Overview of Employee Turnover Research The impact of turnover has received considerable attention by senior management‚ human resources professionals‚ and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting organizations. This paper provides a summary of information‚ abstracted from published research‚ on the costs of turnover‚ factors contributing to its magnitude in organizations‚ and proposed remedies. Costs of
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1.0 INTRODUCTION Leadership is a critical issue and can be understood in different perspectives and different contexts. It would be difficult to give leadership a general definition because many authors have tried without reaching a consensus. “Our images of leadership are entirely personal” wrote Georgiades and Macdonell (1998). In terms of management‚ Robbins and DeCenzo (2005) referred to leadership as influencing others and possessing managerial authority. "Leadership is interpersonal influence
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Employee Retention Definition of Retention According to Phillips and Connell (2003)‚ Retention is the percentage of employees remaining in the organization. Based on Carsen (2002)‚ Retention simply refers to how many of your current employees stick around over a given period of time. Definition of Compensation According to Mondy and Noe (2005)‚ Compensation is defined as a specific amount of rewards that are provided to employees in return for their services. According to Dessler and Tan (2009)
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which are in the national interest. One of the main factors for conflict within the organisation is the lack of communication and Unitarists see this as dysfunctional and counterproductive. The Unitarists believe that conflict is not inherent in employee relations as it does not make good sense for the organisation. They see conflict as an opposite to what they stand for because it is not structural and not organised‚ they see it as frictional as it can cause rifts and
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irony (verbal‚ dramatic‚ and situational) in Romeo and Juliet by subtly putting it in his legendary play. William shows verbal irony in the play in act when it opens and says “Two households‚ both alike in dignity … to mend” (Prologue‚ lines 1-15). At first‚ when you hear this‚ you think that the two families honorable and dignified. But as the play goes on‚ you start to see that the families are violently competitive and undignified. Shakespeare also showed situational irony when he makes us think
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International Journal of Modern Engineering Research (IJMER) www.ijmer.com Vol.3‚ Issue.1‚ Jan-Feb. 2013 pp-523-529 ISSN: 2249-6645 A research work on Employee Satisfaction measurement with special reference to KRIBHCO‚ Surat Ekta Sinha Asst. Professor‚ Uka Tarsadia University‚ Gujarat Abstract: This research work has been done to measure the satisfaction level of employees with special reference to KRIBHCO‚ Surat. Today to sustain in such a competitive market its very important to retain
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University of Phoenix Material Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees on basis of their individual characteristics. Indicate how you would leverage their employee evaluations to motivate each of the three employees. Describe one or more of the motivational theories and explain how the theories connect to each of your selected motivational strategies. Team Member Name
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CONTEXT Katie‚ aged 15‚ is a highly motivated student from a family with a strong educational background‚ currently living and studying in a British-style International School in Ho Chi Minh City (HCMC)‚ Vietnam‚ and is a member of the increasing group of globally-mobile students. Katie can be solidly placed into the “entering phrase” of the transition from Taiwanese national to immigrant in a Western society‚ where she “has decided to become part of the new community‚ but is still figuring out what
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EMPLOYEE GRIEVANCES & DISCIPLINE [pic] In industrial context the word grievance is used in industrial context to designate claims by workers of a Trade Union concerning their individual or collective rights under an applicable collective agreement‚ individual contract of employment‚ law‚ regulations‚ work rules‚ custom or usage. Such claims involve questions relating to the interpretation or application of the rules. The term “Grievance” is used in countries to designate this type of claim
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CHAPTER - I INTRODUCTION Employee Morale refers to an attitude of satisfaction with a desire to continue and strive for attaining the objectives of a factory. Morale is purely emotional. It is an attitude of an employee towards his job‚ his superior and his organization. It is not static thing‚ but it changes depending on working conditions‚ superiors‚ fellow workers pay and so on. Morale may range from very high to very low. High Morale is evident from the positive feelings of employees such
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