KHOJ: Journal of Indian Management Research and Practices

Dhanashree Tharkude ¹, Santosh Bhave ²

Affiliations
1 MIT School of Management, Pune, IN
2 Bharat Forgre Ltd., IN

Abstract

Career stagnation is the phase where employee is not able to move ahead and gets the feeling of stuck at a certain position. Employee is required to come out from this phase as soon as possible. If employee is not moving ahead, such phase is neither good for an employee nor for an organization. It is necessary to establish a career for yourself that fulfils your abilities and expectations for your career. Know how to deal with career stagnation so you can avoid it or end it. It is the requirement of any organization to study the responsible factors for employee career stagnation. If employee is not moving ahead it is necessary to check if he there is any need to make any changes either from employee's level or organization's level. This study will try to find out responsible factors for Career Stagnation at Individual level and Organizational Level.

By knowing Individual and organizational level responsible factors for Career Stagnation one can segregate properly and can make good career planning for removing Career Stagnation phase. It can motivate employees to reach their desired level of success. Hence, this study is an attempt to focus on factors which are responsible for employee career stagnation. This study is applicable to Industry people and ultimately to an every employee. This paper is purely based on secondary data and results were taken from experts comments which are reflected in review of literature. Hence, a researcher has reviewed the existing literature such as Research Papers, Articles from websites and magazines.

Keywords

Career Stagnation, Individual Factors, Organizational Factors, Career Planning.

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Dhanashree Tharkude ¹, Prajakta Patkar ¹

Affiliations
1 MIT School of Management, Pune, IN

Abstract

Absenteeism is a serious workplace problem and an expensive occurrence for both employers and employees seemingly unpredictable in nature. Human resource is an important part of any business and managing them is an important task. Absenteeism is an employee's intentional or habitual absence from work. If employers fail to take action, a 'buggins turn' mentality may emerge. While employers expect workers to miss a certain number of workdays each year, excessive absences can equate to decreased productivity and can have a major effect on company finances, morale and other factors. Here, is this case we look at the causes of absenteeism identified at a manufacturing company and what employers can do to reduce absenteeism rates in the workplace.The case provides insights into and comprehension of an issue or situation.

Keywords

Empirical, Absenteeism, Work Satisfaction, Causes, Control Mechanism.

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