1000 results for “Employee Turnover”.
Employee Turnover and Its Impact on Performance
Employees are regarded a critical resource for any organization. For this reason, the relevance of effective employee turnover management cannot be overstated. In this text, I concern myself with employee turnover. In so doing, I will amongst other things discuss the effects of a high employee turnover, i.e. how a high employee turnover affects employee performance particularly at the National Archives and ecords Administration - NAA. Further, I will also highlight the various causes of employee turnover and the measures the management should embrace to rein in the same.
Employee Turnover: An Overview
Employee turnover according to Armstrong (2010) is essentially the rate at which employees leave the company. According to Saratoga Institute (as cited in Deane and Sanjeev, 2004), "turnover is calculated as the number of employee terminations in a given period -- voluntary, involuntary or both -- divided by the average…
Aamodt, M.G. (2012). Industrial/Organizational Psychology: An Applied Approach (7th ed.). Belmont, CA: Cengage Learning.
Armstrong, M. (2010). Armstrong's Essential Human Resource Management Practice: A Guide to People Management. Philadelphia, PA: Kogan Page Publishers.
Deane, W.J. & Sanjeev, A. (Sept, 2004). Measuring Retention Rather Than Turnover: A Different and Complementary HR Calculus. Human Resource Planning, 27(3), 6-13.
Gitman, L.J. & McDaniel, C.D. (2008). The Future of Business: The Essentials (4th ed.). Mason, OH: Cengage Learning.
Employee Turnover ates
Letter of Transittal
The availability of human assets is best expressed by the turnover. The issue on turnover has extensively become one of the renowned research areas in the field of human resource management. There are two different types of research interest, namely turnover intention and voluntary turnover. Though a significant number of studies on turnover have shown that turnover intention is highly correlated to voluntary turnover with a positive relationship (Price, 2001), however, this turnover intention does not necessarily lead to actual turnover. Since the relationship between turnover intention and actual turnover has been well-established in literature, it can be concluded that turnover intention is the best immediate predictor and strongest precursor of voluntary turnover.
Literature conveys various definitions of turnover intention. Most researchers define it as a conscious or planned willfulness to permanently withdraw from an organization, normally measured along a specific time dimension, while…
AARP. (2002). Staying Ahead of the Curve: The AARP Work and Career Study. Washington, D.C.: AARP Retention rodeo. Accessed from: http://assets.aarp.org/rgcenter/econ/d17773_multiwork_1.pdf
AICPA. (2011). The 2011 PCPS Top Talent Survey. Accessed from: http://www.aicpa.org/InterestAreas/PrivateCompaniesPracticeSection/HumanCapital/DownloadableDocuments/TopTalentStudy2011.PDF
Allen, D. & Griffeth, R. (2001). Test of a Mediated Performance -- Turnover Relationship Highlighting the Moderating Roles of Visibility and Reward Contingency. Journal of Applied Psychology 86, 1014-1021.
Breaugh, J.A. (1985). The Measurement of Work Autonomy. Human Relations. 38, 551-570.
Employee turnover and customer satisfaction: a comparison of rural and urban healthcare facilities
Staff turnover within the long-term care industry continues to increase at a significant rate (Castle, 2003). National averages show the overall turnover rate ranges from 38% to 50% for Licensed Practical Nurses (LPN), registered nurses (N) and administrators and 66% for Certified Nurses Aides (CNA) (American Health Care Association [AHCA], 2008). Turnover increases cost associated with recruitment and training as well as affects quality of care and customer satisfaction. For example, a turnover rate of 45% among 2.6 million long-term care workers costs about $4.1 billion per year. Furthermore, it can lead to inadequate staffing levels which results in decreased continuity of care (Castle, Degenholtz, & osen, 2006; Seavey, 2004; LTCCC, 2008). Dr. Charlene Harrington, a leading researcher in the nursing home field, contends that inadequate staffing levels are the primary reason for poor quality of care…
American Health Care Association (AHCA). 2003. Results of the 2002 AHCA Survey of Nursing Staff Vacancy and Turnover in Nursing Homes. Retrieved January 1, 2012 from http://www.ahcancal.org/research_data / staffing/Documents/Vacancy_Turnover_Survey2003.pdf.
American Health Care Association (AHCA). 2008. Report of findings 2007 AHCA Survey Nursing Staff Vacancy and Turnover in Nursing Facilities. Retrieved January 1, 2012 from
Table 2 Fit measures for models 1 and 2
X[sup2] = Chi-Squared is rarely used by itself as a measure of model fit, since it is heavily influenced by the number of cases in the sample (Byrne, 1998).
X[sup2]/df = Chi-Squared divided by degrees of freedom and a small resulting value interpreted as a good fit, while a large value is generally seen as indicative of a bad or poor data-model fit. Usually, as a rule of thumb, a cut-off value of 3.00 to 4.00, and even as high as 5.00, is interpreted as indicative as a good data-model fit (Bollen, 1989, p. 278; Hayduk, 1987, p. 168; Mueller, 1996, p. 84).
GFI = Goodness of Fit is a measure of the amount of observed variance/covariance information that can be accounted for by the hypothesized model and values over 0.90 are seen as…
Finally, this author suggests that the nature of the relationship and the type of psychological contract that emerges between workers and management is highly subjective and will naturally involve individual perceptions that may not be completely discernible without further investigation. In this regard, Kikul adds that employee perceptions of contract breach "represents a cognitive assessment of contract fulfillment that is based on an individual perception of what each party has promised and provided to the other" (Kikul, 2001, p. 321). Just as an individual's perceptions of their own self-worth and self-esteem are unique, the manner in which these psychological contracts can be breached or violated can also be unique as a result of individual differences in how people view the world around them.
There is a common theme that runs throughout the analysis, though, and people inherently appear to have a fine-tuned sense of justice that alerts them to when…
Abbasi, S.M., & Hollman, K.W. (2000). Turnover: The Real Bottom Line. Public Personnel Management, 29(3), 333.
Akpotu, N.E., & Nwadiani, M. (2002). Academic Staff Turnover in Nigerian Universities. Education, 123(2), 305.
Arora, S., & Waldman, J.D. (2004). Measuring Retention Rather Than Turnover: A Different and Complementary HR Calculus. Human Resource Planning, 27(3), 6.
Bamber, E.M., & Iyer, V.M. (2002). Big 5 Auditors' Professional and Organizational Identification: Consistency or Conflict? Auditing: A Journal of Practice & Theory, 21(2), 21.
Regular Training as a Way of Reducing Employee Turnover
It is important to note, from the onset, that as Taylor and Stern (2009) point out, “turnover produces innumerable problems for organizations” (p. 5). The relevance of bringing down the rate of employee turnover cannot therefore be being overstated. This is more so the case given the costs associated with a high employee turnover rate. In the words of Choi and Dickson (2009), “it has been well documented that employee turnover involves a significant cost for the business” (p. 105). While there are various other ways that have been explored and seen to be successful, there is no holy grail when it comes to retaining employees and ensuring they do not quit in search of better prospects. I would, therefore, propose that we embrace a cocktail of strategies to reduce employee turnover. Employee turnover, as Choi and Dickson (2009) point out,…
Managerial Turnover: A Problem?
Employee turnover should be a cause for concern in any organisation. It should be even more worrying if it involves key employees such as managers. The exit of employees from an organisation is often an indicator of considerable shortcomings in how the organisation manages its employees (Truss, Mankin & Kelliher, 2012). It could point to dissatisfaction with working conditions, management style, remuneration, workload, and so forth. HealthCare Launder Care (HCLC) has lost 30 of its 120 unit and site managers in the past one year, translating to a 25% managerial turnover rate (Heneman, Judge & Kammeyer-Mueller, 2012). This is without a doubt a disturbing trend that the organisation must urgently address to avoid the potential repercussions. The organisation must investigate the cause of the trend and put in place corrective measures if it is to succeed in the long term.
