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Factors of Labour turnover There are many factors could cause the high level of labour turnover and absenteeism

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Introduction

Motivation is the incentive to work; therefore having a motivated workforce is essential for most businesses. In addition, human resource becomes one of the most important resources an organization needs to succeed in business. Nowadays, almost every organization in every industry faces the high labour turnover and absence problems. Factors of Labour turnover There are many factors could cause the high level of labour turnover and absenteeism which is employees dissatisfaction and low morale on their work can typically be linked to low morale and poor work quality eventually lead to increasing absenteeism and turnover. Employees prefer to work in an environment which is suitable to them. In addition, employeer dissatisfaction on account of insufficient wages leading to move to competitors. Relationship is an important factor because good relationship with their immediate superiors induce employees to stay with the organization. Among some workers who considered more important that career advancement, which is the relationship with their manager or coworker. and when work training are not being met, they are look for a new job than when their salary and benefits are poor. ...read more.

Middle

� (source: "costs of UK labour turnoverincrease" ) (reference1) For example, if employee has left a company, there is no other person to cover the job. Therefore, the numerous hours spent by recruit and expensive larger companies to developing better induction and initial training program for new employees. Some companies are very poor at recruiting staff is an essential skill for any growing business. Finding the right person for business is vital as the cost of recruiting is high. It is requires that company need to recruit a new employee of similar qualification, skills and knowledge. Having lost valuable expertise, there is no assurance that you can fine a suitable replacement. As a results, turnover has proved to be a drain on organization's profit. The cost of recruiting and filling vacancies, lost productivity from vacant jobs, and the costs of training new employees increase operating costs, reduce output, and cut into profits. Absenteeism Absenteeism will cost (�32bn a year) your organization in terms of valuable work-hours and increased administrative overheads. ...read more.

Conclusion

In other word, blame others for problems and they are only seek that it must be their way the "highway". It is necessary to change management style to providing them with management training it help to reduced absenteeism and turnover. Some absenteeism is a related with personal matters, if they allow employees to utilize a revised work schedules occasionally, helps employees feel more able to balance to thier work, providing reward motive is an effective way to influence sttendance goals. In addition, the working conditions to relate to coworker relationships. Not only does relationship stress occur between the employee and manager. Employees are fearful of angry with another employee and it has to removal of any bullying issues. The problems can be improved by giving employees incentives is very important it is a boost to their motivation to avoid unnecessary absenteeism and leaving company. It simply helps the employee decide to go to work. Designing jobs to meet the needs of both employer and employee, job design to provide satisfaction and interesting job to employees. ...read more.

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There are many good points in this essay but they are delivered unsystematically and rather mixed up. The piece would benefit from headings and a more planned approach. People leave their jobs because they are unsatisfied and there are many reasons for this, many of which are mentioned in the essay without being developed

Marked by teacher David Salter 07/02/2012

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