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It is good to demonstrate the attitudes and behavior of employee in connection with the decision to resign from the organization. It is known that the decision to resign is not taken lightly, immediately, spontaneously (maybe rare exceptions). It Matures for a long time, maybe a year and a half and is mediated by the growth of dissatisfaction with their work. At a time when dissatisfaction is growing, changing attitudes, changing his attitude to work reflected first slightly and then more and more in its social behaviour, for example, reducing activity, the deterioration of relations with management and coworkers, etc. As shown by sociological studies, those who decided to resign from the company, increases the level of dissatisfaction with labour, falling productivity. But this applies to some extent to all who have decided to retire and not to a specific person. Conducting a survey of employees by sociological test on the turnover and identifying signals of dissatisfaction with the work, it is possible with high probability to say that one or the other worker will quit in the near future, even if he is still not fully realized the changes in his attitudes.The questionnaires usually treated two or three questions like: "are You Satisfied with your job?", "Are You going to retire soon?". But these issues fixed already a fait accompli, i.e., formed the intention to quit. Despite the importance and necessity of such information, showing the level of potential staff turnover in the enterprise, it hardly helps the adoption of any effective management decisions to reduce staff turnover. Practice shows that working with firmly decided to quit is not effective. A different approach is needed, namely, identifying the elements of dissatisfaction with the work of each individual and preferably at the earliest stages of manifestations of this dissatisfaction. It's pretty hard to do without special methods. Such a method is, or rather can act as a sociological test on the prediction of yield strength.
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