Managers are critical employees in any…
Nonprofit Business Case Study: JumpstartOverviewBy some standards, Jumpstart could be deemed a successful non-profit. This is more so the case given that it has gradually morphed into a national organization and has managed to transition from a founder-led organization into a professionally managed entity. The latter was an uphill task for the organization. However, despite remaining true to its mission, expanding nationally, and embracing a more professional approach in the management of its affairs, the organization has encountered a number of challenges that could get in the way of future success. Some of the said challenges will be highlighted in this write-up and proposals to address them floated.Main IssueFrom the onset, it would be prudent to note that one of the main issues that Jumpstart grapples with at the moment is access to capital to support its growth. At present, the organization is largely dependent upon five funding streams, i.e.…
Simons, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. CRC Press.
Tyson, S. (2012). Essentials of Human Resource Management. Routledge.
In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:
Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer
Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts
Offering various non-financial incentives, such as flexible working schedules or the organization of…
Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908
Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1
Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America, http://www.china-embassy.org/eng/xw/t401165.htm last accessed on February 23, 2010
A very important point is that online learning can be done individually or in groups (for example video conferences).
6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…
Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt
Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.
Organizational culture and employee feedback programs
The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.
Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…
Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.
Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.
Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.
Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.
It is common for people to travel far and wide for employment opportunities. It is a difficult task not just for the workers but their families as well. The living conditions, health sanitation and many other difficulties often cause these individuals to regret their choice and quit the job. The paper highlights the expatriate issues and the significant and life altering role that H can play in this respect.
It is very important to understand what exactly an Expatriate Employee is before matters like: problems faced by them and the reasons for their high turnover rates are delved into.
In simple terms the word 'expatriate' refers to any person working in a country other than his or her native or birth country. This individual could be employed by one of their native 'Multi-national Corporations' and then selected to represent them abroad, in which case they can also be…
Expatriate Law and Legal Definition (2012). U.S. Legal. Retrieved June 7th from http://definitions.uslegal.com/e/expatriate/
Gross, A (1997). Pacific Bridge Incorporated: Human Resource Issues in Southeast Asia. Retrieved June 7, 2012, from http://www.pacificbridge.com/publications/human-resource-issues-in-southeast-asia/
Jones, S (2000). Oxford Journals; Medical Aspects of Expatriate Health: Health Threats. Retrieved June 7, 2012, from http://occmed.oxfordjournals.org/content/50/8/572.full.pdf
Lockwood, N. R (2006). Maximizing Human Capital: Demonstrating HR Value with Key Performance Indicators. Retrieved June 10, 2012, from http://www.brock.dk/fileadmin/user_upload/brock/pdf/kursusafd/SHRM/Maximizing_Human_Capital.pdf
Burnout and rapid employee turnover are problems that continually plague developed nations. Employees constantly are burdened with high work standards and even larger work loads without a corresponding increase in compensation. This document aims to address many of the issues that contribute to employee burnout and methods in which to alleviate their effects. In particular, older women with high external stress levels are prone to employee burnout. By adequately addressing these issues, older women and those within their immediate sphere of influence can better acclimate to the work environment. This acclimation will ultimately help older women live longer, more quality lives.
Employee burnout has become a very contentious issue of late. Due primarily to the loss of jobs overseas coupled with massive layoffs, employees are forced to do more work during a typical workday. Many of the more prestigious, higher paying positions have been eliminated or cut due to lack…
1) Kristensen, T.S., Borritz, M., Villadsen, E., & Christensen, K.B. The Copenhagen Burnout Inventory: A new tool for the assessment of burnout. Work & Stress, 2005, 19, 192-207.
2) Shirom, A. & Melamed, S. Does burnout affect physical health? A review of the evidence. In A.S.G. Antoniou & C.L. Cooper (Eds.), Research companion to organizational health psychology (pp. 599 -- 622). Cheltenham, UK: Edward Elgar, 2005.
Reducing Turnover in New Graduate Residence Program
Introduction- The process of recruiting and training, particularly in high-impact fields like healthcare, has become increasingly complex and expensive. Turnover is the rate at which an organization gains or loses employees. High turnover means that more employees are leaving more rapidly, which can be harmful to productivity and finances. Real costs of hiring including recruitment time, opportunity costs, and investment in both the new employee and the staff in Human Resources. Indirect costs include training, loss of production, reduction of performance levels, overtime due to inexperience, etc. In fact, this issue is so important that in for-profit organizations, the cost of employee turnover is estimated to be about 150% of the total payroll and benefit package (Rothwell, 2012). One needs to also understand the high costs of post-employment; drug-screening, physical exams, orientation, learning curve, coaching from others, etc. Staff time is difficult to…
Nurses' job satisfaction well below average. (2012, March 5). Retrieved from Medical Express: http://medicalxpress.com/news/2012-03-nurses-job-satisfaction-average.html
The Real Costs of High Turnover. (2012, October). HRNNewsdaily. Retrieved from:
Agency for Healthcare Research and Quality. (2013, January). Researcha dn Data. Retrieved from U.S. Department of Health and Human Services: http://www.ahrq.gov/
Life Balance in Effective Employee Management
Importance of Work-Life Balance
The purpose of this paper is to explain the importance of work-life balance in an effective management of employees in contemporary organizations. The paper constitutes a brief introduction to the concept and a comprehensive discussion on how a good work-life balance of employees increases their morale, motivation, and commitment which ultimately contribute towards their superior workplace performance and higher organizational productivity.
Work-life balance means how employees are able to split their time and energy to manage their personal and professional lives in such a fashion that neither of them is negatively affected by the other (Eikhof, Warhurst, & Haunschild 2007). Work-life balance allows them to give time to their family commitments, personal care, community participation, and other personal life activities along with fulfilling the demands of their professional life (Saxena 2009). It is the responsibility of employers to formulate policies…
Resources, 49 (3): 285-307.
Moore, T., Johns, R. & Johnson, C. 2006, "Work-Life Balance Experiences of Women in the Construction Industry," International Employment Relations Review, 12 (2): 67-78.
Pedersen, V. & Lewis, S. 2012, "Flexible friends? Flexible working time arrangements, blurred work-life boundaries and friendship," Work, Employment & Society, 26 (3): 464-480.
Robbins, S. & Coulter, M. 2006, Management. 8th Edition. U.S.: Prentice Hall
Saxena, P. 2009, Principles of Management: A Modern Approach, 1st Edition. India: Global India Publications
Supervising a Problem Employee
An Employee elations Case Study
Supervising a Problem Employee: An Employee elations Case Study
SCENAIO: John Jones is a long-term employee of the Lackawanna Police Department. During his first ten years on the force, John was enthusiastic about his job and was promoted quickly. Within the last year, however, John's performance has deteriorated. He is constantly agitated and is frequently late for work in the morning. His paperwork has gotten shoddy and he often turns in reports well past their due date. John's immediate supervisor, Betty Brown wants to salvage her employee, John. She has known him for many years and she feels that something must be seriously wrong and it is directly affecting his employment with the Lackawanna Police Department.
Unfortunately, situations like John's are all too common in today's workforce. As employers continue to use more human resources generalists and fewer specialists in…
Ackerman, Spencer (2000, October 12). Rutgers University police officers complain of racism in department. Daily Targum (University Wire).
Aminuddin, Maimunah (1998, January). Building harmonious employee relations. New Straits Times.
Gill, Lucy (1999). How to Work With Just About Anyone. New York, NY: Simon & Schuster.
Shilling, Dana (2002). The Complete Guide to Human Resources and the Law: 2002 Supplement (Rev. ed.). Paramus, NJ: Prentice Hall.
As a caveat, it must be noted that the measures of turnover varied across centers. epresenting 62% of the treatments centers, hospitals overwhelmingly constituted the largest group, with only 31% of centers classified as for-profit. Centers of both types averaged approximately 115 clients each, ranging, on average, over four or five levels of care. The demographic composition of the couselor workforce was 57% female, 13% minority group members, 50% with graduate degrees, 56% certified, and 37% in recovery. Counselors' salaries averaged $30,134, with a range of $15,000 -- $62,640. With respect to the client population, an average of 54% had experienced a relapse. Twenty-nine percent will in a program due to a court mandate. Twenty-six percent of clients were covered by Medicaid and 18% were covered by managed care.
McNulty et al. tested ten hypotheses in four conceptual blocks of variables. Their "key hypotheses" (p. 173) concerned the role…
McNulty, T.L., Oser, C.B., Johnson, J.A., Knudsen, H.K., & Roman, P.M. (2007).
