4. The challenging is not only to attract the
best talents but also to retain them.
• Rising opportunities for career
development
• Lifestyle decision
• Job changing
• Unbalance work life
which influence an individual’s
decision to continue or quit.
INTRODUCTION
5. WHAT IS AN EMPLOYEE?
-is a person who works for another. It is a hired individual who has
toprovideservices toa company on a regularbasis inexchange
for compensation.
WHAT IS AN ORGANIZATION?
-It is asocialunit thatis structuredandmanagedtomeeta needor
topursuecollective goals.
-It is alsoanopensystem–theymayaffectandcanbeaffectedby
their environment.
6. WHAT IS EMPLOYEE ENGAGEMENT?
-It refers to the workplace approach intended to ensure committed
and motivated employees that contribute to organizational success
and together are able to enhance their sense of well-being.
WHAT IS EMPLOYEE RETENTION?
-Aprocessinwhichtheemployeesareencouragedtoremainin
the organization for the maximumperiod of time or until the
completion of theproject.
7.
8. EMPLOYEE RETENTION WILL
BENEFIT AN ORGANIZATION
The cost of turnover
Loss of company knowledge
Interruption of customer service
Turnover will lead to more turnovers
Goodwill of the company
9. organizations must first understand the main reasons why
employees leave for other positions. Because Good people don’t leave
good organizations– they leave poor managers!
Reasons for Employee Turnover
1. RudeBehavior. Studies shownthat everyday indignities haveanadverse
effect on productivity and result in good employees quitting. Rudeness,
assigning blame, backbiting, favoritism and retaliations are among
reasons that aggravate the turnovers of employee. Feeling resentful and
mistreated is not an enticement for a good work environment.
2. Work-life Imbalance. When the employees are forced to choose
between their personal life and a work life. (e.g. longer hours in work and
weekend work)
3. Thejob didnot meetexpectations.Thejob wassignificantly vary
from the initial description and what was promised during the
interview stage. It may lead to mistrust, and when this trust is missing,
there can be no real employee ownership.
10. 5. Feeling undervalued. Everyone wants to be recognized
and rewarded for a job well done. The most effective
recognition is appreciation. It is an effective way to
communicate appreciation in a positive effort, while also
reinforcing those actions and behaviors.
6. Coaching and feedback are lacking. Giving and getting
honest feedback is essential for growth and building
successful teams and organizations.
7. Decision-making ability is lacking. Organization must
gives employees latitude to do their jobs by placing trust
in them. In that case, employees will embrace that job with
enthusiasm and pride of ownership.
11. 8. Peopleskills are inadequate. Many managers were
promoted because they did their jobs conspicuously and got
results. But that doesn’t mean they know how to lead. Leaders
aren’t born they are made. It’s time for the manager to impart
the knowledge and skills he had to his employees.
9. Faith and confidence shaken. Employers need to
demonstrate appreciation through their employees actions.
10. Growth Opportunities not available. Employees need to
develop new skills and
responsibilities in their current positions.
11.Organizational Instability. With constant reorganization
and shuffling people it causes frustration leasing to
confusion and inefficiencies.
12.
13.
14.
15.
16.
17. Definition of motivation:
*The driving force within individuals by which they
attempt to achieve some goal in order to fulfill some
needs or expectation.
*The degree to which an individual wants to choose
in certain behavior.
18. MOTIVATION AS A PROCESS:
It is a process by which a person’s efforts are
energized, directed and sustained towards attaining
the goal.
*Energy-Ameasure of intensity or drive.
*Direction- Towards organizational goal.
*Persistence- Exerting effort to achieve goal
DIRECTION PERSISTENCE
ENERGY
19. BENEFITS OF MOTIVATION
1. Puts human resources into action. Human resources can be utilized by building
willingness in the employees to work which help the enterprise in securing best
possibleutilizationof resources.
2. Improves level of efficiency of employees. This will result in increase in
productivity,reducingcost of operations andimprovingoverall efficiency.
3. Leadstoachievement of organizational goals.
4. Buildsfriendly relationship. Whichmayresult in profit maximization through
increasedproductivity
.
5. Leadsto stabilityof workforce.Thisleadsto agoodpublic imagein the
market whichwill attractcompetentandqualified peopleintoaconcern.
23. Maslow’s Hierarchy of needs theory
Maslow (1970) believe that people are motivated to satisfy
certain needs, raging from basic survival to complex
psychological needs, in that people seek a higher need only when
the lower needs have been pre- dominantly met.
Needs were categories as five levels of lower-higher-order
needs.
*Individual must satisfy lower-level needs before they can satisfy
higher order needs.
*Motivating a person depends on knowing at what level that a
person is on the hierarchy.
24.
25. • Herzberg
Frederick Herzberg (1977) believe that employees can be
motivated by thework itself and that there is an internalor
personalneed to met organizational goals.The distinction
between hygiene or maintenance factors andmotivator
factors wascalledthemotivation-hygiene theory.He
maintained that motivators or job satisfiers are present in
work itself.They give people the desireto work and do that
work well.
