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...Turnover in Low to Moderate Level 3 Motivation 3 Innovation 3 Relationship between Employee Turnover and Performance 4 Employee Retention 4 Significance 4 Job Satisfaction 5 Embeddedness 5 Others 6 Conclusion 6 Reference 6 Introduction Following the process of globalization which is increasingly developing, consequent fierce competition brings about frequent phenomenon of turnover in organizations (Liu et al., 2011). According to the statistic data that showed by Meier and Hicklin (2007), the turnover rate of U.S. federal government was 16.1% from 2003 to 2004, that of Dutch temporary employment agencies was 14.2% in 2005 and that of trucking even reached 41% in 2005. Currently, employee turnover is still lacking of attention in many aspects, such that most previous researches were focused on the reasons of turnover, but paid less attention to the effect of turnover (Ton & Huckman, 2008). The emphasis in this essay is that high employee turnover damages organization performance for increasing cost and causing critical employee leaving, while moderate level of turnover benefits organization performance for improving innovation and motivation, employers should focus on enhancing employee’s job satisfaction and embeddedness for retaining their employees. This essay has four parts. In the first and second part of the essay, both effect of excessive turnover and moderate turnover would be discussed with focus on organizational performance. And then the relationship between turnover...
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...the desire satisfaction theory is the correct view on what a good life is and it is also a correct approach to measure what makes you happy. According to the desire satisfaction theory, your life goes well for you if you achieve your desires. It also states that something is good for you if it only helps you achieve those desires and nothing else. In order to prove my thesis, I will discuss an important episode in my life that will certainly aid my argument. Next, I will explain why this particular theory is attractive, followed by a possible objection that considers the desire satisfaction theory to be incorrect and counter the objection. To start, about a year ago in my freshman year in college, I was enrolled in English 101. We had a very important essay due soon and it had to be over six pages. I had very little time and did not know what to do. I also wanted to make a good grade to start out strong in the class. However, since it was one of the first essays in the semester, the professor did not require us to use safe assign, which basically checks papers for plagiarism. I really thought about going online a copying someone else’s work. Then of course I knew that eventually the papers would have to be submitted electronically because we had to make a portfolio for the final in that class. Eventually I decided to write the essay myself and put my best effort into it. In the end, I made an A on that paper as well as the final portfolio. The desire satisfaction theory goes...
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...Topic-3 Introduction Job specialization is basically a job that is comprised of a small portion of larger vocation or procedure (Williams and Mcwilliams). Job specialization is economical and hence used by companies as it takes less time to learn. Specialized jobs are very simple and easy in designing that everyone can acquire in a short period of time. On the other hand, job specialization will also result in low job satisfaction and higher potential for employee boredom and absenteeism as well as higher error rate issues arises. This essay will outline the methodologies for specialized jobs that can be modified to reduce boredom and low satisfaction associated with job specialization through Job characteristic model. Body paragraphs The main reason for low satisfaction from job specialization is internal motivation which means when employees feel good at work as they praised by their bosses. Similarly, specialized jobs can be modified with the help of five strong job characteristics. These are as follows: 1. Skill variety: The degree to which the job requires a man to use the diversion of high-level skills (Bauer). 2. Task Identity: The extent to which a man is accountable for finishing an identifiable bit of work. 3. Task significance: It relates to check whether a person’s job affects others work or not (Bauer). 4. Autonomy: The extent where a person or employee gets freedom and independence to interact with customers rather than just receiving orders...
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...An Analysis on “Are Too Many People Going to College” Charles Murray’s essay proposes that American colleges are being flooded with individuals who are either unprepared for higher education or who are simply forced into attending college and can’t succeed because of the lack of certain innate abilities. Murray’s essay goes on to take issue with the idea that the pursuit of a traditional college education is somehow strategically creating a separation of the American class system. While Murray makes many salient points with regards to America’s obsession with college education as a standard into a class of the intellectual elite, the essay fails to take into consideration the various motivators that can lead to student success, despite where that student might be on Murray’s ability ladder (Murray Paragraph 13). This essay seeks to analyze Murray’s claims about why the pursuit of a traditional, four-year college education can do more harm than good when it comes to defining success for the individual learner. Rhetorical Analysis The main thesis of Murray’s essay is that the unrealistic pursuit of a college degree, propagates to children at an early age and does more harm than good. Murray claims that many students do not have the ability needed to enjoy and complete a four-year college education (PARAGRAPH 13). Murray further supports his thesis with his reasoning that more people are going to college because they are indoctrinated, regardless of their skilled ability, to...