Counselor turnover in substance abuse treatment centers: An organizational-level analysis. Sociological Inquiry, 77 (2), 166 -- 193.
DEFINING THE POBLEM
SOULTIONS AND IMPLENENTATIONS
Oce' Printing systems is an international company which specializes in original ICT applications and productive user-friendly systems, such as nonfunctional and multifunctional printers, plotters, copiers, scanners, as well as print management, document management, archiving, color management, design tools and image manipulator. Services provided by Oce' printing company includes consulting services, implementation services, education services, support services and facility services. (Oce' Website)
In addition to providing a wide range of products and services, Oce employs many European expatriates. As Oce continues to expand and keep updated and advanced on the latest and newest technologies, they must keep high quality employees, and a mixture of different cultures on their teams. One of the goals of this company is to decrease the high turnover rate and increase employee satisfaction European expatriates, of course do have…
Oce Printing Systems Website
Went Robert, Making Europe Work, Capital and class, Summer 2002
Glyn, Salverda, Does Wage Increase Really Cut Jobs, 1997
Michie and Smith, Devising A Strategy For Pay, 1997
In the contemporary business world, employee performance is a fundamental determinant in the attainment of organizational goals and objectives. For this reason, organizations come up with various ways of motivating their workforce so as to ensure there is a high employee performance. Work life balance is a largely significant observable fact that is of considerable concern to different employees in an organization. In delineation, work life balance is expediting and fast-tracking between one's work, which encompasses career and aspiration and one's lifestyle, which encompasses health, leisure and family. This goes beyond emphasizing on the work role and personal life of individuals. It also influences the social, mental, financial and psychological welfare of the individual (Obiageli et al., 2015). This essay will assess the statement as to whether work life balance has a positive outcome for the organization and also for the employees.
Outcome for Employees
One of the positive outcomes…
OI from Employee Education
The notion that employee education and training leads to higher levels of employee productivity is not a new concept in business management. However, for many businesses, the cost of employee education is still regarded as an optional business expense instead of an essential business investment. This prevailing attitude is primarily due to the fact that there appears to be no clear connection between employee education and the bottom line. It is the objective of this paper to demonstrate that there is a OI from employee education, as it: increases the level of employee productivity; is of strategic importance to businesses building competitive advantages; improves employee morale and retention; and reduces the costs of recruitment.
KEY WODS AND PHASES: employee education; training and development; productivity; investment; OI; competitive advantage; employee recruitment; employee retention; employee morale; life-long education; skills; knowledge; learning; human resource management; human resource development; intellectual…
Ariss, S.S., & Timmins, S.A. (1989). Employee Education and Job Performance: Does
Education Matter? Public Personnel Management. Vol. 18: 1, p. 1+.
Davis, B. D, & Muir, C. (2002). In This Issue: Upgrading Business Literacy and Information
Skills. Business Communication Quarterly. Vol. 65: 3. p. 99+.
organization 25 employees worked, em-ployed, a -employer organization . Using congruence framework, analyze organization 12 components model: history, environment, resources, & strategy (inputs); task, informal & formal organization, & individuals (throughputs); individual, group, & organizational outputs; feedback loop.
The congruence model as put forth by Nadler and Tushman (1980)
suggests that organizations need to have a particular degree of consistency and fit for twelve components in order to achieve success in their strategies. They define congruence as how well the various components within the organization fit together. This means that for any organization, the components that lead to the effectiveness of the model need to be of high quality in order to fit with the others. It can be argued that the congruence model suggests that inputs for the organization must match outputs through making an efficient transformation process and feedback loop. These are the four major categories…
Bessant, J., & Tidd, J. (2011). Innovation and Entrepreneurship: Wiley.
Grundy, T., & Brown, L. (2002). Strategic Project Management: Creating Organizational Breakthroughs. Hampshire: Thomson Learning.
Hellriegel, D., Slocum, J., & John W. Slocum, J. (2010). Organizational Behavior. Stamford, Connecticut: Cengage South-Western.
Mohapatra, S. (2009). Business Process Automation. New Delhi: Prentice-Hall Of India Pvt. Ltd.
Because cross-trained employees are more knowledgeable about the overall business processes of the organization, their conceptual understanding of the mission of their organization is enhanced by every incremental increase of their involvement and knowledge of its operations (obbins & Judge, 2009). Beyond that element of increased involvement, the fact that cross-trained workforces tend to improve the morale and organizational connectedness of individual employees also contributes directly to organizational benefits through the positive impact on individual performance. Finally, cross-trained workforces also collaborate better and exhibit increased interpersonal rapport with coworkers. According to generally accepted principles of organizational behavior, this element also improves individual work performance beyond what is capable of achieving without such interpersonal rapport among coworkers (ussell-Whalling, 2008).
Conclusions and ecommendations
The review of the available literature on the beneficial effects of cross-trained workforces on their organizations strongly suggests that, as a general rule, cross-training should be implemented in business…
Caggiano, C. "Sign of the cross-training times." INC. (Dec/1998): 122-123.
Daft, R. (2005) Management. Mason: Thomson South Western.
George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Modern business has now fully integrated computer technology and Internet connectivity within the professional business environment, but has been comparatively slow to adapt the new reality that many professional business functions are fully capable of being conducted from the home, for at least some significant portion of the typical office employee's work week.
Is it possible to increase employee motivation by providing increased employee input into factors that normally are not subject to employee preference in the professional business environment? Specifically:
To what extent would greater autonomy and individual choice of work shift hours and structure (length of shift, work hours, etc.) improve employee motivation while at work?
To what extent would the opportunity to work from home improve employee satisfaction and therefore, motivation at work?
To what extent is the prospect of improving employee motivation through implementation of greater autonomy in relation to work shift structure and…
Organizational change takes place when an organization makes a transition into its wanted future state from the current state. Organizational change is managed through planning and execution of that transition, while aiming at minimum expense and minimum staff resistance, and at the same time achieving maximum success of the transition process (Anderson and King, 2002).
The modern-day organizational environment needs organizations to go through nearly constant transitions for them to maintain competitiveness. Such aspects as rapid technological evolution and market globalization make it difficult for companies to survive without being responsive. These kinds of transition are probably minor, such as installation of new software or major, such as coming up with new strategies for marketing, disputing hostile takeovers or changing the organization due to stubborn foreign competition (Anderson and King, 2002).
A critique of several tactics that can be used to engage employees in the change process.
You should consider…
Compensation in Wachovia Bank's Base Employee Tier
Bank Teller Pay
Compensation in Wachovia Bank's Base Employee Tier
Banking Industry Practices
etention ates for Tellers
Opportunity Cost for Promotion
Consideration of Drawbacks
Compensation of tellers at Wachovia Bank is closely tied to turnover rates. Employee turnover is costly because resources must be expended to replace employees who leave. ecruitment and training can be expected to be approximately one-third of an employee's salary. In the banking industry, the turnover rate for tellers also impacts the bank's ability to efficaciously cross-sell investment products. High turnover rates of promotable employees contribute to increased expenditures by the human resources department since searches must be orchestrated with outside executive search consultants. The banking industry is in survival mode. In order for Wachovia Bank to survive in this industry, we must take care of our frontline. The frontline of Wachovia Bank is our tellers. A…
Careers: Teller, (2011). Wells Fargo / Wachovia [Web] Retrieved https://www.wellsfargo.com/careers/fit/opportunities/teller
Hourly rate snapshot for bank teller jobs, PayScale. (n.a., n.d.) [Web] Retrieved http;//www.payscale.com/research/U.S./Job=Bank_Teller/Hourly_Rate
Looking for research on the cost of staff turnover? (2011). LinkedIn. [Discussion] Retrieved http://www.linkedin.com/answers/management/business-analytics/MGM_ANA/
612746-20209499 [Chartered Institute of Personnel and Development (CIPD) in the UK]
Additionally, the fact that the training is offered at all levels of the position -- not just entry levels -- and the fact that the training is offered to both employees as well as volunteers, further increases the odds that the individuals will accept the positions in the NFP sector.
