Reducing Employee Turnover Free Essay Example, 1500 words

The feeling was great but what was I thinking? As a matter of fact, I thought I had been privileged rather than thinking I had been appointed because I was the best the management of the organization would get. Again, I did not think the position had been given to me to be something I was to try my hands on. I assume the position with seriousness and understood the task that had been handed to me. There was a problem and I was to solve it. In a bid to put my managerial knowledge in managing affairs in such a large organization, I set off by first setting up a recruitment and selection committee. The committee was made up of three members and me as the head. All members had served in the organization for at least four years. We set off by planning for the whole exercise. As part of our plan and execution of the plan, we placed advertisements in local newspapers. The idea was to attract only people who stayed close to the organization and lived among the people they were to serve. We will write a custom essay sample on Reducing Employee Turnover or any topic specifically for you Only $17.96 $11.86/pageorder now Our greatest attention was with the job description given in the advertisement. As the manager, I ensured that there were a detailed job description and job specification to ensure that people who applied for the job saw them as the right people for the right job. This was to ensure that there was not a situation whereby someone would be selected for the job and later quit because he or she may find it difficult acquainting with the job. After the advertisement, a date was set for the interview. Before this, I had led my team to shortlist candidates for the interview. The main criteria for shortlisting were the academic qualification and work experience. After the shortlisting, selected candidates were given prior notice of the interview within a reasonable time to prepare. At the interview, the individual candidates met members of the interview committee who were five (5) in number. The number of interview committee was made to be of the sizable am ount in other to ensure that selection was done based on consensus or majority decision. It also gave the opportunity for questions asked to be diverse and broad.

The Civil Rights Act Of 1964 Essay - 1366 Words

Nida Malik Professor Pratt June 4, 2015 Rough Draft (Paper 1) Throughout history discrimination has always been present anything that makes an individual different from another individual. Discirimination happens all the time which is tragic.During the 1960’s EEOC was created following the Civil Rights Act of 1964. The Civil Rights Act of 1964 was a civil rights legislation. The Civil Rights Act outlawed discrimination and enforced that everyone was getting paid the same amount. Although , discrimination was still there but the law did help not have as much discrimination.The Title VII of the Civil Rights Act of 1964 protected individuals against employment discrimination. Title VII was in effect towards employment agencies as well as the federal government. The belief was that equal opportunity cannot be denied because of a person’s race or sex. Title VII also restricted employment decisions based on stereotypes as well as abilities. During that time it was against the law to victimize against any individual towards employment. Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination it prohibits discrimination agonists an individuals sex, religion, and color these are just some. The main concept of Title VII was to give individuals opportunity to enforce an equal employment opportunity. There have been rules under Title VII to make sure that everyone is being treated fairly Title VII states employees are supposed preventShow MoreRelatedCivil Rights Act of 19641840 Words   |  8 PagesBefore the Civil Rights Act of 1964, segregation in the United States was commonly practiced in many of the Southern and Border States. This segregation while supposed to be separate but equal, was hardly that. Blacks in the South were discriminated against repeatedly while laws did nothing to protect their individual rights. The Civil Rights Act of 1964 ridded the nation of this legal segregation and cleared a path towards equality and integration. The passage of this Act, while f orever alteringRead More Civil Rights Act of 1964 Essay1338 Words   |  6 Pages The Civil Rights Act of 1964 resulted from one of the most controversial House and Senate debates in history. It was also the biggest piece of civil rights legislation ever passed. The bill actually evolved from previous civil rights bills in the late 1950’s and early 1960’s. The bill passed through both houses finally on July 2, 1964 and was signed into law at 6:55 P.M. EST by President Lyndon Johnson. The act was originally drawn up in 1962 under President Kennedy before his assassinationRead MoreEssay on Civil Rights Act of 19646131 Words   |  25 PagesThe Civil Rights Act of 1964 Danielle Endler Human Resources 4050, Spring 2013 Semester Professor David Penkrot May 3, 2013 The Civil Rights Act of 1964 is considered by some to be one of the most important laws in American history. (The Most Important Cases, Speeches, Laws Documents in American History) This Act was signed into law by President Lyndon B. Johnson on July 2, 1964 and it is a â€Å"comprehensive federal statute aimed