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...understanding of the Repairing Jobs That fail to Satisfy. The report focuses on how DrainFlow can improve in three areas: job structure, incentive structure, and hiring practices. The main contents include an introduction to the problems DrainFlow is encountering, analyses of the current business, and recommendations on how DrainFlow can overcome these issues to foster a long-term competitive advantage. Goal and Recommendations The goal of this proposal is to provide recommendations for a new job structure, a new incentive structure, and new hiring practices. The job structure recommendations will allow for more cross training between office workers and service providers. This will enrich all jobs at DrainFlow by adding different tasks, autonomy, and feedback. The new incentive structure will allow for flexible benefits and recognition. This is designed to motivate employees and improve customer service. Lastly, the new hiring practices will provide a repeatable solution for finding a cohesive set of new employees. 2. Satisfaction The job characteristics model offers such a framework. It identifies five primary job characteristics, interrelationship, and impact on employee productivity, motivation, and satisfaction. (Hakman, Lawler, 1994) The present system of job design may be contribution to employee dissatisfaction; the most important reason is from the interrelationship, according the figure from the essay, we can know the lowest satisfaction parts are the interactions...
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...language dictionary for international students Please answer all questions in this exam. Answers to the multiple choice questions need to be filled in on the scantron sheets (remember to use pencil to fill in the circles) and also circled on the exam itself. Answers to the short answer questions should go in the exam booklet provided. All three components (scantron sheets, exam booklets, paper copy of exam) should be turned in at the conclusion of the exam. This exam consists of 25 multiple choice questions, 10 true/false questions and 2 short answer essay questions – you must answer ALL questions. The exam consist of 9 pages (including cover sheet) Name: ___________________________________________________________ Student #: ___________________________________ Question | Grade | 25 multiple choice questions(2 points each) | /50 | 10 true/false questions(1 point each) | /10 | Essay question #1 | /20 | Essay question #2 | /20 | Total: | /100 | SECTION 1: Multiple choice questions (25 questions x 2 points each = 50 points total) Answer all multiple-choice questions. Circle the ONE best answer to the question, and fill it in on your scantron sheet. Make sure you indicate only one letter. If you change your mind, ensure it is clear which alternative is your answer. Place this question sheet and your scantron sheet inside your blue book when you turn in your exam. 1. | Who was the father of scientific management? | | a. | Henri Fayol | b...
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...Job Satisfaction It is said that human is the most important resource for any improvements. In the same way, employees have the most important influence on company’s success, and the key to make employees do their best to the company is when they feel satisfy with their job. It also “represents one of the most complex areas facing today’s managers when it comes to managing their employees” (Aziri 2011). That is because if the workers have a satisfaction with any works they are doing, they will do their work effectively and have an enthusiasm for their work. On the other hand, if they do not feel pleased with their work, the success is hard to happen, and it can bring the negative impacts to the business. Therefore, job satisfaction can decrease workers’ stress, and the result is that the worker will feel willing to work to achieve the company’s aim. This essay will firstly give some definitions of job satisfaction. Then it will present and discuss about some theories and the causes of work satisfaction. Thirdly, there are the comparisons among those models. Lastly, the conclusion will show the importance of job satisfaction. There are a lot of people giving the definition of the job satisfaction. They are as follows. Hoppock defined job satisfaction as “any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job” (Hoppock 1935). In (Aziri 2011) Locke (1976) defined it as “. . . a pleasurable...
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...Benchmarking & Wage Differentials Benchmarking Benchmarking is a skill that every human resource practitioner involved in the compensation process should perform efficiently and correctly. Accurate benchmarking is the foundation of appropriate salary assessments and market comparisons. If one benches internal positions incorrectly it may result in selecting the wrong market salary data and setting an inappropriate salary which in turn creates employee dissatisfaction and a higher turn over rate. Clearly, this is a skill that impacts the organization. * The definition of benchmarking for salary survey purposes is “matching an internal job to an external job of similar content”. The goal is to match each job being performed in your company to the survey benchmark job that most closely resembles the essential functions of that job. Once this is accomplished one can then review the market salary data to determine market rates. Steps in Compensation Benchmarking * Identify compensation goals and objectives Specify what is to be accomplished through the company’s compensation system (e.g., retain high-performing employees, reward individuals who add significant value, support and encourage flight crew team performance), and then set objectives accordingly. * Assess desired compensation mix Determine the proportional relationship between base salary, short-term incentives and long-term incentives. The mix reflects how much “risk” the company is willing to build into...
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...field and to find out about what factors contribute to truly feeling happy at work. This is really a "job satisfaction essay" that asks you to think about what you are looking for in a career, and expects you to talk to people you know, and should get to know, about what makes a career choice a good fit. 3.2.1 Project – Job Satisfaction Research Report Project Requirements • Essay format: report on the information you learn in your interviews (described below) and add a reflection section at the end that puts that information into context. Explain what you learn from the interviews you conduct for this report that you find most valuable and interesting. Discuss what you think will make you happiest in your career (besides making money). • Works/Interviews Cited page required – MLA format. • Format - Report/Essay format, with headings. Approximately 4 pages, double-spaced. • Interview requirements: • Interview 3 people, either coworkers or peoplewho work on campus, about their jobs. Choose people who take their work seriously and who you respect. • Interview 2 family membersabout their jobs/careers. • Interview 1 person working in the fieldyou are interested in about their job • What to know or ask – Start by focusing on what their job title is. Where do they work and what do they do? Besides getting paid, what do they like most, and least, about their jobs or career? If they are working in your field, what advice could they offer you? These are informational...