"Nonprofit organizations owe it to their staff members to train them and develop their careers. […] the advancement of a nonprofit's mission requires staff training (that includes volunteers) at all levels and in all skills. Human resource development is the only way to sustained viable programming. That makes training an intrinsic component of strategic management, the very best means to changing the skills, knowledge and attitude of staff" (Chehade and Jassemm, 2010).
Employees in the not-for-profit sector often accept the lower salary in exchange for several other non-financial benefits, like the training opportunities, but also for benefits such as flexibility…
Anheier, H.K., 2003, Work in the non-profit sector: forms, patterns and methodologies, International Labor Organization
Boyd, C., 2003, Human resource management and occupational health and safety, Routledge
Brown, H.H., Ruhl, D.L., 2003, Breakthrough management for not-for-profit organizations: beyond survival in the 21st century, Greenwood Publishing Group
Buhler, P., 2002, Human resources management: all the information you need to manage your staff and meet your business objectives, Adams Media
Amazon has long had a turnover problem. This is often attributed to the relationship that management has to its employees. Management at Amazon tends to be hard-driving, demanding very high performance standards of its workers. In part, this is because the company wants to compete better. If employees are more efficient, such as in its warehouses, then customers receive their goods faster. That in turn is good for business, but it is not good for employees, and high turnover is a natural result. The company's management practices have been described as "digital Taylorism," based on principles of scientific management where tasks are clearly defined and measured. This leads to jobs, ultimately, that are unsatisfactory (Stefanova, 2015). As a result, Amazon has the second-highest turnover of any Fortune 500 company (Mahapatra, 2013).
In order to address, this problem, Kotter's eight steps can be applied. The eight steps are to create urgency,…
Human esource Management
ecruitment and selection processes impact on staff turnover
The impact of human resource management policies and practices on an organization is an important topic in the human resource management field. ecruitment and selection are important factors within the human resource management which ensure that an organization gets the necessary human skills, knowledge and capabilities which will make it possible for the organization to forge ahead into the future. The recent recognition of just how strategically important the processes of recruitment and selection are to an organization towards enhancing the performance of the organization hence an emphasis is put on getting the right person for a particular position .the selection of the right person means that the agenda of personnel recruitment and selection should be mainly influenced by formalization, focus on objectivity, reliability, validity and relevant technology and appropriate method which will ensure that there is decision making…
Martin, M.Whiting, F. & Jackson, T.(2010). Human Resource Practice, 5th edition. Retrieved May 29, 2014 from http://www.cipd.co.uk/NR/rdonlyres/194F086A-6EE1-451C-B72A-D3C7CFECC435/0/9781843982531_sc.pdf
Preston D., (2012). An Introduction to Human Resource Management in Business. Book 2. The Open University Walton Hall, Milton Kaynes.
smaller company offer competitive benefit packages employees competing talent large corporations? FYI - School text book The Handbook Employee Benefits, Seventh Edition Jerry S.
Competitiveness of employee benefits in small size enterprises
The global economy is still striving to overcome the tremendous pressures of the economic recession that began in 2007 in the American real estate sector and soon expanded to the rest of the sectors, as well as the rest of the countries. The means in which each country or sector overcome the recession differ from one region to the other and the differences are due to elements such as fiscal policies, strength of the economic sector or the threshold for risk. Generically, more protective countries have proven better able to overcome the threats of the crisis (Bernitz and inge, 2010).
Despite the domestic particularities of each region, fact remains that overcoming the crisis should be a global effort…
Berniz, U., Ringe, W.G.. (2010). Company law and economic protectionism: new challenges to European integration. Oxford University Press.
Dyer, W.G., Dyer, W.G., Dyer, J.H., (2010). Team building: proven strategies for improving team performance. John Wiley and Sons.
Kess, S., Weltman, B. (2005). Individuals and small business tax planning guide. CCH.
Khan, J. Soverall, W., (2007). Gaining productivity. Arawak Publications
This paper discusses why the organization is unable to retain its employees given that it is experiencing high cases of absenteeism, wok-related stress, and a worrying trend of employee turnover. The evaluation is conducted on the premise that employee retention is a crucial component of organizational success and has significant implications for personnel and human resource management as well as organizational behavior. A descriptive research design was utilized to conduct this study through a Likert scale survey instrument comprising of seventeen questions. The survey was administered to a group of participants from three military-affiliated organizations. The survey found that various factors impact organization’s ability to retain its employees including organizational culture, gender roles within the company, family conflict. However, female employees are more affected because of family and children issues such as sick children and daycare problems.
Keywords: employee, organization, retention, company, work, absenteeism, work-related stress, working environment, human…
transferring employees from one to another employer, it is important for a company to have the necessary agreements in place. There should be an agreement not only with the new employer, but also with employees themselves. In Thompson's case, the employees were transferred to the PEO for the purpose of restructuring the organization and saving on labor costs. The PEO acted as a subsidiary company for Thompson.
In terms of the agreement with the subsidiary PEO, Thompson has certain obligations (Ministry of Manpower, 2014). The new employer, for example, should inform Thompson of anything that might affect its employees as a result of the transfer. One case that might be considered under this obligation is the new health care scheme employees are obliged to use under the PEO. One employee's wife, for example, has breast cancer and is no obliged to use a different medical establishment for her care. Her…
Bizfilings. (2014). Is your Worker an employee or Independent Contractor for Payroll Tax Purposes? Retrieved from: http://www.bizfilings.com/toolkit/sbg/tax-info/payroll-taxes/employee-or-independent-contractor-payroll-tax.aspx
Ministry of Manpower (2014). Contract of Service. Retrieved from: http://www.mom.gov.sg/employment-practices/employment-rights-conditions/contract-of-service-termination/Pages/contracts-of-service-and-termination.aspx
H manager: Conducing a job analysis of a new customer service positon
Three types of techniques can be used when conducting a job analysis in the workplace of a particular position. The first, that of job observation, takes the form of a trained workplace analyst observing the employee completing his or her tasks. While for some positions this may be useful, particularly manual tasks, other jobs are more difficult to assess visually. In these cases, managers may request a work sampling (such as a representative report) or ask the employee to keep a diary or log of their work ("Job analysis methods" 2015). For a customer service job, observing might take the form of listening to selected calls fielded by existing employees in the position. The disadvantage of this approach is that it can be extremely time-consuming. Also, the trained observers can only give subjective impressions and may…
Campion, M. & Thayer, P. (2001). Job design: Approaches, outcomes, and trade-offs.
Organizational Dynamics, 71-79. Retrieved from: http://www.krannert.purdue.edu/faculty/campionm/Job_Design_Approaches.pdf
Frandsen, S. (2014). How to evaluate a customer service representative. B2B. Retrieved from:
Legal Environment/Total ewards: A Changing Landscape
In the race for profit, employee pay has traditionally been seen by businesses as a competitive liability, and the trend for much of the 20th century was for employers to search for the cheapest, most efficient labor to protect their bottom line. Because of this approach, the U.S. government took several steps during the 20th century to protect employees from extortionary measures by employers to drive down wages and drive up productivity. However, as Chen and Hsieh point out in their 2006 article "Key Trends in the Total eward System of the 21st Century," recent decades have seen a dramatic shift in the way that corporations and human resources professionals view the issue of employee pay. Instead of being viewed as a liability, employee pay is increasingly being seen in a positive light, as a method for securing top talent, stabilizing turnover, and motivating…
Atkinson, W. (Nov 2009) Filling in around the edges. HR Magazine, Vol. 54, Iss. 11, 55-59.
Bohlander, G. & Snell, S. (2010) Managing Human Resources. Mason, OH: Cengage Learning.
Chen, H. & Hsieh, Y. (Nov/Dec 2006) Key trends of the total reward system in the 21st century. Compensation and Benefits Review, Vol. 38, Iss. 6, 64-72.
Simon, T., Traw, K., McGeoch, B., & Bruno, F. (Summer 2007). How the final HIPAA nondiscrimination regulations affect wellness programs. Benefits Law Journal, Vol. 20, Iss. 2, 40-45.
Choosing the selection method
Education: looking at the application form and the application letter to tell the level of education.
Work experience; number of years experience and above
Justification; the extensive needs of the job requires previous exposure to same job.
