Impact of Employee Retention Essay Example for Free

Impact of Employee Retention Essay Griffeth Hom (2001) have argued that employee turnover is assuming crisis proportions for many employers who struggle to retain people in the tightest labour market. Griffeth Hom (2001, Pg 1) 52% of companies report that their turnover is increasing and quit rates are running high of 1.1% a month.† Turnover can be a real problem in many organisations. Companies spend a great deal of time and money recruiting and training employees and the cost of replacing staff members lost through turnover are great. The monetary cost of replacing one employee is generally estimated to range from 50 percent to 200 percent of the annual salary for the position, and may even be higher in very specialized fields. Furthermore, poor employee retention can have a negative impact on workplace productivity, job satisfaction, and also on the overall morale of the organisation. It is proven that a high turnover percentage can cost employers a great deal of financial distress. Depending on the size of the company, to many employers it can make the difference in staying or going out of business. Phillips (2003,Pg 4) noted that, â€Å"of late employee retention has captured the attention of the business, financial, and executive community as a critically important strategic issue that can have a dramatic effect on productivity and profits.† Cascio, 2000 and Johnson,1995 cited in Griffeth Hom, Retaining Valued Employees (2001), are of the opinion that, human resources professionals and researchers project that the cost of one turnover incidence ranges from between 93% to 200% of a leavers salary, depending on his or her skill and level of job responsibility. Labour turnover has a negative impact on the organizations. Although every manager and team member is aware of problems associated with high turnover, a review of its foremost consequences puts employee retention in the appropriate perspective. Patricia (2002, pg 4, 5) noted that â€Å"employee turnover has a serious impact on organisations. Firstly high financial costs, which is both in terms of direct and indirect costs and the performance of companies has been inhibited in many ways by high turnover rates. Sometimes the costs alone causes turnover to become a critical strategic issue. Secondly, in terms of survival as an issue, where in a tight labour market in which the company depends on having employees with critical skills, recruiting and retaining the appropriate talent can determine the success or failure of the organisation. Thirdly in terms of productivity loses and workflow interruptions , where an employee who quits abruptly not only leaves a productivity gap but also causes problems for others on the same team and within the same flow of work. Fourthly in terms of loss of know-how especially with regards to knowledge industry, where a departing employee may have the critical knowledge and skills needed for working with specific software. This can be a negative impact at least in the short run. Fifthly, turnover can have a serious impact on the image of the organisations.† Patricia (2002) also noted that some of the other impacts of turnover on organisations may be with regards to loss of business opportunities, administrative problems, disruption of social and communication networks, and job satisfaction of remaining employees. Patricia (2002) noted that it is important to remember that turnover can have a negative impact on the individual, particularly if an employee is leaving because of problems that could have been prevented. Furthermore, Patricia (2002) noted that a voluntary turnover because of problems that could have been avoided creates a variety of consequences such as loss of employee benefits or job seniority, financial difficulties, loss of social network, relocation costs, wasted efforts and uncompleted projects, and even more in terms of career problems. Branham (2005) noted that employees quit because of the disengagement process and deliberation process. Branham (2005) also noted that there are 7 reasons as to why employees leave organisations. They are as follows: 1. The job or the workplace was not expected. 2. The mismatch between job and person. 3. Very little coaching and feedback. 4. Few growth and advancement opportunities. 5. Feeling devalued and unrecognised. 6. Stress from overwork and work-life imbalance. 7. Loss of trust and confidence in senior leaders. There is no set level of employee turnover that determines at what point turnover starts to have a negative impact on an organisations performance. Everything depends on the type of labour markets in which you compete. Where it is relatively easy to find and train new employees quickly and at relatively little cost (that is where the labour market is loose), it is possible to sustain high quality levels of service provision despite having a high turnover rate. By contrast, where skills are relatively scarce, where recruitment is costly or where it takes several weeks to fill a vacancy, turnover is likely to be problematic for the organisation. This is especially true of situations in which you are losing staff to direct competitors or where customers have developed relationships with individual employees. Some employee turnover positively benefits organisations. This happens when a poor performer is replaced by a more productive employee, and can happen when a senior retirement allows the promotion or acquisition of welcome fresh blood. The more valuable the employees in question the more damaging the resignation, particularly when they move on to work for competitors. Moderate levels of staff turnover can also help to reduce staff costs in organisations where business levels are unpredictable month on month. When business is slack it is straightforward to hold off filling recently created vacancies for some weeks. Staw (1980 cited in Griffeth and Hom (2002), argues that turnover is not always bad. For instance, vacating employees or employees who quit can increase promotional opportunities for other employees or can infuse new ideas and technologies when new employees replace those who left. Dalton, Krackhardt and Porter (1981cited in Griffeth and Hom (2002), are of the opinion that certain kinds of jobs exits or quits among marginal perfor mers are even desirable. Abelson Bay singer (1994, cited in Griffeth and Hom (2002) that a certain quit rate might be tolerated as a cost of doing business in a particular industry. Stephen Taylor (2002, Pg 15) noted that for many HR specialists, rising staff turnover is seen as being an important organisational problem. It follows that improving retention rates should be high on the management agenda, and it is proper for resources to be devoted to achieving this aim. However a certain amount of turnover is actively welcomed by many managers. â€Å"Nonetheless, Griffeth Hom (2001) have noticed that organisational-level research and corporate studies report that high exit rates generally worsen organisational effectiveness. Though there are diverse opinions from various authors, and taking the above argument into consideration, it is clear that employees play a fundamental role in the success of any organisation and therefore by retaining talented or rather key employees is a very important task that the managers should undertake. Phillips Connell (2002) noted that, some organisations do a superb job of managing retention, whereas others fail miserably. The issues are not always externally driven but often lie within the organisation.