at reducing discrimination in public accommodations and employmentRead MoreThe Civil Rights Act Of 1964879 Words   |  4 PagesPresident John F. Kennedy s New Frontier programs, Johnson wanted to expand civil rights and wage war on poverty. More than fifty years later, the effects of the Great Society on American life can still be felt. Civil rights fell under the scope of Johnson s Great Society programs. Johnson signed the Civil Rights Act of 1964, a law that ended discrimination in the US at all levels of government. Without the Civil Rights Act of 1964, blacks and other people of color would not have the opportunity to runRead MoreThe Civil Rights Act Of 1964925 Words   |  4 PagesAmericans and even immigrants are afforded their basic civil rights based on the Civil Rights Act of 1964. The act, which was signed into law on July 2, 1964, declared all discrimination for any reason based on race, color, religion, sex, or national origin will be deemed illegal in the United States (National Park Service, n.d.). When the act was enacted, people had to become more open minded; more accepting to the various cultures and backgrounds of individuals. Understanding that concept leadsRead MoreThe Civil Rights Act Of 1964848 Words   |  4 PagesVII, Civil Rights Act of 1964, followed by a brief description of person al experiences involving discrimination, and concluding with a reflection as to how the American workforce is protected by law. The writing will cover any ethically related issues, personal thoughts and ideas, and illustrations of how the law pertains directly to personal events, as well as provide direct links to any and all reference material covered under the purpose of this writing. Title VII, Civil Rights Act of 1964 TheRead MoreThe Civil Rights Act Of 19641702 Words   |  7 Pagessubject to, and the subject of, discrimination. The Civil Rights Act of 1964 originally did not include gender in the bill’s wording. Were it not for a backhanded comment made in jest by a backward congressman, women would not have been afforded equal rights protection in employment (Freeman, 1991; 2004). President Harry Truman inaugurated the legal Civil Rights Movement. Though people of color had long been yearning and fighting for their rights, President Truman began this legal process nationallyRead MoreThe Civil Rights Act Of 19641106 Words   |  5 Pages†(Cassanello). The Civil Rights Act of 1964 was the most influential event in the Civil Rights Movement because it paved way for ending discrimination and segregation, and giving more rights to African- Americans. During the Civil Rights Movement African- Americans were fighting to get their rights that were being taken away from them little by little. Starting in 1955 and going well into the late 1960’s early 1970’s, African- Americans started to protest against discriminatory laws and acts such as JimRead MoreThe Civil Rights Act Of 1964880 Words   |  4 Pagesbetween conflicting viewpoints are still being faced by Americans today. (Tiona/Claire) Equality for African Americans has made remarkable progress since the approval of the Civil Rights Act, but discrimination continues. A significant step towards racial equality was the Civil Rights Act of 1964, proposed by John F. Kennedy. This act brought an end to segregation in public facilities such as buses, restaurants, hotels, and places of entertainment. It also banned employment discrimination on the termsRead MoreThe Civil Right Act Of 19641072 Words   |  5 PagesTitle VII of the Civil Right Act of 1964, and both under the Disparate Treatment and Disparate Impact. Dunlap feels that he has been discriminated during the interview process. The district court concluded that TVAs subjective hiring process permitted racial bias against the plaintiff and other black job applicants. Tennessee Valley Authorities was found guilty of discrimination against the plaintiff. The Title Vii of the Civil Right Act of 1964 enforces the constitutional right to vote, to confer

the wave Essay Example For Students

the wave Essay GRANT OF LICENSE. This EULA grants you the following rights:(Software Installation and Use. Except as otherwise expressly provided in this EULA, you may only install, use, access, run, or otherwise interact with (RUN) one copy of the SOFTWARE PRODUCT on the COMPUTER. The SOFTWARE PRODUCT may not be installed, accessed, displayed, run, shared or used concurrently on or from different computers, including a workstation, terminal or other digital electronic device. (Back-up Copy. If Manufacturer has not included a back-up copy of the SOFTWARE PRODUCT with the COMPUTER, you may make a single back-up copy of the computer software portion of the SOFTWARE PRODUCT. You may use the back-up copy solely for archival purposes. Back-up Utility. If the SOFTWARE PRODUCT includes a Microsoft back-up utility you may use the utility to make the single back-up copy. After the single back-up copy is made, the backup utility will be permanently disabled. Except as expressly provided in this EULA, you may not otherwise make copies of the SOFTWARE PRODUCT, including the printed materials accompanying the SOFTWARE PRODUCT. 