Math skills; using the weighted mean for the scores for years on college
Justification; an entry or exit exam cannot effectively show the strength of the student in isolation.
Verification knowledge; through the use of an aptitude test.
Justification; it is the best platform to allow the candidate to show, on paper, the ability to apply the application ability of procedures in solving problems.
Interpersonal skills; oral interview
Justification; Through this method the ability of the candidate to communicate to people he considers senior is measured and the oral skills taken into account, apart from knowledge of the answers to the questions.
Work motivation; Oral interviews and work…
Technology in Training of Employees
In what ways has technology impacted the way(s) we train employees?
The changing nature of the workplace environment brings with it a vast field of challenges in the organization. The aspect of the change being rapid makes the situation require adverse and quick reaction from organizations to ensure they remain on course towards their objectives. Thus, rapid change in the workplace brings with it the necessity for skilled and knowledgeable workforce, encompassing employees who are adaptive, flexible and focused on the future of their careers and the organization (Wentland, 2007). Among the most, significant duties of the manager in the workplace are the development of the staff. The manager has the mandate to facilitate employee growth and development if the organization is to achieve maximum gains from its ventures and transactions.
The concept of learning management incorporates the management of employee training. Traditional approach to…
Jehanzeb, K., Rasheed, A., & Rasheed, M.F. (2013). Organizational commitment and turnover intentions: Impact of employee's training in private sector of saudi arabia. International Journal of Business and Management, 8(8), 79-90. Retrieved from http://search.proquest.com/docview/1362611096?accountid=458
Noe, R.A., & Winkler, C. (2009). Employee training and development: For Australia and New
Zealand. North Ryde, N.S.W: McGraw-Hill.
Noe, R.A. (2010). Employee training and development. New York: McGraw-Hill Irwin.
An employee's experience within the company
Invesco is a global investment company dedicated to offering great ideas to investors around the world. The company began its operations with a vision of serving the global market for investment management. It has ever since grown into a strong team with discrete perspectives and operating under a philosophy of high investment discipline and strong risk oversight. An employee at Invesco Company operates under principles that define the culture of the company. An employee gains best practices such as integrity and ethical responsibility. Employees learn to work responsibly under minimal supervision and develop talents and abilities in the workplace.
The company provides motivation to both management and non-management team through offering equal opportunities in trainings and rewards. The management recognizes all employees' efforts when they do a good a job and provide sufficient resources for personal development. The company believes in a…
Phillips, P.P. (2002). In action: Retaining your best employees. Alexandria, Va: ASTD.
Baysinger, B.D., & Butler, H.N. (1985). Corporate governance and the board of directors:
Performance effects of changes in board composition. Journal of Law, Economics, & Organization, 1 (1), 101-124.
Deci, E.L. (1972). The effects of contingent and noncontingent rewards and controls on intrinsic motivation. Organizational Behavior and Human Performance, 8 (2), 217-229.
businesses, in particular because there is a productivity drop that occurs when an experienced worker is replaced by an inexperienced one. What happens is that the company will see productivity drop, and this can affect the financial results, so the more turnover there is the worse the financial impact will be. If the turnover rate is high enough, as occurs in poorly-run establishments, then it becomes the blind leading the blind and the organization's effectiveness is likely to be plummet.
The influences of turnover include perceived lack of procedural justice, lower than market compensation, and a perceived lack of a career pathway. Employees want to feel that there is mutual commitment between them and the organization, but they also want to feel that they are working towards their life goals, and that the company is a place where they can do that. Providing such a vision is important to employee…
Allen, D. (2006) Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management. Vol. 32 (2) 237-256.
Halbesleben, J. & Wheeler, A. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress. Vol. 22 (3) 242-256.
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal. Retrieved April 22, 2016 from http://www.uark.edu/ua/yangw/BUHPO/LitReview/husalid1995.pdf
Johnsrud, L, & Rosser, V. (1992). Faculty members' morale and their intention to leave. The Journal of Higher Education. Vol. 73 (4) 518-542.
Employees as Benefactors of Corporate Philanthropy
Corporate Social esponsibility
The Case for Employees as Benefactors of Corporate Philanthropy
The Case for Employees as Benefactors of Corporate Philanthropy
A United Auto Workers unionization vote recently made the news, in part because the vote was taking place in the Southeastern United States where conservative state legislators have historically treated organized labor with hostility, but what seemed to be most newsworthy about this event was that the corporation, Volkswagen, decided to take a neutral position (Paresh, 2014). The vote took place last week and workers at the Chattanooga, Tennessee plant decided to reject union membership by a narrow margin. The national news media also took note when several conservative Tennessee politicians remained true to their anti-union ideology by threatening to end subsidies for Volkswagen and to push production of a new vehicle to Mexico. Experts in labor law believed these threats were coercive…
"2012 Corporate Responsibility Report." (2013). Retrieved 22 Feb. 2014 from https://corporate.target.com/_media/TargetCorp/csr/pdf/2012-corporate-responsibility-report.pdf .
Barnett, M.L. (2007). Stakeholder influence capacity and the variability of financial returns to corporate social responsibility. Academy of Management Review, 32(3), 794-816.
Dennis, W.J. Jr. (2000). Wages, health insurance and pension plans: The relationship between employee compensation and small business owner income. Small Business Economics, 15(4), 247-63.
Fassin, Y., Van Rossem, A., & Buelens, M. (2010). Small-business owner-managers' perceptions of business ethics and CSR-related concepts. Journal of Business Ethics, 98, 425-53.
There will be a number of questions answered to relating to employee engagement. The academic of the term will be offered as well as the value that it brings to an organization when it is in effect. Examples of the concept in practice will be described. Also, there will be a listing of risks in not making use of the concept and taking it seriously. Next, an evaluation personal to the author of this report relative to the subject will be offered. Lastly, there will be concluding comments on the subject. While employee engagement can be over-analyzed and over-scrutinized, it is a very real concept and all human resources professionals should take it to heart.
Employee engagement, to put it concisely, is the degree to which an employee engages as an employee rather than just shows up for a check. The value to be added to an organization…
He, H., Zhu, W., & Zheng, X. (2014). Procedural Justice and Employee Engagement:
Roles of Organizational Identification and Moral Identity Centrality. Journal Of
Business Ethics, 122(4), 681-695. doi:10.1007/s10551-013-1774-3
Mishra, K., Boynton, L., & Mishra, A. (2014). Driving Employee Engagement: The
In this second phase of interviews with senior management, both direct and indirect studies of the congruence of their behavior and actions with the cultural norms and values they verbally endorse will be compared with their actual behaviors and actions. Seeing if the senior management of Acme Software "walks the talk" of empowering employees and honoring their contributions will be evaluated. While these two attributes are not specifically called out in the case details, there is the very good chance that these values are regularly endorsed by senior management. The congruence of their many statements and their actions needs to be qualified through a series of observations and interviews, because disconnects at this level would reverberate quickly throughout the remainder of the company. If the senior managers below the C-level executives sense a less that complete commitment to making the most of peoples' talents and abilities, and allowing them to…
Barbian, J. (2002, June). Short shelf life. Training, 50-53.
Buckingham, M. & Coffman, C. (1999). First, Break all the rules: what the world's greatest managers do differently. NY, NY: Simon Schuster.
Casell, C. And Symon, G. (1994), Qualitative methods in organizational. research: a practical guide, 2nd Edition, Sage Publications, London.
Downs, C. (1977). The relationship between communication and job satisfaction. In R. Huseman, D. Logue, & D. Freshly (Eds.), Readings in interpersonal and organizational communication (pp. 363-376). Boston: Holbrook Press.
Hyde reported, however, that part-time professionals tend to accept negative perceptions as part of the territory; they are often willing to accept their marginalised status when they are voluntary part-timers. It is a trade-off they are willing to make for the reduced schedules they choose for whatever reason.
Unfortunately, flexibility for the part-time employee may not always be viewed as flexibility from the viewpoint of the employer. With respect to part-time employees on the police force in the UK, for example, Hyde (2008) found that managers had considered working with part-timers to be an inflexible arrangement, citing difficulties with communication, continuity, and scheduling. Hakim (cited in Hyde 2008) argues that women who choose to work part-time have limited career aspirations and low work-commitment. Although Hakim interviewed women for whom this was the case, pursuing part-time careers with the police force but as a lower priority than home and family, Hyde…
Baillie-Ruder S. 2004, 'Sweet devotion', Profit 23, pp. 44-51.
