The Dictionary defines ‘Quitting’ in a number of ways. Quitting means - to stop, cease or discontinue, depart, give up, resign, let go, relinquish, free or rid oneself of, leave (a place), usually permanently. Well, here we are discussing Quitting in the context of a Job. Most of the definitions given in the Dictionary are applicable here. There is one exception though. The word is used with a Capital letter throughout this book. In my dad’s time, and that means more than a few decades ago, quitting a job was considered unthinkable, almost taboo in India. Even Employers telling someone to quit was unimaginable. It was the time when people owned ‘Single’ things, a ‘one-off’, ‘one-in-a-lifetime’ possession, be it a Radio, a Television, a …show more content…
Some of these describe ‘3 signs it’s time to switch jobs’, some give out 7 reasons, some 11 signs, some 14 signs and some even 16 signs. Most of these studies have been conducted in USA and Europe. Unfortunately, not many studies have been conducted in India. While many MNC’s and Corporates do carry out Employee Opinion Surveys and Employee Feedback sessions (broadly based on USA/European formats and tweaked slightly to suit the Indian scenario), not many are published. They remain ‘Company Confidential’ documents for internal consumption and corrective action. I have, however, found that while the Culture and Politics of countries differ, the basic necessities and requirements of employees remain similar all over. I have added my experience to the studies and articles and summarised to present them in the Indian environment. Therefore, irrespective of the fact that there are 3 or 16 or more reasons for good employees quitting, it is important for us to focus on the most important ones. 1. Work Stress – your health is getting
Over time, this dull pain can erode the self-confidence and passion of even the strongest people, which in turn, affects their spouses and children and friends in subtle but profound ways… Though it may be difficult to quantify, the dissatisfaction of employees has a direct impact on productivity, turnover, and morale, all of which eventually hit a company’s bottom line hard,” (p. ix –
For some students, dropping out is the culmination of years academic hurdles, missteps, and wrong turns. For others, the decision to drop out is a response to conflicting life pressures -- the need to help support their family financially or the demands of caring for siblings or their own child. Dropping out is sometimes about students being bored and seeing no connection between academic life and "real" life (Furger).
Quitting for me would lead to anxiety and even more frustration. Then I had an epiphany and realized that all my selections were about a mindset. A mindset consisting of an active mental state of transcending—refining and redefining processes or surrendering—a
Mainiero, Lisa A. and Sullivan, Sherry E. 2005. “Kaleidoscope Careers: An Alternate Explanation for the “Opt-Out” Revolution.” Academy Of Management Executive. 19(1):106-123.
Being the lack of career development programmes the main reason for employees to leave the company more in detail issues were identified:
In order to stop smoking for good, you must start thinking like a non-smoker and living the lifestyle of a non-smoker. Start by removing all smoking paraphernalia from you home, car and office (ashtrays, lighters, matches, etc.)
The employee turnover rate and the retention of skilled employees is a major problem businesses face. “Conservative estimates put the cost of replacing a lost employee at 25 percent of the annual compensation amount. For the typical full time employee who earns $38,481 and receives $50,025 in total compensation, the total cost of turnover would amount to $12,506 per employee.” This being the case employee turnover is a major cost and can significantly influence the bottom line so it should be avoided if possible. (Bliss)
Goal: I want to persuade my audience that smoking is a health risk to all of society and that smokers should be encouraged to quit.
This paper is a report on cross-cultural management, with the issues related to cross-cultural management being discussed in the paper. Additionally, the report has produced the future way of cross-cultural management, including how it can be improved in offices relying much on this strategic approach.
...ople with low job satisfaction may want to retire (desire) but because it is not feasible do not have the intention to retire.
11. Satish P. Deshpande and Chockalingam Viswesvaran, "Is Cross-cultural Training of Expatriate Managers Effective: A Meta Analysis," International Journal of Intercultural Relations 16 (1992): 296.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Different cultures place varying values on loyalty to the employer. In some countries, most notably in Asia, there is a high degree of loyalty to one company. However, in most European countries and the United States, loyalty at ones employer is not highly values; instead it is considered more rational and reasonable for an employee to change jobs whenever it is warranted to achieve the optimal overall career. Both of these positions have advantages and disadvantages.
According to Clark (as cited by Zhou, Roman, Millan, Block and Swathi, 2014) using the utility function (measures preferences over a set of goods and services) of a combination of income, work hours, and set of individuals and job-specific characteristics, certain company can make a starting point towards an employee’s satisfaction or not. This is a significant aspect since employee satisfaction continues to be among top priorities of Global Corporations. Engaged employees do better jobs and are essential to the organizations’ long-term success. Winning loyalty and commitment of employees is a critical responsibility and a key to organizations’ strategic objectives. Employee satisfaction represents the constellations of person’s attitude towards or about the job. In general, employee satisfaction is the attitude towards the job as a whole. Employee satisfaction is a function of satisfaction with different aspects of job, that is supervision, pay, works itself, co-workers, promotion, etc., and the level of importance one attaches to these respective components according to Boyad et al. (2012). In addition, Ledimo and Martins (2014) stated that the concern is that employee dissatisfaction is a threat to an organization as it may lead to labour disputes if it is not identified and addressed. According to Saari & Judgge (as cited by Dlodlo and Mafini, 2014), dissatisfied and demoralized employees tend to have low levels of commitment at work, which, in turn, impacts negatively on performance and the achievement of organizational goals. One example of this is public sector employees who tend to have low levels of job satisfaction and life satisfaction; this has been found to be the leading determinant of poor-quality service delivery amongst government departments according to
It all means a wish to quit and move on to something better and many employees are there right now. I am currently employed at a very popular hospital and I am currently seeing job dissatisfaction first hand. In the department that I work at many employees are showing their true views on how they are unsatisfied with the job. Many people feel that the job is becoming very stressful with the demands from upper management. Many employees are working long hours and are not receiving any recognition for it. In the past few months I have seen many employees quit and move on to other positions. Many of the ones remaining are not even putting 100 percent into their work because they feel like they should not if they will not be recognized for