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The following essay addresses the effect and impact of environmental and ethical management within the sport and recreation industry, critically analysing such methods against current literature in the field. Utilising Carroll’s (1991) model of Corporate Social Responsibility (CSR), it seeks to evaluate, by means of an ethical audit, the current ethical principles employed in the operation of a London-based recreation facility, and objectively assess the extent to which the organisation is committed to the concepts of CSR management. According to Robin and Reidenbach (1987), business ethics demand an organisation behave in agreement with a shared set of believed principles related to moral philosophy, while social responsibility relates to the social conventions that exist between business and society. In other words, social responsibility includes all of the requirements and duties of business to the society it operates in, while business ethics, to some extent, involves the duties of business to the individual decision maker. While the two concepts of ethics and social responsibility are fairly dissimilar, they evidently share a common link. Based on Social Identity Theory (Tajfel and Turner, 1979), Turban and Greening (1997) argued that a company’s corporate social performance (CSP) was favourably associated with their reputation and attractiveness as an employer, suggesting that CSP may provide some competitive advantage in attracting staff. While ethical standards are defined as ideologies that when followed, encourage values such as trust, positive behaviour, justice, and compassion, there is no one consistent set of principles that all organisations adhere to, but rather, each has the ability to create the standards they de... ...h CSR activity, viewing this as a means for its managers to meet the apparent opposing concerns of social responsibility and bottom-line performance. However, to properly manage consumer relationships and its own reputation, GLL should not only adopt CSR as in integral part of its mission, but must also seek to communicate this widely to its members through use of effective social media. While it is plain GLL understands the demands placed on it and its divisional managers, by employees, suppliers, community groups, sporting governing bodies and local authorities, to increase their participation in CSR, it must be wary of this reality as it expands, as business norms and principles, regulatory structures, and stakeholder demand for CSR can and will vary considerably across differing regions of the UK, and along multiple lines of business (McWilliams, et al., 2006).

