Organizational Behavior And Combat Turnover

Hersey, P., Blanchard, K., & Johnson, D. (2011).Managing of Organizational Behavior: Leading Human Resources. (9th ed., pp. 243-250). Upper Saddle River, New Jersey: Pearson Education, Inc.

An organization can be defined by its successes and-slash-or its failures, while the behavior of an organization determines its success or failures. Organizational behavior concepts are extremely important when determining the future of any company. Organizations constantly have to compete with one another and by doing so it applies certain concepts to its business to ensure that its organization is profitable and that it is able to provide continuous employment. Therefore, it is vital to the life of the organization that the necessary steps are taken to engrave organizational behavior

The first part of this essay will introduce the theoretical synthesis of why employees resign from their jobs based on the Eight Motivational Forces (Jr & Griffeth 2004). The second part of this essay will discuss the consequences to the organisation left behind by the employee. The third part will then focus on strategies for organisations to retain their highly talented and motivated employees.

Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10 ed.). New York, NY: McGraw-Hill/ Irwin. .). Retrieved from http://gcumedia.com/digital-resources/mcgraw-hill/2013/organizational behavior_ebook_10e.php

As stated by Robbins and Judge (2011), “organizational behavior is a field of study that investigates the impact that individuals, groups, and structure have on behavior within

In today’s business world, Organizational Behavior is an important tool for managers to effectively manage teams and it aids in being able to understand and foresee human behavior in an organization. It studies on how organizations can be arranged more accurately, and how several events in their outside situations effect organizations. It has become more significant today than in previous years because organizations must master to adapt to the rapidly changing business cultures that have stemmed from a competitive market.

Organizational behavior studies have become more significant in today’s present years than hey were before in past years, this is due to companies realizing that in order to acclimatize to the constantly changing business cultures that have stemmed from a competitive and rapidly moving market, they must put more emphasis on the correlation between human behavior and the organization. Understanding this concept has led many several companies to put investment into behavior assessments and seminars and use them as a training tool to educate their employees and learn the reasons for each person’s behavior and

The end result of a lack of employee motivation in their jobs is turnover. When one is not happy with their career or job choice and it becomes clear that an employer is only looking out for the profit line of the corporation, employees will actively seek out new employment opportunities. The cost of turnover to an organization is tens of thousands of dollars now vying to be spent on interviewing, selecting, and training a replacement.

The other employees who did not attend the strike, in spite of the fact that they might admit that the arrangement was characteristically sensible and proper, there would be no psychological commitment to it on the off chance that they had not been included in arranging itself and had had no impact on its substance or decision in whether to contribute to it. This absence of psychological commitment did not really bring about the complete resistance to performance, but rather as well as the expectation is slow, hesitant consistence. Getting individuals involved could alleviate resistance but also added to a more successful general change process. By looking at group dynamics, Lewin (1947) finds that the group hold to the values and norms of the group that are strengthened through socialization processed and from their duties and connections.

Employee/team member turnover may be mostly a negative issue, yet it can become positive if only controlled by the organization correctly and appropriately. Turnover is often utilized as an indicator of the organization performance and it can easily be observed negatively towards the organization’s efficiency and

Employees leave organizations for many reasons; such as the workplace not meeting their expectation, a mismatch between the employee and the job, there are few or limited opportunities for advancement, employee may feel constant worry from been overworked that may lead to discrepancy between work and personal life, or sometimes employees may lose trust and confidence in the chain of command. Therefore it is in the best interest of the organization and the recruiting staff to secure a good match between future employees and the prospective organization.

Theories and models of organizational behavior and management continue to increase in number and complexity. While much of the recent research has not made its way into standard business textbooks, these textbooks nonetheless offer a broad array of topics and concepts that can easily overwhelm both student and practitioner. No common thread appears to link these disparate topics, despite the fact that variations on the same theory often can be found across topics. This paper describes four underlying principles of organizational behavior and management that distill and synthesize essential features of many of the established theories and models. Each principle

Turnover intention refers to the perceived possibility of an employee to leave or quit an organization either voluntarily or involuntarily (Balogun & Olowodunoye, 2012; Bigliardi, Petroni, & Ivo Dormio, 2005). The issue of employee turnover has several negative direct and indirect negative effects on organizations as well as the morale of the remaining employees. Employers need to be very creative in tackling this issue by recognizing the several factors to comprehend the reason behind due to which employees might decide to quit or leave their jobs otherwise as this has still a serious problem for all the organizations across the world. (Monama, 2015).Generally, there are some studies to see the reasons on why employees might decide to leave their organizations (Abdulkareem, Chauhan, & Maitama, 2015). But still, this problem needs the attention of the researchers to understand this phenomenon of employee turnover intention.

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that