities and Social Sciences ‚ JNTUH CEH‚ Kukatpally‚ Hyderabad-500085‚ A.P‚ India Department of Management Science‚ Madanapalle Institute of Science and Technology‚ Madanapalle‚ A.P-517325‚ India sandhyadean@yahoo.com Abstract Employee motivation is one of the important factors that can help the employer to improve employee and organizational performance. Different theories of motivation are
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operands of curiosity and exploration are motivational drivers. Motivation can be defined as the arousal‚ direction and persistence of behavior. (Franken‚ 1994) Motivation is an internal state or condition that activates behavior giving direction towards one’s desire or want. The motivational drive is a basic or instinctive need associated in the effort of behavior directed towards a goal-oriented cause. Curiosity is central to motivation for exploratory behavior. Curiosity has been referred as a
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are the reasons for low productivity in organizations R1 and R2 Organizations with effective management and policies tend to have a higher productivity than its counterparts attributing to its survival in its industry. On the other hand‚ low productivity can lead to poor customer satisfaction and when prolonged could eventually lead to liquidation of the organization. Low productivity of employees can also result in their unemployment. In my stint as a part time employee at a particular restaurant
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Power System Protection S.A.Soman Power System Dynamics Overview Power System Protection S.A.Soman Department of Electrical Engineering IIT Bombay System Protection Relays Example System Underfrequency and Rate of Change of Frequency Relays Undervoltage and Reverse Power Relay Lightning Protection Lightning Overvoltages Lightning Protection Devices Protection Paradigms - System Protection Summary Protection Paradigms - System Protection Power System Protection S.A.Soman Power
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Role of Non Monetary factors in Employee motivation. II. NON MONETARY FACTORS: Status or job title: By providing a higher status or designations the employee must be motivated. Employees prefer and proud of higher designations. Appreciation and recognition: Employees must be appreciated for their services. The praise should not come from immediate superior but also from higher authorities. Delegation of authority: Delegation of authority motivates a subordinate to perform the
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Girl-Child 1. End all forms of discrimination against the girl-child.STRATEGIC OBJECTIVES: Every child has the right to enjoy their human rights and to special protective measures without discrimination‚ including protection from discrimination because of what her/his parents do or believe. ICCPR 24:1; CRC 2 ACTIONS: * Ratify and implement the Convention on the Rights of the Child. * Ensure that a child is registered immediately after birth‚ has the right from birth to a name‚ to acquire a
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primarily based around productivity and flexibility. The leading employer associations including the Australian Chamber of Commerce and Industry (ACCI) and the Australian Industry Group (AI group) “have been conducting a public campaign calling for substantial changes to be made to the Fair Work Act” (Todd 2012 p. 345). This paper will discuss Todd’s (2012) assertation that it is questionable whether these changes to the industrial relations system would enhance productivity. I will argue that these
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CBK (2005) „Exchange Rates‚ Central bank of Kenya. www.centralbank.go.ke of Kenya‚ Accessed 7 April‚ 2005 Chappell‚ C. (2003) Qualitative Research Methods. www2.gsu.edu. Accessed 25 July‚ 2005 Chon‚ K. (1989) Understanding recreational travellers‟ motivation‚ attitude and satisfaction CIA (2005) World Factbook. Central Intelligence Agency‚ www.cia.gov. Accessed 15 June 2005 Clancy‚ M. (1999) Tourism and Development: Evidence from Mexico. Annals of Tourism Research 26 (1)‚ pp Creswell‚ J. W. (1998) Qualitative
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A Perky Way to Productivity 1) Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM. The importance of benefits for employees is very high. Lately‚ medical insurance is a target for most unemployed non-exempt individuals. Personally I have seen cases when the pay is at minimum wage for a job that should be paying more‚ but because of the fact the organization provided medical insurance for the workers and their families‚ employees stayed. As
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Managing for sustainable employee engagement Developing a behavioural framework Acknowledgements We are most grateful for the support from the members of our research consortium and from all the participating organisations who were involved in the project. We are also grateful to Ben Willmott at the CIPD for his help in getting the project off the ground and producing the report and guide. This Research Insight was written by Rachel Lewis‚ Emma Donaldson-Feilder and Taslim Tharani
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