The document provides 5 reasons why employees stay at their jobs: 1) Pride in their organization, 2) A compatible supervisor they enjoy working for, 3) Fair compensation and opportunities to learn and grow, 4) Affiliation with colleagues they respect, and 5) Meaningful work that aligns with their interests. It also lists 5 reasons why employees may quit, such as unreasonable workload demands, lack of raises or promotions, not allowing employees input or pride in their work, and constant reorganizations.

2. 5 REASONS WHY EMPLOYEES STAY: 1. Pride in the organization. People want to work for well-managed companies. 2. Compatible supervisor. People may stay just to work for a particular individual who is supportive of them. 3. Compensation. People want to work for companies that offer fair compensation, including competitive wages and benefits as well as opportunities to learn and achieve. 4. Affiliation. People want to continue working with colleagues they respect and like. 5. Meaningful work. People want to work for companies that let them do work that appeals to their deepest, most passionate interests. References Harvard Business Review (2010). HBR Answers Exchange. Retrieved from http://answers.hbr.org/

3. Top-Five Reasons Why People Quit Their Jobs by Gregory P. Smith 1. Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work. 2. Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties. 3. Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else. 4. Management doesn't allow the rank and file to make decisions or allow them pride of ownership. 5. Management constantly reorganizes, shuffles people around, and changes direction constantly.

4. Subtitle

13. Example of Salary Survey

19. 1. Whether the company should pay salaries above, below, or the same level, as the others in the same industry in the community are paying for the same jobs. 2. Whether the company should pay a single rate for each job, or slot the jobs into ranges or grades w/c would provide room for merit increases.

20. 3. How many pay grades or salary rages to use, and how wide each pay grade should be (from the minimum of the grade to the maximum). 4. What is the range of the amount in terms of money value that should be allotted for each salary grade.

30. Other information: 3 Categories of Labor Grades c. Professionals – elite of the labor grades, there are those workers who need an advanced degree to do their jobs. Exp. Doctors, lawyers etc.

31. A Faithful man will abound with blessings… -Proverbs 28:20