Benson GS 2003, 'Examining employability: effects of employee development on commitment
commitment and intention to turn over', Academy of Management Proceedings, pp. C1-
Correction Officer Turnover
This work intends to review two articles, which both have as their subject the increase in Correctional officer turnovers and to compare why correctional officer turnover is a trend in today's agencies and how the articles relate.
Udechukwu, et al. (2007)
The work of Udechukwu, et al. (2007) entitled "The Georgia Department of Corrections: An Exploratory eflection on Correctional Officer Turnover and its Correlates" reports an exploratory study that was conducted for the purpose of determining the reasons for correctional officer turnover at the Georgia Department of Corrections (GDC). It is stated that strategic workforce planning "has played an increasing role in human resource related activities of "many state public agencies in Georgia. The GDC is no exception. The GDC's strategic workforce objectives are aimed at anticipating potential gaps in employee competencies, diversity and staffing, which if unchecked, could potentially create work challenges for the GDC. The…
Udechukwu, I.I. (2009) Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's Motivation Theory Public Personel Management- Summer 2009 Issue
Manyak, T., Segal, S. And Graham, S. (2007) The Georgia Department of Corrections: An Exploratory Reflection on Correctional Officer Turnover and its Correlates. Public Personel Management- Fall 2007 Issue
eward System and Employee Needs Assessment
Employee values and expectations vary from individual to individual, though there are some universal values and expectations that might be generalized to employees across most industries. Among these more generalized expectations include the desire for good pay and benefits, job security and work life balance opportunities.
When developing a reward system it is vital that the organization incorporate these universal employee values and expectations into the reward system so that the outcome of the system is beneficial for the employees involved. It is also in the best interests of organizational planners to assess individual employee values and motivations in order to devise a reward and recognition program that focuses on independent employee needs rather than lumping all employees into the same category. These ideas and more are explored in greater detail below.
Good employee relations and subsequent reward systems are contingent on the ability…
Champion-Hughes, R. "Totally integrated employee benefits." Public Personnel
Management, 30(3), 2001: 287.
Denton, K. "Recruitment, retention and employee relations: Field tested strategies for the 90's." Westport: Quorum Books: 1992
Moses, B. "6 degrees of motivation." Black Enterprise, 31(4), 2001: 155
Hiring and etaining Quality Employees
This is basically going out there for the best in the market, bringing them on board by hiring their services. But again hiring the best is not enough; retaining them is a much bigger task that many find it very difficult. This concept further entails going out in the labor market and recruiting quality employees whose portfolios speak for themselves .This requires one to exercise very rigorous interviews in which the best and not just experienced but result oriented employees get hired and given attractive packages that will not only boost their morale at work but also motivate them to increase their productivity and stay longer in the company. This is a very vital topic to research on because its findings are very important for any company that intends to go beyond borders and break through the international market.
Current esearch on the…
Bridgestar (2009) Flexible Work Arrangements: A Win-Win for Organizations and Employees
Milkovich, Newman & Gerhart. (1999) Compensation: (10th Ed.) Sage: USA
Montelongo, P. (2007). Retaining Quality Employees
Employment otivation and Engagement: How to Recruit and Retain Top-Quality Talent in a Competitive arketplace
Because employee performance and productivity are closely aligned with corporate profitability, there has been a great deal of research over the years concerning optimal approaches to motivating people in the workplace. The analysis of what motivates people to perform to their maximum effort, though, has becoming increasingly complex as the result of a growing number of theories concerning the antecedents of motivation and optimal job performance and motivational methods to achieve it. While the debate concerning which motivational approaches produce the best results continues, there is a consensus among organizational behavior researchers that pay ranks among the top factors that include employee motivation, perhaps the overarching factor in most cases. Despite these findings, studies have shown time and again that money talks when it comes to employee motivation. When people become convinced that their efforts…
Murphy, C., Ramamoorthy, N., Flood, P. & MacCurtain, S. 2006, July 1. Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism. Management Revue, 17(3), 329.
Please answer the questions about making employees number one. How prevalent do you find this to be?
This is an important strategy that is utilized by employers to retain and attract the best talent. Evidence of this can be seen with data from a study conducted by World at Work. They are an independent pollster which examines total rewards programs. What they found is that 86% of firms were using some kind employee benefits initiative to motive everyone. In most cases, they average employer had between four and six of these programs. (Schrader, 2004) ("Trends in Employee ecognition," 2012)
How prevalent do you find this to be?
This is very prevalent among employers. The reason why is because they are experiencing a shortage of skilled employees in different areas. The only way that they can keep them is to offer some kind of benefits package that will address…
Trends in Employee Recognition. (2012). World at Work. Retrieved from:
Schrader, M. (2004). An Overview of Recent Trends. Costal Business Journal. Retrieved from: http://www.coastal.edu/business/cbj/pdfs/articles/Schraeder-IncentivePay.pdf
life of a non-Profit employee course number & name: Human esources Management (BAL1127A)
The research paper will be exploring 'How new learning dimensions of human resource studies can be applied for expanding the H role in optimizing and shaping organizational and employee behavior in non-profit organization'. This is the thesis statement upon which the whole research will be build upon using number of authors review, recommendations, journals, academic reading and statistical data on the subject matter concerned.
Today, organizations are faced with number of human resource challenges among which some of them are developing leaders for the next generation along with fundamental staff required, succession planning, motivating volunteers and staff with the diversified work and managing work style and work environment in nonprofit organizations. Due to the growing need of nonprofit institutions in an economy, universities have started nonprofit courses and programs, yet it doesn't guarantee to establish a link…
Berliner, W. & McCkarney, W. (1974). Management Practice and Training. Burr Ridge, IL: McGraw-hill publications.
Dessler, G. (2000). Human Resource Management. Prentice Hall Publication.
Dhanens, T. (1979). Implications of the new EEOC guidelines. Personnel, 56 (5), 32-39.
Drucker, P. (1990). Managing the Nonprofit Organization: Principles and Practice. New York: Harper Collins.
system-literate employees in the IT workforce. Specifically, it will answer the questions: As more computer- and information system-literate employees move into executive positions, will executive support systems be needed? Why or why not? What special knowledge, other than that found in a course catalog, is needed to advise students about course and degree requirements in a university? Is it explicit or implicit knowledge? Could this knowledge be made available through a knowledge management system? Why or why not?
System-literate employees do not always make good managers, for a number of reasons. Many IT systems employees are focused at a detailed and narrow level of interest, and do not deal nearly as much with people as they do with machines and systems processes. Thus, as they move up from IT oriented positions into executive positions, they may indeed need more executive support systems in place if they are to…
Davis, Philip. "What computer skills do employees expect from recent college graduates?" THE Journal (Technological Horizons In Education) 25.2 (1997): 74+.
Earl, Michael J., ed. Information Management: The Organizational Dimension. Oxford: Oxford University, 1998.
All employees of XYZ Corporation
From: Joe Smith, CEO
Re: Sustainability Marketing Strategy
Sustainability has always been a core value of XYZ Corporation. To support this value, we will soon be making sustainability a key component of our marketing campaign. The concepts of ethics, sustainability and public relations are complex, but while our marketing messages may be simple and digestible, internally our programs will reflect this complexity. We have long had an ethical code, and this will form the foundation of our ethical and sustainability policies.
The specific details of the sustainability marketing program will be outlined at a later date, but the critical takeaway right now is that the company needs to back up this marketing talk with actions -- we need to walk the talk. We cannot market sustainability by doing it, but when we do it, we lend credibility to the marketing talk in which…
Integrate the elevant Information Found Both In Organizations Today and in esearch
Human resource management HM is considered to be an integral part of any organization to make it run effectively and efficiently. Fundamentally, the principal objective of HM is to upsurge the economic profitability from employees through making them organized in a productive, inventive and powered force (Price 2007, p.31).