2.DESCRIPTION OF OTHER RIGHTS AND LIMITATIONS. (Academic Edition Software. If the SOFTWARE PRODUCT is identified as Academic Edition or AE, you must be a Qualified Educational User to use the SOFTWARE PRODUCT. If you are not a Qualified Educational User, you have no rights under this EULA. To determine whether you are a Qualified Educational User, please contact the Microsoft Sales Information Center/One Microsoft Way/Redmond, WA 98052-6399 or the Microsoft subsidiary serving your country. * Speech Recognition. If the SOFTWARE PRODUCT includes a speech recognition component, it should be understood by you that speech recognition is inherently a statistical process; that recognition errors are inherent in the process of speech recognition; that it is your responsibility to provide for handling such errors and to monitor the speech recognition process and correct any errors. Manufacturer, MS, or their suppliers (including Microsoft Corporation), shall not be liable for any damages arising out of errors in the speech recognition process. (Application Sharing. The SOFTWARE PRODUCT may contain Microsoft(r) NetMeeting(, a product that enables applications to be shared between two or more computers, even if an application is installed on only one of the computers. You may use this technology with all Microsoft application products for multi-party conferences. 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You specifically agree not to export or re-export any of the Restricted Components (i) to any country to which the U.S. has embargoed or restricted the export of goods or services, which currently include, but are not necessarily limited to Cuba, Iran, Iraq, Libya, North Korea, Sudan and Syria, or to any national of any such country, wherever located, who intends to transmit or transport the Restricted Components back to su ch country; (ii) to any person or entity who you know or have reason to know will utilize the Restricted Components in the design, development or production of nuclear, chemical or biological weapons; or (iii) to any person or entity who has been prohibited from participating in U.S. export transactions by any federal agency of the U.S. government. You warrant and represent that neither the BXA nor any other U.S. federal agency has suspended, revoked or denied your export privileges. Non-Exportable Encryption. If this EULA is labeled or the SOFTWARE PRODUCT is identified as North America Only Version above, on the Product Identification Card, or on the SOFTWARE PRODUCT packaging or other written materials, then the following applies: The SOFTWARE PRODUCT is intended for distribution only in the United States, its territories and possessions (including Puerto Rico, Guam, and U.S. Virgin Islands), and Canada. Export of the SOFTWARE PRODUCT from the United States is regulated under EI controls of the Export Administration Regulations (EAR, 15 CFR 730-744) of the U.S. Commerce Department, Bureau of Export Administration (BXA). A license is required to export the SOFTWARE PRODUCT outside the United States or Canada. You agree that you will not directly or indirectly export or re-export the SOFTWARE PRODUCT (or portions thereof) to any country, other than Canada, or to any person, entity or end user subject to U.S. export restrictions without first obtaining a Commerce Department export license. You warrant and represent that neither the BXA nor any other U.S. federal agency has suspended, revoked or denied your export privileges.

Values, Attitudes, and Job Satisfaction Essay Example

Values, Attitudes, and Job Satisfaction Essay Regardless of which studies you choose to look at, when American workers are asked if they are satisfied with their jobs, the results tend to be very similar: Between 70 and 80 percent report theyre satisfied with their jobs (p. 61). 1 How does one explain these findings? †¦ Because people are likely to seek jobs that provide a good person-job fit, reports of high satisfaction shouldnt be totally surprising. Second, based on our knowledge of cognitive dissonance theory (discussed in this chapter), we might expect employees to resolve inconsistencies between dissatisfaction with their jobs and their staying with those jobs by not reporting the dissatisfaction. So these positive findings might be tainted by efforts to reduce dissonance (p. 61). tainted = belastet, „verdorbenâ€Å" 2 VALUES Values: Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. Value System: A hierarchy based on a ranking of an individuals values in terms of their intensity. Are values fluid and flexible? Generally speaking, No! Values tend to be relatively stable and enduring. A significant portion of the values we hold is established in our early years – from parents, teachers, friends, and others. As children, we are told that certain behaviors or outcomes are always desirable or always undesirable. There were few gray areas†¦ It is this absolute or black-or-white learning of values that more or less assures their stability and 3 endurance (p. 2). IMPORTANCE OF VALUES Values are important to the study of organizational behavior because they lay the foundation for the understanding of attitudes and motivation and because they influence our perceptions (p. 62). TYPES OF VALUES a) Terminal Values: Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime. achieving ones terminal values. b) Instru mental Values: Preferable modes of behavior or means of 4 Terminal Values We will write a custom essay sample on Values, Attitudes, and Job Satisfaction specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Values, Attitudes, and Job Satisfaction specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Values, Attitudes, and Job Satisfaction specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A comfortable life (a prosperous life) An exiting life (a stimulating, active life) A sense of accomplishment (lasting contribution) A world at peace (free of war and conflict) A world of beauty (beauty of nature and the arts) Equality (brotherhood, equal opportunity for all) Family security (taking care of loved ones) Freedom (independence, free choice) Happiness (contentedness) Inner harmony (freedom from inner conflict) Mature love (sexual and spiritual intimacy) National security (protection from attack) Pleasure (an enjoyable, leisurely life) Salvation (saved, eternal life) Self-respect (self-esteem) Social recognition (respect, admiration) True friendship (close companionship) Wisdom (a mature understanding of life) Instrumental Values Ambitious (hardworking, aspiring) Broad-minded (open-minded) Capable (competent, effective) Cheerful (lighthearted, joyful) Clean (neat, tidy) Courageous (standing up for your beliefs) Forgiving (willing to pardon others) Helpful (working for the welfare of others) Honest (sincere, truthful) Imaginative (daring, creative) Independent (self-reliant, self-sufficient) Intellectual (intelligent, reflective) Logical (consistent, rational) Loving (affectionate, tender) Obedient (dutiful, respectful) Polite (courteous, well-mannered) Responsible (dependable, reliable) Self-controlled (restrained, self-disciplined) 5 Dominant Work Values in Todays Workforce Year Born Entered the Workforce Approximate Dominant Current Age Work Values 55-75 early 1960s 45-55 35-45 Under 35 Hard work, conservative; loyalty to the organization Quality of life, nonconforming, seeks autonomy; loyalty to self Success, achievement, ambition, hard work; loyalty to career Flexibility, job satisfaction, balanced lifestyle; loyalty to relationships Stage I. Protestant work ethic II. Existential III. Pragmatic 1925-1945 Early 1940s to 1945-1955 1960s to mid-1970s 1955-1965 Mid-1970s to late 1980s IV. Generation X 1965-1981 Late 1980s to present I. 6 Contemporary Work Cohorts Workers who †¦ entered the workforce from the early 1940s through the early 1960s believing in the Protestant work ethic. Once hired, they tended to be loyal to their employer (p. 64). Employees who entered the workforce during the 19 60s through the mid-1970s were influenced heavily by John F. Kennedy, the civil rights movement, the Beatles, the Vietnam war, and baby boom competition. They brought with them a large measure of the hippie ethic and existential philosophy. They are more concerned with the quality of their lives than with the amount of money and possessions they can accumulate. Their desire for autonomy has directed their loyalty toward themselves rather than toward the organization that employs them (p. 65). 7 Individuals who entered the workforce from the mid-1970s though the late 1980s reflect the societys return to more traditional values, but with far greater emphasis on achievement and material success. As a generation, they were strongly influenced by Reagan conservatism†¦, these workers are pragmatists who believe that ends can justify means. They see the organizations that employ them merely as vehicles for their careers (p. 65). Our final category encompasses what has become known as generation X. Their lives have been shaped by globalization, the fall of communism, MTV, AIDS, and computers. They value flexibility, a balanced lifestyle, and the achievement of job satisfaction. Family and relationships are very important to this cohort. Money is important as an indicator of career performance, but they are willing to trade off salary increases, titles, security, and promotions for increased leisure time and expanded lifestyle options (p. 65). 8 VALUES ACROSS CULTURES „Because values differ across cultures, an understanding of these differences should be helpful in explaining and predicting behavior of employees from different countriesâ€Å" (p. 66). A Framework for Assessing Cultures Power Distance Individualism versus Collectivism Quantity of Life versus Quality of Life (Hofstede called this dimension masculinity versus femininity, but weve changed his terms because of their strong sexist connotation. ) Uncertainty Avoidance Long-Term versus Short-Term Orientation 9 Power Distance: A national culture attribute describing the extent to which a society accepts that power in institutions and organizations is distributed unequally. Individualism: A national culture attribute describing the degree to which people prefer to act as individuals rather than a member of groups. A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them. Collectivism: 10 Quantity of Life: A national culture attribute describing the extent to which societal values are characterized by assertiveness and materialism. assertiveness = Durchsetzungsvermogen, Bestimmtheit Quality of Life: A national culture attribute that emphasizes relationships and concern for others. xtent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them. Uncertainty Avoidance: A national culture attribute describing the 11 Long-Term Orientation: A nati onal culture attribute that emphasizes the future, thrift, and persistence. persistence = Beharrlichkeit thrift = Sparsamkeit Short-Term Orientation: A national culture attribute that emphasizes the past and present, respect for tradition, and fulfilling social obligation. 