If organizational culture, career advancement and personal development are the three key antecedents that explain the mechanism of correlation between turnover rate and job satisfaction. If it is necessary to compare which aspect is more important, what criteria can be used?
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If organizational culture, career advancement and personal development are the three key antecedents that explain the mechanism of correlation between turnover rate and job satisfaction. If it is necessary to compare which aspect is more important, what criteria can be used?
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Solved in 4 steps
- how does the comprehensive understanding gained through job analysis contribute to the establishment of precise performance standards and expectations within organizational frameworks, and how might this alignment foster clarity, accountability, and effectiveness in performance management systems?How have organizational mergers and other affiliations affected employee morale, and why do you believe they have had these effects?Explain, How can organizations balance the need for stability and continuity with the benefits of introducing job rotation opportunities?
- What is the purpose of each type of job analysis, and how can the three types job requirements , Competency-based , Job rewards be combined to produce and overall understanding of work in an organization?If organisational culture, career advancement, and individual development are the three key antecedents that explain the mechanisms of the correlations between turnover rate and work satisfaction.Then, weigh the value of these three antecedents to work satisfaction and explain why individual development is essential.In job satisfaction trends there is a statement that the level of employee satisfaction in small companies is actually higher than in large companies, what causes this to happen and is there a way that large companies can do to increase this satisfaction? (chapter about individual behavioral)
- (Answer should be related to question) How can HR champion trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding and orientation, ongoing employment, and offboarding? Give at least one example for at least two stages and the reasonig behind your exampledevelop an onboarding and training strategy for a new employee to increase satisfaction and retention. Consider the following as you develop your strategies: What factors contribute to employee retention? What experiences are important for new employees as they acclimate to the organization? Which employee development method(s) do you think would be most useful to the job incumbent you selected?Think of an organization with which you are familiar- perhaps one you have worked for, such as a store, a res- taurant, an office, a church, or a school. Then answer the A Which contingencies are most important in explaining how the organization is organized? Do you think it is organized in the best way? Why or why not? following questions: 2. Using the job characteristics model, how motivating do you think the job of a typical employee is in this? 3. What are the principal integrating mechanisms used in the organization? Do they provide sufficient coordination among individuals and functions? How might they be improved? 4.Now that you have analyzed the way this organization is structured, what advice would you give its managers to help them improve how it operates?
- How can organizations balance the need for stability and continuity with the benefits of introducing job rotation opportunities?A compensation and reward system is mechanism by which manager gives fair and consistent treatment to employee discuss among yourselves and the following situation and answer the question would the new compensation and reward system be effective in boosting employee morale and productivity? why do you think so?Do you think career development can adversely affect organizational performance in that the process sometimes convinces the involved parties to change jobs?