A Hostile Work Environment Commerce Essay

This compensation will come in the form of salary increase or extra. If someone feels they are not being rewarded or even considered for an increase they frequently turn to move somewhere else they can receive a higher salary.

A hostile work place is also a major reason that employees believed demotivated. When a worker seems that their work place is not safe or they are treated unfairly they may often look to leave. Many times they do not make an effort to confront the problem, but instead would prefer to just avoid it which greatly dissatisfies them and which would in turn prevent the business from keeping its employees.

Problem Statement

In this study, the motivating factors that are not being implemented scheduled to which Ufone is facing trouble to keep its employees

Research Question

What are the motivating factors that will lead to employee retention at Ufone?

Rationale of the study

The basic premise for learning the Human Source Management Procedures (HR) and Employee Retention in relation to level of motivation of employees at Ufone is to examine the value being mounted on these vital aspects by the organizations worried and develop a knowledge of the partnership between your overall manner in which motivation has following effect on the willingness of the employees to remain with the organization.

It's the need of today for us to analyze quite role played out by the power of the organizations to maintain proficient employees for expanding distinctive competencies for an organization.

This report can be handy for different people for firm and employers who are preparing to retain talented employees and are encountered by lack of staff turnover.

In today's emergent world, the Telecom industry is broadening immensely and the 2nd largest sector in Pakistan. It is vital to conduct research on telecom related matters in order to generate a better knowledge of the sector and help increase the income generated from this sector for the government and for itself, creating a positive effect on the current economic climate too. Corporations are being reshaped to adjust to a postindustrial society.

Naisbitt recommended that motivational implications are very important; the majority of our economy continues to shift from making to service and information careers. In an ever before raging fight of surpassing each other, organizations with distinctive competencies out perform their challengers. To gain and maintain competitive advantage an organization uses every possible mean open to it in its battery pack of resources.

Marketers and multinationals wants their competent employees to stay within the organization, thus they would want to find out the motivating factors that lead to employee retention. The present research targets exploratory goals such as analyzing the motivating factors that lead to staff retention, which effects the over-all performance of the business.

Research Objective

To explore factors that lead to staff retention.

To evaluate if working environment plays an important role in the drive process

To access the reputation of work and its own impact

To analyze the quantity of affect training has as it pertains to motivating employees

To uncover what are the difficulties and container necks stopping Ufone from improving the employee efficiency and in retaining talent.

To find out the value that motivation keeps for employees in order to remain with-in the business.

To asses whether empowerment and delegation of authority gives an employee a feeling of responsibility

To explore if interior and external factor would help boost the motivation process

To analyze the quantity of influence that drive at Ufone is wearing its employees.

Scope of the study

This study is fixed to the motivating factors that would lead to staff retention at Ufone. Within this research secondary data is obtained from options such as shared articles and studies while main data is compiled through interviews and questionnaires survey from the employees of Ufone. This statement can be useful for Ufone, its head of departments and the institutions which would bring into light the issues and how to prevent those factors that lead to employees being demotivated and how a company can keep its employees.

Section 2

LITERATURE REVIEW

In the business world, drive is the word used to describe the drive that impels a person to work. A really motivated worker is person who wants to work, if employees really know what strengthens and weakens their motivation, they can often perform better and help themselves find more satisfaction in their jobs. Employers also want to really know what motivates their workers in order to encourage persisted peak performance (Halloran, 1986).

A whole lot of research has been done on the analysis of desire and it can be traced back to the writing of the ancient Greek philosophers. Hedonism has given a simple assumption in the prevailing economic and cultural philosophies of Adam Smith, Jeremy Bentham, and John Stuart Mill who discussed motivation in terms of people attempting to maximize pleasure and decrease pain.

Motivation is a personal drive to act to be able to meet one's needs. It comes from within the average person. It generates a drive to act, which might be influenced by some exterior stimulus.

Employee retention can be an important factor within an organization's ability to achieve sustained competitive edge over a longer period of energy. Besides this aspect failing to retain experienced employees brings about a numerous other problems. Keeping good employees is critical to a firm's long-term success. Inside the executive and business marketplaces, employee retention is extremely serious since the job market is limited and competition is very strong for candidates. The primary factors in retaining employees include, corporate brand identity, staff intention to stay, organizational culture, self-esteem, need for achievement.

The cost of employee turnover adds hundreds of thousands of money to a company's expenditures. Although it is difficult to fully calculate the expense of turnover (including employing costs, training costs and production loss) industry experts often quote 25% of the common employee salary as a traditional estimate.

When a worker leaves, he can take with him valuable understanding of the company, customers, current assignments and past record (sometimes to the challengers). Often enough time and money has been allocated to the worker in expectation of another return. Once the employee leaves, the investment is not became aware.

Customers and clients work with a company in part due to people. Connections are developed that encourage sustained sponsor dispatch of the business enterprise. When and staff leaves the human relationships that employee built for the business are severed that could lead to potential customer loss.

If a worker resigns then good timeframe is lost in hiring a new employee and then training him/her which goes to the loss of the company directly which many a times goes unnoticed. And also after this a company cannot assure the same efficiency from the new worker.

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