EMPLOYEE TURNOVER: Causes‚ Effects‚ and Preventive Actions René Cintrón Capella University ABSTRACT The author discusses the causes and effects of employee turnover and preventive actions managers can take to avoid out of control turnover. Causes of turnover fall under three categories: job dissatisfaction‚ errors in employee selection‚ and poor management (White‚ 1995). The most common cause of turnover is job dissatisfaction while the most common effects are the expenses borne by a company (Sheehan
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Managers Can Increase Your Productivity by Carmen Nobel Introduction The source of this article is a research done by Harvard Business School Assistant Professor Ethan S. Bernstein in which he explains how decreasing workplace transparency can increase the productivity of employees. This paper will analyze Bernstein’s research which was conducted on a technologically advanced manufacturer’s plant in Southern China‚ where measures were taken to impose transparency to ensure higher productivity‚ but during
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equality and women’s empowerment. Goal number 3 of the Millennium Development Goals {MDGs} focuses on promoting gender equality and empowerment of women. The specific target under this goal is to eliminate gender disparity in primary and in all levels of education not later than 2015. The UN Millennium Project‚ an advisory body was commissioned by the UN secretary general proposed best strategies for meeting the millennium development goals. The task force recognized that gender equality and women’s
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TITLE: The training and development audit evolves: Is your training and development budget wasted? The Authors: peter Admason ‚and Jim caple INTRODUCTION: This article evaluates the study of conducting an audit of training and development of different medium and large size of organization. Presents a three level of model that is event/program level‚ functional level and organizational level.This model is comprehensive and according to the standard of training and development against conventional
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problem of how to effectively motivate staff has become an increasingly important issue. “At one time‚ money was considered the best employee motivation technique. But today‚ the use of money as motivation has several strikes against it” (Zani‚ Rahim‚ Junos‚ Samanol‚ Ahmad‚ Merican‚ Saad‚ and Ahmad‚ 2011‚ p331). Money is one of they most common and quickest ways of motivation but not very effective as employees now need more than just money. This essay discusses that financial rewards may not be the
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Organizational Behavior Using rewards and punishments in a workplace to increase employee performance. 1. Punishment: For example‚ docking an employee one hour of pay for being 15 minutes late to work is punishment. From my point of view‚ a manager needs to understand what each concept is and how it applies to a situation. Then he can act according to the case. For reasons such as abuse‚ violence‚ harassment and theft‚ I think that the manager should use a punishment like a suspension
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1. TRAINING NEEDS ASSESSMENT There are three levels at which a company can operate‚ each with its specific needs that have to be assessed through a training needs assessment. There are different levels at which training needs are experience and Futurefurn training needs are identified as training for managers in: * Marketing * Selling * Manufacturing * Quality Control Therefore‚ Futurefurn’s needs refer to organisational needs/Mesolevel needs The mesolevel represents the level of the local organisation
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of Career Development in Improving Organizational Effectiveness and Employee Development Robert C. Merchant‚ Jr. Abstract Today’s employees are more career conscious then ever. They are demanding more in terms of personal growth and development. Organizations that fail to allow employees to meet their individual needs will be losing valued employees. This paper will examine the role and importance of Career Development Programs in developing and retaining employees. A Career Development Program seeks
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LITERATURE (Michael S. Lane‚ Gerald L. Blakely‚ 1990): Management development programmes are increasingly being studied and evaluated‚ regarding their efficiency and effectiveness. Presents the results of a survey of 155 directors and vice-presidents of personnel and human resource management departments regarding the current status of their management development programmes. The results indicate that management development programmes do not seem to differentiate between levels of management.
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HR Assignment Help Case Study: Google Motivation Case Study HR assignment Help Case study: Employee performance & Motivation on Google Case studies Google Case Study 1. Introduction and Problem Identification The argument of this paper is: One of the main reasons behind the stellar success of Google is its highly motivated employees. Financial and operational performance of a company is directly linked to its effectiveness in motivating employees. Many companies consider shareholder wealth
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