Literature Review Organizations try their best to maintain a balance between employee commitment & performance of the organization. Every organization have come up with its rewards & recognition policies which helps the employee to boost their morale & keeping them passionate & their self esteem higher. Oosthuizen (2001) stated that it is duty of managers to motivate the employees successfully and influence their behavior to achieve greater organizational efficiency. La Motta (1995) is of the view
analyzing and exploring the impact of performance management system on employee performance. According to Chan and Lynn (1991), the organizational performance criteria should include profitability, productivity, marketing effectiveness, customer satisfaction, but also employee morale. In this perspective, employee performance is tightly related to organizational performance, effective and efficient employee performance will positively influence organizational performance. On the other view, Millar (2007)
for this research. This chapter introduces an overview of literature relevant to the research problem as stated in the previous chapter. It also provides the conceptual framework and a detailed outline of the underlying concepts and variables of performance management. This study mainly builds on the strategic HRM literature (Huselid 1995; Becker & Gerhart, 1996; Wright, Dunford & Snell, 2001) and employee performance management literature (Fletcher 2001; Armstrong & Baron 2002; Den Hartog, Boselie
II. LITERATURE REVIEW - This section reviews the literature available on turnover and retention of employees. Many papers like Samuel and Chipunza (2009), Stovel and Bontis (2002), Ramlal (2003), Ramlal (2004) Abassi and Hollman (2000), Singhapakdi and Vitell (2007), indicate that companies has to work hard to decrease staff turnover and retain qualified employees. 3.1 Turnover theories and its causes to an organization. Stovel and Bontis (2002) define two types of staff turnover. The
What is employee engagement? The concept of employee engagement was first described by William Kahn in 1990 in the academic literature. He described it as “the harnessing of organization members’ selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances”. So it can be very well said that employee engagement is the link between the organisation and its employees. It can also be implied that it is the
Accenture research report 2007 Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. Today in this changing scenario, where every opportunity for a student has a scope of growth, teachers are bestowed with the responsibility for shaping the youth. Therefore the institution is bound to engage their employees in continuous development programs, which will lead to job satisfaction. Our paper focuses on how employee engagement is an antecedent
et al., 2000). Evaluation of the performance of employees by structuring the appraisal instrument around the competencies (Posthuma & Campion 2008). Promotion of employees by using the competencies to establish promotion criteria (Morgeson, Campion, & Levashina, 2009). Development of employee careers by using the competency models to guide the choice of job assignments and make other career choices (Groves,
company with competitive edge as compared to others (Rizwan et al, 2010). Employee Performance fundamentally depend on many factors like performance appraisals, employee motivation, Employee satisfaction, compensation, Training and development, job security, Organizational structure and other, but the area of study is focused only on employee motivation as this factor highly influence the performance of employees. Employee motivation is one of the policies of managers to increase effectual job management
Chapter 2 Review of Literature 2.0 Overview In this chapter is focus on conversation the literature review and summary of the independent variable and dependence variable. In order to come out with new idea has been studied, need to understand and classify the current trends and relationship between each variable. Next step, independents and dependent variables based on recent literature were demarcated. This part is a literature review to analyse the serious points of recent knowledge including
culture. When we consider at a global level, most of the countries prefer to deal with organizations which exhibit and open and moral behavior. A good ethical culture also leads to happy employees which strive to work better and deliver best performance which in turn leads to successful and thriving business. Many scholars have defined ethics, ethical culture etc in many different perspectives. We