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...Management and Organizational Behavior 160 Mid-Term Exam #1 Study Guide - Chapters 1 through 7 Test Format: 40 multiple choice questions worth two points each. Questions will be taken from textbook, lectures, videos and class discussion. Four essay questions worth five points each. 2-3 essay questions per chapter are included below. Test essay questions will be chosen from this list. Chapter One 1. Describe the four managerial functions and discuss how knowledge of Organizational Behavior helps managers perform these functions. 2. Describe two of the four critical OB challenges that have increased over the last two decades? Chapter Two 3. Define personality and describe how nature and nurture influence it. 4. The Big Five model of personality identifies five major personality traits; identify and describe two traits. 5. Define the “Locus-of-Control” trait and describe the two viewpoints that characterize it. Chapter Three 6. Describe and list your work values; define and discuss whether yours are more intrinsic or extrinsic. 7. Discuss how job satisfaction affects performance, absenteeism and turn-over. 8. Choose one of the four theories of job satisfaction (Facet Model, Herzberg’s Motivator-Hygiene, Discrepancy Model, and Steady-State Model) and define and describe it. Chapter Four 9. Name and define the three components in perception. 10. What are schemas? Are they functional or dysfunctional? 11. There are six common biases. Define and describe three...
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...Examining Emotions, Attitudes, and Job Satisfaction Trader Joe Kimberly Love Dr. Thomas Schaefer Business 520 Leadership and Organizational July 20, 2014 Trader Joe’s founder had a perception for his stores after vacationing in the Caribbean. He perceived that the customers would try new things while on vacationing. Also realized that less is better. Many time customers buy more when there is less to choose from in that store. Their attention is only selective when there is not a big variety of supplies. Trader Joe case describes the business practices and how they reinvented themselves. Trader Joe’s set themselves apart from the 7- Eleven style store they had and they became top competitors to Whole Foods and Dean and Deluca giants. The case gives a description on the history of the retail chain and various aspects of its unique business practices. The retail store offered a selection of exclusive, which were mostly private-labeled products, and replaced poorly performing products with new ones. Trader Joe’s is a small supermarket chain which offers a limited selection of unique food products at reasonable prices. It sales most of its products under the private label 'Trader Joe's' and its variants. T.J. targets its stores at highly educated and travelled, but not necessarily wealthy, segments of the population. Trader Joe has a team of experienced buyers, who does extensive traveling and research before bringing new products into the stores (Palmeri...
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...| Assignment 1 | Essay | | By : Sanjula Hapuarachchi | 4/3/2015 | | Contents 1.0 Introduction 2 1.1 Purpose of the report 2 1.2 Personality 2 1.3 Methodology 2 2.0 Job Satisfaction 3 2.1 Definition and relationship to turnover 3 2.2 Locus of control 3 2.2.1 Definition 3 2.2.2 Internal LOC Vs External LOC 4 2.3 Two-Factor Theory 5 2.3.1 Definition 5 2.3.2 Motivators Vs Hygiene factors 5 2.3.3 Application of the theory 5 3.0 Organizational Commitment 6 3.1 Definition and relationship to turnover 6 3.2 Value Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to...
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...------------------------------------------------- Assignment 2a Comprehensive Essay Plan with Journal Article SummariesMarch 14, 2014 March 14, 2014 Essay Plan * Introduction/Purpose of Essay The purpose of this assignment is to explain why companies use job specialization approach to job design and to use the Job Characteristics model to describe how specialised jobs can be modified to eliminate the boredom and low job satisfaction associated with them. This essay will define, analyse and put forward methodologies that will aid in remedying the issues related to job specialisation. * Body/Background 1) Define Job Specialisation. Include quotes and provide examples of Job Specialisation. Describe the advantages and disadvantage of Job Specialisation. 2) Define Job Design. Define the aspect related to Job Design. Include quotes. 3) Define Job Characteristics Model. Describe its elements of the Job Characteristics Model. Describe the effect of each element. 4) Describe how jobs can be modified to eliminate boredom and low job satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each...
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...minimum wage jobs. They say that minimum wage workers tend to be young, generally under 25 and often times minorities. Most of these workers are working in the field of food. These demographics in this article break down those who make minimum wage and show the age groups as well. They talk about race, gender, age, and marital status as all being important aspects of the minimum wage demographic. These statistics will help immensely with my argument as to who the minimum wage generally is there for. At the very beginning they claim it is people around 16 years old who primarily make minimum wage. This falls hand in hand with the argument that many adults do not make minimum wage and are in higher paying jobs than what the public perceives them to be in. These supports and characteristics I look to use often through out the research I have...
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