H function includes many activities like planning, recruitment and appraisal (Pulignano, 2010). But this paper will only focus on the employee relations, with certain details about conflict resolution. The objective of this paper is to familiarize the reader to the critical concerns in conflict management. To attain this objective, employees' relations will be highlighted from H point-of-view, which will eventually reveal various levels of conflicts taking place in an organization. Different methods and disputes will be discussed which are adopted by H managers to solve employee alterations. The role…
Alasheev, S., 2005. Informal Relations in the Process of Production, in CLARKE, S., ed. "Management and Industry in Russia: Formal and Informal Relations in the Russian Industrial Enterprise." Cheltenham: Edward Elgar.
Demirbas, D., and Yukhanaev, A. (2011). Independence of board of directors, employee relation and harmonisation of corporate governance: Empirical evidence from Russian listed companies. Volume 33 issue 4, (pp. 444-471)
Gospel, H. And palmer, G., 1993. British Industrial Relations. 2nd ed. London: Routledge.
Hardy, J. And Kozek, W. 2011.Changing workplace relations in foreign investment firms in Poland, Volume 33 issue 4, (pp. 375-394)
Another reason why an employee will leave their firm is based upon the possibility of career advancement. This is because everyone wants to know that they have a future with their employer and are looking to build something over the long-term. Those facilities that are discussing these issues with staff members have higher retention rates and they can find individuals who are motivated to do more. (Shelly, 2011) According to Chon (2009), these employers have lower amounts of turnover and higher levels of morale. This is one of the keys for enabling a firm to increase productivity and offer customers with superior products / services. (Chon, 2009)
Moreover, Walker (2010) determined that employees want to be recognized for their efforts. This means treating them with respect and helping the person to feel that their ideas are valued. These views work in conjunction with career advancement by showing how…
Improve Your Employees. (2004). Entrepreneur. Retrieved from: http://www.entrepreneur.com/article/70060
Chon, K. (2009). Welcome to Hospitality. Clifton Park, NY: Delmar Learning.
Friedman, D. (2008). Workplace Flexibility. Families and Work. Retrieved from: http://familiesandwork.org/3w/tips/downloads/companies.pdf
Shelly, J. (2011). Skilled Conversations. HRE Online. Retrieved from: http://www.hreonline.com/HRE/view/story.jhtml?id=533329678
An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can easily evaluate the relationship that exists between job behaviors and performance (Sacket, 2002).
Productive behaviors enhance productivity. Employee's who exhibit productive behavior boost an organization's productivity as they contribute positively to an organization's goals and objectives. Such behaviors include punctuality; handling an organization's customers professionally; ensuring that confidentiality is maintained by ensuring that no crucial information about an organization never leaks out; owning up when mistakes have been made; complying with health and safety standards; using an organizations' resources for the intended purposes and not for personal gains; productive employees would never sabotage an organization's merchandise or even misuse the expenses account. They will at all times ensure that qualities of their products are high. Such behaviors enhance productivity (Sacket, 2002).…
Hahn, M. (2010). Organizational commitment. Retrieved December 31, 2012 from:
Sacket, P.R. (2002). The Structure of Counterproductive Work Behaviors: Dimensionality and Relationships with Facets of Job Performance. International Journal of Selection and Assessment, 10(1/2), 5-12.
Business Psychology/consulting/Industrial Psychology
Business Psychology/consulting/industrial Psycholog
Transformational leadership plan is a process moving leadership positions from one person to another or from one generation to another. Two major theories in relation to leadership transition plan are contingency theory and behavioral theory. Contingency theory emphasizes that there is no leadership style, which can stand alone as a proper leadership style. From the internal and external environmental factors, a leader should adapt to any given situation because leading has no redefined path. Behavioral theory emphasizes that great leaders are not born but made. The theory states that any leader can be more effective through teaching, experience, and observation. The theories can be applied in case of a sudden departure, for strategic leadership succession, and a possible planned departure (Ismail & Yusuf, 2011).
Merger transition plan is a process where two or more companies joined such that they can benefit on large capitals,…
Bass, M.B. (1990). From Transactional to Transformational Leadership: Leaning to share the vision. Organizational Dynamics. Volume 18, Issue 3: 19 -- 31
Cohen, A. & Golan R. (2007). Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long-term nursing care facilities. Career Development International, Vol. 12 Iss: 5, pp.416 -- 432
De Dreu, C.K. W & Weingart, L.R. (2003). Task vs. relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, Vol 88(4), Aug 2003, 741-749. doi: 10.1037/0021-9010.88.4.741
Emery, M. (2010). When the Cure is the Cause: the Turnover and Absenteeism Problems. The Innovation Journal: The Public Sector Innovation Journal, Volume 15(1), Article 6: 1-17
To support of refute the research problem requires looking at one research and two sub-questions to include:
Research Question 1
How does employee compensation contribute to the underlying levels of motivation at an employer?
What roles do managers / executives play in how enthusiastic staff members are inside a firm?
What is the impact of coworkers on new employees in the workplace?
These different elements are important, because they will offer specific insights about what factors is influencing employee motivation. Once this occurs, is when the data will be able to support or refute the hypothesis that has been presented.
Significance of the Study
The significance of the study is to understand the specific factors are contributing to the underlying levels of motivation in the workplace. As, these kinds of issues can have a dramatic impact on how effective an organization will be able…
Comparative Analysis. (2011). Business Dictionary. Retrieved from: http://www.businessdictionary.com/definition/comparative-analysis.html
Qualitative Research. (2011). CSULB. Retrieved from: http://www.csulb.edu/~msaintg/ppa696/696quali.htm
Aswagen, S. (2008). Fresh Perspectives. Cape Town: Pearson Education.
Beazley, H. (2002). Continuity Management. New York, NY: Wiley.
ecruiting and etention Strategies of Office Temporary Employees
An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees.
This paper presents a detailed proposal for the recruiting and retention of temporary office workers. The writer is employed as a full time on site recruiter of temporary office workers at one of Wall Street's top financial firms. The majority of the temporary help the writer recruits are administrative assistants and other entry level finance positions. The positions range from a couple of days to several months in time. The writer is charged with recruiting and retaining temporary workers who have the necessary skill sets and experience to perform the jobs. The writer analyzes the industry, the company history regarding temporary employees and future trends to propose methods for the purpose of recruiting and retention of those workers.
FLOW OF INFOMATION
Workforce, July 2002, pp. 74-77 -- Subscribe Now!
Offering Insurance Is the Key To Healthy Profits and Retention
Three Ways to Build Recruiter Relationships
Electronic Surveillance on-The-Job: The Pros and Cons of Employee Monitoring
Modern technology has allowed employers many new capacities, including the capacity to electronically oversee employees every action while on-the-job. In recent years many employees have argued that surveillance while on-the-job is a violation of their right to privacy. Employers argue however that employees should not have a right to privacy in the workplace, especially as the employer pays them to perform a duty for the employer. Despite this almost 100% of employees likely report at one time or another engaging in some personal business while at work.
Unfortunately, there are few laws that side with the employee at this time. Most laws argue in favor of the employer, as long as the employer tells the employee of their plans about employee surveillance at the workplace. Below we'll discuss what types of surveillance corporations are now using to protect themselves, and…
Alderman, L. (1994, December). Safeguard your secrets from your boss. Money, 31-32.
American Management Association AMA. (2005). 2005 Electronic Monitoring &
Surveillance Survey: Many Companies Monitoring, Recording, Videotaping and Firing employees. American Management Association, May 2005. Retrieved June 11, 2005: http://www.amanet.org/press/amanews/ems05.htm
Crampton, S.M, & Mishra, J.M. (1998). "Employee monitoring: Privacy in the workplace?" SAM Advanced Management Journal, 63(3):4.
Teleworking: The Employee Impact Within the Organization
Telework (or telecommuting as it is normally referred to), has been around for quite some time now. More so, this is a work option that is bound to grow and increase in the future. Teleworking is known as a specified work option that provides an employee the ability to work and undertake tasks away from a central office base, for instance from a home office or "on the move." From the perspective of both managers and employees alike, it offers certain employees a sense of proper work/life balance. Some of the inclusive benefits is that it accommodates those with health problems or disabilities and can influence organizational effectiveness through improved morale and job satisfaction. The purpose of this paper is to describe the impact of teleworking, and its role in reinvigorating proper work/life balance for employees within the organization.