All Quiet on the Western Front Essay Essay

A soldier must have the mentality of, â€Å"I must kill or I’ll be killed† or they will surely perish. Taking this idea to heart can be a very moralistic test that most people can’t handle. All Quiet on the Western Front is one of the greatest war novels ever written because of its exposing graphic depiction of war. In the short note before Chapter One, Remarque lets the reader know exactly what themes he intends. War is savage, unjustified and unnatural. He intends to explain why the war was responsible for the destruction of an entire generation. Remarque is very clear on the strength of his themes, and uses graphic imagery to show the reader the physical and psychological impact that war has on a person. War brings about hardship, pain and suffering to all involved. It is the battle of two sides made of young men; many of them do not understand what they are fighting for or who they are fighting. Remarque’s novel All Quiet on the Western Front helps portray the image of war and idea of warfare in a pretty gruesome way. He also made his point through the physical deterioration, but mostly through mental and emotional destruction of Paul Baumer and his comrades. In the novel, Remarque does a flawless job conveying the horrible misfortunes of war. Through the eyes of Paul Baumer, a story is told of hopelessness and desperation on the German front lines of WWI. As Baumer and his comrades experience starvation and injury among other hardships, the reader begins to comprehend how tragic war is. They experienced things that can and will traumatize most human beings. â€Å"It’s unendurable. It is the moaning of the world, it is the martyred creation, wild with anguish, filled with terror, and groaning. Ch. 4, p. 62. This scene was the most graphic and horrendous part of the book. It really exemplified the tragedy of war. Detering was very disturbed by this because he’s a farmer. He believed that the horses have innocent souls and that they’re beautiful and should never have been involved. Detering has a special place for animals in his heart so much so that he’d risk his life to find them and put them out of their misery. Remarque knew that war changes people mentally and emotionally, more often than physically. It is very possible that he himself was damaged mentally and emotionally through his service in WWI. â€Å"We have lost all feeling for one another. We can hardly control ourselves when our hunted glance lights on the form of some other man. We are insensible, dead men, who through some trick, some dreadful magic, are still able to run and to kill. † Ch. 6, p. 115. This quote embodies the thesis that Remarque was portraying in this novel. It explains how the soldiers notice their mental and emotional corrosion caused by the horrific things they have witnessed and committed during the war. They can’t really understand why they are still able to fight, but they know that they can’t stop under any circumstances. Soldiers are forced to adopt the dominating mindset of â€Å"kill or be killed. † Remarque realized that when this embracement happens it’s just a matter of time before they become â€Å"dead men. † During WW1 men between the ages of 18 and 30 had to enter the military draft. This meant that post teens would be fighting for their country and risking their lives, while all they knew was school and the safety of their own homes. The protagonist in Paul Baumer was only 19 years old in the novel and he frequently thought about girls and liked to drink a lot. In many ways, Paul is ordinary, and that’s why it’s so easy to relate to him. We see ourselves in Paul, and because of that, the war he suffers through seems all more horrible to us. This age group during WW1 was a damaged and broken generation. They fought for the principle of hatred and the dream of going back home to their families. â€Å"We are none of us more than twenty years old. But young? That is long ago. We are old folk. Ch. 1 Pg. 18 The war has altered these boys; it has turned them into matured old men. Remarque was just solidifying the idea of the bad effects that war can have on a person. These boys are just out of school and most of them have probably experienced some sort of traumatic stress, which can permanently damage someone beyond repair. War affects everyone and everything it gets its hands on. It turns innocent boys i nto murderous men right before your eyes. It obliterates generations and makes millions suffer through the benefit of no one. Erich Remarque was a German war veteran and experienced firsthand the atrocity that warfare can bring. All Quite on the Western Front symbolizes war exactly. It portrays the horribleness of war through the German soldiers; Baumer and his companions. Remarque has them killed, brutally injured and mentally destroyed, all to prove how terrible war can truly be. Through this novel we can truly go back and see the experiences of WW1 soldiers and how the war changed them in every way possible, as a result All Quite on the Western Front is considered one of the best war novels ever written.

The Effects of Media in Nursing Evolution - 1207 Words

Running Head: THE EFFECT OF MEDIA The Effect of Media in the Nursing Evolution The Effect of Media in Nursing Evolution The media has played a huge role in the evolution of nursing. Its influence has been both positive and negative. I have chosen to research this subject because of the negative results and feedback that I will provide throughout this paper. This negative influence is directly affecting the number of people that are deciding to pursue nursing as a career. In a study of students in grades 1 through 10, most of them describe nursing as a technical job with no career advancement. The students stated, â€Å"it was a girls job†, and were unsure of the job security as a result of an†¦show more content†¦Chitty and Black (2007) identify â€Å"The media’s new weapon of electric fabrication (internet) as a powerful medium to hinder the very core of nursing† (p406). The media juggernaut that I have come accustomed to has me basking in the sunlight one moment or crashing on the rocks the next. References American Association of Colleges of Nursing. (2004). Fact sheet. Retrieved September 14, 2008 from http://www.aacn.nche.edu/index.htm. Bearns, M., (2000, September 10). Nursing mistakes kill, iInjure thousands cost-cutting exacts toll on patients, hospitals staff series: Dangerous care: nurses hidden role in medical error. First of three parts. [Electronic version]. Chicago Tribune Retrieved on September 14, 2008, from http://www.chicagotribune.com Cassavetes, N. (Director), Sparks, N. (Writer). (2004). The notebook [Motion Picture].United States: New Line Cinema Center for Nursing Advocacy, (2008) Mission statement Retrieved September 15, 2008, from http://nursingadvocacy.org Chitty, K.K, Black, B.P, (2007). Professional nursing: Concepts and challenges (5th ed.). St. Louis, MO: Saunders Forman, M.(Director), Hauben, L.(Writer), Goldman, B.(Writer). (1976) One flew over the cuckoos nest [Motion Picture]. United States:Show MoreRelatedThe Impact of Innovative Health Technologies in Nursing and Health Care997 Words   |  4 PagesTechnology in Nursing and Health Care: The continuous transformation of the health care field through the introduction of new technology tools has contributed to the need for nurses to stay current with new trends and keep track of what is on the horizon. However, these rapid technological changes and advancements in the health care field have seemingly precluded any probability of anticipating the future. As a result, nurses and other health care professionals can prepare for the future by remainingRead MoreThe Work Of Dock And Wald Raised Public Health1513 Words   |  7 Pagespublic health nursing and the increasing need for additional community nurses. 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