12 Examples of Cultural Dimensions Power Distance Individualism Quantity of Life Uncertainty Avoidance Long-Term Orientation Country China France Germany Hong Kong Indonesia Japan Netherlands Russia United States West Africa High High Low High High Moderate Low High Low High Low High High Low Low Moderate High Moderate High Low Moderate Moderate High High Moderate High Low Low High Moderate Moderate High Moderate Low Low Moderate Moderate High Low Moderate High Low Moderate High Low Moderate Moderate Low Low Low 13 Dell Computer learned that Chinese work values differ from U. S. work values when it opened a computer factory in Xiamen, China. Chinese workers view the concept of a job for life. They expect to drink tea and read the papers on the job – and still keep their jobs. Dell China executives had to train employees so they understood that their jobs depended on their performance. To instill workers with a sense of ownership, managers gave employees stock options and explained to them how their increased productivity would result in higher pay (p. 67). to instill = beibringen, etwas einflo? en 14 ATTITUDES Attitudes: Cognitive Component of an Attitude: Affective Component of an Attitude: Evaluative statements or judgements concerning objects, people, or events. The opinion or belief segment of an attitude. The emotional or feeling segment of an attitude. Behavioral Component of an Attitude: An intention to behave in a certain way toward someone or something. 15 In organizations, attitudes are important because they affect job behavior. If workers believe, for example, that supervisors, auditors, bosses, and time-and-motion engineers are all in conspiracy to make employees work harder for the same or less money, then it makes sense to try to understand how these attitudes were formed, their relationship to actual job behavior, and how they might be changed† (p. 68). TYPES OF ATTITUDES A person can have thousands of attitudes, but OB focuses our attention on a very limited number of job-related attitudes. These jobrelated attitudes tap positive or negative evaluations that employees hold about aspects of their work environment. Most of the research in OB has been concerned with three attitudes: job satisfaction, job involvement, and organizational commitment (p. 68). to top = hier: sich beziehen auf 16 Job Satisfaction The term job satisfaction refers to an individuals general attitude toward his or her job†¦ Because of the high importance OB researchers have given to job satisfaction, well review this att itude in considerable detail later in this chapter (p. 69). Job Involvement: The degree to which a person identifies with his or her job, actively participates in it, and considers his or her performance important to self-worth. High levels of job involvement have been found to be related to fewer absences and lower resignation rates. However, it seems to more consistently predict turnover than absenteeism (p. 69). 17 Organizational Commitment: The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization. As with job involvement, the research evidence demonstrates negative relationships between organizational commitment and both absenteeism and turnover (p. 69). Changing Attitudes Can you change unfavourable employee attitudes? Sometimes! It depends on who you are, the strength of the employees attitude, the magnitude of the change, and the technique you choose to try to change the attitude (p. 75). 18 JOB SATISFACTION †¦ an individuals general attitude toward his or her job (p. 76). THE EFFECT OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE a) a) Satisfaction and Productivity †¦ happy workers arent necessarily productive workers. At the individual level, the evidence suggests the reverse to be more accurate – that productivity is likely to lead to satisfaction (p. 77). But: When satisfaction and productivity data are gathered for the organization as a whole, rather than at the individual level, we find that organizations with more satisfied employees tend to be more effective than organizations with less satisfied employees (p. 77). 19 b) Satisfaction and Absenteeism We find a consistent negative relationship between satisfaction and absenteeism, but the correlation is moderate†¦ While it certainly makes sense that dissatisfied employees are more likely to miss work, other factors have an impact on the relationship and reduce the correlation coefficient (p. 78). c) Satisfaction and Turnover Satisfaction is also negatively related to turnover, but the correlation is stronger than what we found for absenteeism. Yet, again, other factors such as labor market conditions, expectations about alternative job opportunities, and length of tenure with the organization are important constraints on the actual decision to leave ones current job (p. 78). tenure = Dauer der Unternehmenszugehorigkeit 20 HOW EMPLOYEES CAN EXPRESS DISSATISFACTION/ RESPONSES TO JOB DISSATISFACTION Active EXIT Destructive NEGLECT VOICE Constructive LOYALTY Passive 21 Exit: Voice: Dissatisfaction expressed through behavior directed toward leaving the organization. Dissatisfaction expressed through active and constructive attempts to improve conditions. conditions to improve. worsen. Loyalty: Dissatisfaction expressed by passively waiting for Neglect: Dissatisfaction expressed through allowing conditions to 22