CHAPTER ONE INTRODUCTION 1.1 Background of the Study According to Aborishade and Obioha 2009, the concept of Motivation surpasses focus on machine because at the heart of the organization, the human resources coupled with skill, experience, attitudes, and intelligence is the most momentous factor in acquisition of wealth and process of production. Empirical evidence abound showing that workers are poorly motivated and are dissatisfied with their living and working conditions in Nigeria, which could
It takes into account the amount of discretionary effort an employee expends on behalf of the organisation. This suggests that the employee invests themselves not only in their role but in the organisation as a whole. Discretionary behaviour refer to choices that people at work have in the way they do their job and amount of effort, care, innovation
EFFECTS OF EMPLOYEE EMPOWERMENT PRACTICES ON EMPLOYEE RETENTION BY Contents CHAPTER ONE 3 1. INTRODUCTION 3 1.1 Background of the Study 3 1.1.1Employee Empowerment Practices 5 1.1.2 Employee Retention 6 1.1.3 Telecom Sector in Kenya 7 1.1.4 Safaricom Profile 9 1.2 Research Problem 9 1.3 Research Objectives 12 1.3.1 General Objective 12 1.3.2 Specific Objectives 12 1.4 Value of the Study 12 REFERENCES 12 CHAPTER
Organizational Commitment Introduction. Organizational excellence is defined as customer/employee satisfactions, profitability and market share. However organizational excellence is easier said than done. Leaders continue to search for excellence like knights of former time searching for the Holy Grail.[9] I believe organization commitment is directly linked with organizational excellence. This paper will demonstrate knowledge and understanding of the theory and literature in relation to organizational
to be paid. 1.3. Literature Review This section provides an overview of the existing literature on Needs and Needs hierarchy “job satisfaction”, “Employee Turnover” and “Employee retention”. It highlights various theoretical frameworks relevant to the investigation. It presents the definition of employee turnover, discusses the impact of employee turnover on organization, and identifies the antecedents of turnover, including job related factors. These literatures will assist in constructing frameworks
Organizational commitment (OC) has principally showed up in the working environment literature starting in the 1960's. At that timeframe, commitment was predominantly examined as a behavior (Meyer & Becker, 2012) and was generally operationalized for measurement as trustworthiness, response to pay and employee’s retention (Meglino & Hand, 1979). Amid the period of the 1970s, more prominent consideration was given to the idea of commitment for improvement of the thought. Organizational scholars began
definitions of organizational commitment as defined by different researchers in the field to have valuable insights in the topic. Earlier studies have conceptualized employee commitment as the employees‟ commitment to their organization. Organizational commitment has attracted researchers interested in behaviors of individuals in organizations and it is also a relatively stable attitude over time compared to job satisfaction (Porter et al. 1974). Even though organizational commitment has been the focus for
that they have on a person’s work behaviour. The topic of work motivation is important for managers because as a manager one of the primary tasks is to motivate the employee to perform to the best of their ability (Moorhead and Griffin, 1998). An employer must know their
performance and commitment to achieve organizational goals and objectives. He argued that when employees provided with open and supportive clear autonomy to his background and career development will ensure engagement to his job clearly aligned with organizational goals. Others indicated, the various drivers of work engagement and the incremental benefits accrued to organizations dues to effective commitment practices are clearly interpreted. Studies shown that solution to employee engagement for
Introduction Teacher’s organizational commitment has been recognized as an effective route to school success.organisational climate as a person’s feeling with regard to continuing his or her association with the organization, acceptance of the values and goals of organization achieve such goals and values.organisational commitment is a bond the employees has with his/her organization. Most employers today would like to have their employee’s motivated and ready to work, but do not understand what