In the research, a study of the relationship between employee turnover and job satisfaction, organisational commitment and the motivation of the job will be carried out. Recently, many aviation mechanics among the world and of course in Hong Kong leave this industry. So aircraft maintenance field suffers from mechanic shortage although the government strongly promotes this industry because of the construction of the third runway. The purpose of this research is to investigate the main causes leading
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 first type is functional turnover that includes cases when poor performers
By carefully analyzing feasibility, anticipating implementation issues, communicating with, and ensuring the support of senior and line managers, and setting up realistic schedules for each position, both large and small organizations can derive value from a job rotation program. Challenges from the Adaptation of Job Rotation However, Job Rotation may also reduce productivity as employees are initially unfamiliar with a new tasks and it takes them awhile to make adjustments. Job Rotation is a
and a great plan as well as great people to implement and follow the plan. The impact of implementing empowerment practices on both perception and, more importantly, on measures of quality outcomes is contingent on several conditions, including: • Staff educational, professional and competency levels – employees must have the appropriate skills and training for the positions they hold in order to function with the desired degree of autonomy. Goetsch and Davis (2013) also note the importance of assessing
Resignations, discharges, retirement and death are all causes of turnover. Further causes that can lead to turnover include lowered levels of job satisfaction and organizational commitment, the nature of the work itself, job involvement, remuneration and recognition, as well as the lack of opportunities for training and career development. - There are also other reasons which lead to turnover. They are as follows: low rate of pay, communication problems, conflict with management
or religion. They are not even disrespectful, but also can be considered as a criminal for illegally discriminate others. Harassments give the workers a strain environment and can seriously affect the employee’s morale. The victims will start to turnover or absent due to the tension workplace. An unpredictable organizational change can affect worker’s emotions negatively. When a worker has not been informed clearly about the changes in an organization regarding their work scopes, positions or
Brandy & Joseph Cronin suggests that employees who are empowered are more likely to be a part of team. They like to work as team. Moreover this study shows that through empowerment of employees the communication gap reduces and employees will tend to work to make their organization performance high. 1.9 Factors affecting motivation According to the article, ‘Employee Motivation: addressing a
Human Resources team. Employees are engaged in different programs that enhance their skills and knowledge in different capacities. The insurance Industry in Kenya for example is very competitive. It is for this reason that the management ensures that staff members are trained on the current market trends and ways of remaining competitive. A company that values it human resources will invest in continuous learning and
CASE STUDY The crew has specialised as just right as an centered market in precise substances with Structured, Jacquards and Stripes. It has earned Goodwill and reputation in view that of its activity to an unabated supply of satisfactory fabric to its purchasers. It promises an undisputed immoderate measure of shopper satisfaction to its esteemed customers during the nation. It continues intact the perfect measure of sufficient Assurance headquartered underneath the kind manipulate and steering
Debonairs Pizza – “Try Something Amazing” Brief Background Known as the leading pizza quick service restaurant in South Africa, Debonairs Pizza was established in 1991. The two university students (one of them being Craig McKenzie) who founded this restaurant (operating in Pietermaritzburg from a family bakery) played a key role in setting up Debonairs to what it is today. Currently in South Africa there are 382 outlets (as of 28 February 2014). Recently, Debonairs has been launched in Mumbai, India