Positive Impact of Teleworking…
Baard, N., & Thomas, A. (2010). TELEWORKING IN SOUTH AFRICA: EMPLOYEE BENEFITS AND CHALLENGES. South African Journal of Human Resource Management, 8(1), 1-10. doi:10.4102/sajhrm.v8i1.298
Church, N. F. (2015). Gauging Perceived Benefits from 'Working from Home' as a Job Benefit. International Journal of Business & Economic Development, 3(3), 81-89.
Gainey, T. W., & Kelley, D. E. (1999). Telecommuting's Impact on Corporate Culture and Individual Workers: Examining the Effect of. SAM Advanced Management Journal (07497075), 64(4), 4.
Giberson, T., & Miklos, S. (2013). Weighing in on Telecommuting. TIP: The Industrial-Organizational Psychologist, 51(2), 163-166.
takeholders I might seek input from takeholders are defined as "those key individuals (or groups of individuals) who have an influence over either decision-making or implementation (or both) either directly or indirectly, overtly or covertly" (Begun & Heatwole, p.25). They can be a wide array of individuals, groups, and/or organizations. These are usually individuals within the organization who are decision makers or who are associated with key issues and/or actions being considered.
takeholders may be both external and internal to the organization and with the community health care system -- as in this case -- they may certainly include state and local governments, as well as certain research and pharmaceutical agencies. If implemented wisely, the input of these stakeholders can assist with decision-making.
The concerns for each stakeholder
With stakeholder analysis, I would adopt a retrospective approach where my objective would be to uncover past experience, processes, and patterns (Brugha…
Begun, J. & Heatwole, K.B. Strategic Cycling: Shaking Complacency in Healthcare Strategic Planning, in Health Services Management, a.R. Kovner and D. Neuhauser, Editors. 2001, Health Administration Press: Chicago.
Brugha, R. & Varvasovszky, Z. Stakeholder Analysis: A review. Health Policy and Planning, 2000. 15(3): p. 239-246.
Chaudron, D. Assessing and Improving your Organization, Organized Change Consultancy, Retrieved on 1/12/2011 from: http://www.organizedchange.com/assess.htm
Eicher, J., Performance Improvement Global Network Chapter Retrieved on 1/12/2011 from: www.pignc-ispi.com
On the other hand, Harris suggests that some observers believe high turnover among employees is "not only inevitable, but also desirable… [because] employee mobility within the industry promotes workforce flexibility, allowing employees to acquire and develop new skills as they move through different organizations" (73). Harris takes it one step further when he reports that the "acquisition of transferable skills" has a powerful appeal to the "entrepreneurial aspirations of hospitality employees." Hence, Harris points out on page 73, "turnover is actively encouraged" by some leaders in the hospitality industry, along with ambitious workers, because this high turnover practice helps to "…create future managers for the industry." Moreover, turnover can be seen as a positive dynamic because "new ideas" are thus brought into the workplace -- as a way to "prevent stagnation in creativity" -- although in reality HR managers are often loathe to see highly energized, talented staff leave the…
Altarawneh, Lkhlas, and Al-Kilani, Mohammad H. 2010. Human Resource Management and Turnover Intentions in the Jordanian Hotel Sector. Research and Practice in Human Resource Management, vol. 18, 46-73.
Andrews. 2004. Sales & Marketing: A Textbook for Hospitality Industry. India: Tata McGraw-Hill Education.
Furunes, Trude. 2005. Training Paradox in the Hotel Industry. Scandinavian Journal of Hospitality and Tourism, vol. 5, 231-248.
Harris, Peter. 1998. Accounting and Finance for the International Hospitality Industry. Maryland Heights, MO: Butterworth -- Heinemann.
The service provided by the H component to the employer is to provide a go-between for employers and employees, relaying information, needs and assistance in a two-way flow so that both parties achieve desired aims. The strategic advantage the H component provides to an employer in the hiring and retaining of qualified employees is that the H allows the cultivation of the organizational culture to be properly facilitated and maintained with the addition of appropriate employees.
Three current practices used by the employer that can be improved are the incentives program, the pay rate for specialized jobs, and the job descriptions (which need to be updated.
Best practices that can be exercised to improve the benefits/incentives program within the firm is a restructuring of the type of medical/dental options made available to employees after 90 days. Currently, the only two options available to employees are 1) employee-only options…
Feloni, R. (2016). The T-Mobile CEO who calls his competition 'dumb and dumber' explains how he doubled customers in 4 years, and how a group of employees made him cry. Business Insider. Retrieved from http://www.businessinsider.com/t-mobile-ceo-john-legere-interview-2016-10
Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24: 138-158.
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Business - Case Studies
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Business - Management
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Sports - Women
Burnout and rapid employee turnover are problems that continually plague developed nations. Employees constantly are burdened with high work standards and even larger work loads without a corresponding increase…Read Full Paper ❯
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organization 25 employees worked, em-ployed, a -employer organization . Using congruence framework, analyze organization 12 components model: history, environment, resources, & strategy (inputs); task, informal & formal organization, &…Read Full Paper ❯
Business - Management
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Business - Management
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Abstract This paper discusses why the organization is unable to retain its employees given that it is experiencing high cases of absenteeism, wok-related stress, and a worrying trend of…Read Full Paper ❯
transferring employees from one to another employer, it is important for a company to have the necessary agreements in place. There should be an agreement not only with the…Read Full Paper ❯
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Education - Mathematics
Exercise Choosing the selection method Education: looking at the application form and the application letter to tell the level of education. Work experience; number of years experience and above…Read Full Paper ❯
Business - Management
Technology in Training of Employees In what ways has technology impacted the way(s) we train employees? The changing nature of the workplace environment brings with it a vast field…Read Full Paper ❯
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Business - Management
In this second phase of interviews with senior management, both direct and indirect studies of the congruence of their behavior and actions with the cultural norms and values they…Read Full Paper ❯
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Happy Employees Please answer the questions about making employees number one. How prevalent do you find this to be? This is an important strategy that is utilized by employers…Read Full Paper ❯
Business - Management
life of a non-Profit employee course number & name: Human esources Management (BAL1127A) The research paper will be exploring 'How new learning dimensions of human resource studies can be…Read Full Paper ❯
Business - Management
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Transportation - Environmental Issues
Ethics Memo All employees of XYZ Corporation From: Joe Smith, CEO Re: Sustainability Marketing Strategy Sustainability has always been a core value of XYZ Corporation. To support this value,…Read Full Paper ❯
Integrate the elevant Information Found Both In Organizations Today and in esearch Human resource management HM is considered to be an integral part of any organization to make it…Read Full Paper ❯
Employees Leave Another reason why an employee will leave their firm is based upon the possibility of career advancement. This is because everyone wants to know that they have…Read Full Paper ❯
Organizational Behavior An employee's behavior significantly impacts an organization's out put. It is therefore imperative that organizations deeply understand what productive and unproductive behaviors are. With this they can…Read Full Paper ❯
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Research Questions To support of refute the research problem requires looking at one research and two sub-questions to include: Research Question 1 How does employee compensation contribute to the…Read Full Paper ❯
ecruiting and etention Strategies of Office Temporary Employees An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees. This paper…Read Full Paper ❯
Electronic Surveillance on-The-Job: The Pros and Cons of Employee Monitoring Modern technology has allowed employers many new capacities, including the capacity to electronically oversee employees every action while on-the-job.…Read Full Paper ❯
Black Studies - Philosophy
Teleworking: The Employee Impact Within the Organization Telework (or telecommuting as it is normally referred to), has been around for quite some time now. More so, this is a…Read Full Paper ❯
Business - Management
takeholders I might seek input from takeholders are defined as "those key individuals (or groups of individuals) who have an influence over either decision-making or implementation (or both) either…Read Full Paper ❯
On the other hand, Harris suggests that some observers believe high turnover among employees is "not only inevitable, but also desirable… [because] employee mobility within the industry promotes workforce…Read Full Paper ❯
H Solutions The service provided by the H component to the employer is to provide a go-between for employers and employees, relaying information, needs and assistance in a two-way…Read Full Paper ❯