particular volition and the last is the company asking the employee to quit for various reasons going from non-execution to infringement of guidelines and directions. In this article, we consider the deliberate weakening and the linkage between deficient pay and steady loss. Low Compensation and Attrition The exit interviews conducted by the HR professionals to ascertain the reasons behind an employee’s exit usually reveal that low compensation is a major factor behind the employee’s decision to quit
incentive theories, motivation can be differentiate into two different theories which are the intrinsic motivation and extrinsic motivation. The intrinsic motivation is the person self-desire to find new adventure and challenges to obtain knowledge. The intrinsic motivation is trigger when the performer enjoys the task given without the influence of rewards and external pressure. The extrinsic motivation is the motivations
The greater part of us would have heard the term "compensation" with regards to getting paid for the work that we do. The work can be as a feature of full time engagement or part time in nature. What is common to them is that the "reward" that we get for exhausting our energy not to mention the time is that we are compensated for it. From the perspective of the employer, the money that they pay to the employees in return for the work that they do is something that they have to get ready for in
Employee Retention Policies Adopted by Floating Hotels in Egypt Michael Magdy Zaki Ibrahim Hotel Management Department Faculty of Tourism and Hotels South Valley University Abstract Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. These practices are used to prevent valuable employees from leaving their jobs. How to
The theory viewed job satisfaction as environmental factors as well as the job related factors. The theory highlighted that employees neither satisfied nor dissatisfied with their job; the theory also highlighted that satisfaction and dissatisfaction are extreme opposite to each other. Vroom’s (1964) theory of job satisfaction viewed job satisfaction in terms of interaction between personal and workplace variables. According to this theory, if the employees perform well
which in a constitution and through behaviour. This covers the sphere of accomplishing job analyses, training and orienting new employees, hiring the right candidates for the right job position, setting up personnel needs, managing salaries and compensation, appraising performance, providing incentives and benefits to employees, resolving disputes between management and employees , and conversing with employees at all levels and all the time. The main features of Human Resource Management are widespread
The needs for fulfillment as those of Abraham Maslow’s motivational theory of needs hierarchy are comparable with those of the factors of quality of work life. Basic needs like monetary benefits come first with good working conditions following. Later comes career planning, growth and development of human capabilities. Lastly
or an individual employee. According Cambridge Dictionary (2017), motivation is the enthusiasm for doing something. Along the years many social scientists have been studying about how motivation can impact on workplaces and some of them developed theories that can help on the increase of productive based on motivation. Frederick Taylor published the earliest motivational theories in 1911. He believed that people were motivated basically by money (TESCO, 2017a). Applying his theory was pretty simply:
In recent years, compensation researchers have challenged the notion that variation in wages can be accounted for solely by explanations derived from human capital and other conventional economic theories. Studies have found persistent inter-organizational differences in pay levels after controlling for employee human capital and factors such as industry and size. These findings support the notion that organizations possess a measure of discretion in setting compensation policies, resulting in variation
organization is motivated by different things. When talking in term of employee motivation it can be simply defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs.” Employee performance is significant for the success of any organization. Thus it is essential that the management of the organization should consider improving employee performance by encouraging