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Sandhya, K.
- Individual Change Management Initiatives for better Work Life Balance
Abstract Views :366 |
PDF Views:122
Authors
Affiliations
1 Dept. of Mechanical Engg., JNTUH CEH, Kukatpally- 500085, Hyderabad, A.P
2 Madanapalle Institute of Technology, Madanapalle- 517325, A.P, IN
3 Dept. of Mechanical Engg., JNTUH CEH, Kukatpally- 500085, Hyderabad, A.P, IN
1 Dept. of Mechanical Engg., JNTUH CEH, Kukatpally- 500085, Hyderabad, A.P
2 Madanapalle Institute of Technology, Madanapalle- 517325, A.P, IN
3 Dept. of Mechanical Engg., JNTUH CEH, Kukatpally- 500085, Hyderabad, A.P, IN
Source
Indian Journal of Science and Technology, Vol 4, No 7 (2011), Pagination: 848-850Abstract
We work to live, not live to work. When money dominates the modern life, people do not find few hours to spend on their personal life and the new generation that forms the majority part of the Indian working population, ends up with an unbalanced life. But the employee, whichever age group he/she belongs to at any cost, needs to maintain a healthy balance between his job and life. This paper discusses how an individual helps himself and how the organizations can help the individuals to maintain a healthy balance between work life and the personal life.Keywords
Work Life Balance, Retention, Teaching Faculty, Academic Management, Indian EmployeeFull Text
References
- Fred Luthans (2005) Organizational Behavior. McGraw Hill, 10th Ed. pp: 235.
- Alexander Kennedy (1957) Individual reactions to change: As seen in senior management in industry. The Lancet. 269 (6962), 261-263.
- Cao and Mc Hugh (2005) A systemic view of changemanagement and its conceptual underpinnings. Syst. Pract. Action Res.18(5), 475-490.
- Saneesh Michael (2008) How to balance work and life? www.Living.one.india.in/do-it-yourself/personal/2008–work-life-balance-family-life.
- Employee Retention by Motivation
Abstract Views :1308 |
PDF Views:223
Authors
Affiliations
1 Department of Humanities and Social Sciences , JNTUH CEH, Kukatpally, Hyderabad-500085, A.P, India
2 Department of Management Science, Madanapalle Institute of Science and Technology, Madanapalle, A.P-517325, India
1 Department of Humanities and Social Sciences , JNTUH CEH, Kukatpally, Hyderabad-500085, A.P, India
2 Department of Management Science, Madanapalle Institute of Science and Technology, Madanapalle, A.P-517325, India
Source
Indian Journal of Science and Technology, Vol 4, No 12 (2011), Pagination: 1778-1782Abstract
Employee motivation is one of the important factors that can help the employer to improve employee and organizational performance. Different theories of motivation are discussed. The paper concludes that employee retention can be practiced better by motivating the employees in the following aspects: Open communication, Employee reward program, Career development program, Performance based bonus, Recreation facilities, Gifts at some occasions.Keywords
Employee Retention, Organizations, Strategies, Career, Performance BasedFull Text
References
- Beverly Kaye and Sharon Jordan- Evans (2000)Retention:Tag, You’re It!. Training and Development,April, pp: 29-34.
- Douglas McGregor (1985) The human side ofenterprise. McGraw-Hill/Irwin; 1 edition.
- Elton Mayo (2003) The human problems of an industrialsolution. Routledge, London
- Maslow AH (1943) A theory of human motivation.Psychol. Rev. 50 (4), 370-396.
- Qadria Alkandari (2009) Employees retention in privatesector an exploratory study in the State Of Kuwait.Project paper submitted in partial fulfillment of therequirement for the degree of Master of BusinessAdministration, Open University Malaysia.
- The Art of being Morally Responsible at Work Place
Abstract Views :237 |
PDF Views:85
Authors
L. K. Rathna
1,
K. Sandhya
1
Affiliations
1 No Affiliation
1 No Affiliation
Source
Asian Journal of Professional Ethics & Management, Vol 5, No 3 (2014), Pagination: 17-21Abstract
No AbstractFull Text
- Employee Retention - A Strategic Tool for Organisational Growth and Sustaining Competitiveness
Abstract Views :692 |
PDF Views:2
Authors
Affiliations
1 Department of Humanities and Social Sciences, JNTUH College of Engineering, Kukatpally, Hyderabad, Andhra Pradesh, IN
2 Madanapalle Institute of Technology & Science, Madanapalle, Andhra Pradesh, IN
1 Department of Humanities and Social Sciences, JNTUH College of Engineering, Kukatpally, Hyderabad, Andhra Pradesh, IN
2 Madanapalle Institute of Technology & Science, Madanapalle, Andhra Pradesh, IN
Source
Journal of Strategic Human Resource Management, Vol 3, No 3 (2014), Pagination: 42-45Abstract
Earlier research studies indicate that employee retention is a challenging task for the organisations in today's scenario of competitive business environment. Manpower became a powerful tool for the growth of the organisation and sustainability. Proper human resource management initiatives should be adopted by the organisations in order to decrease the employee turnover. The importance and trouble faced by the organisations in attracting the skilled employees and efforts to retain the skilled are the same. This paper explains the importance of employee retention in the growth of the organisation and achieving the competitive advantage over the competing firms.
The retention strategies should be formulated in such a way that the organisations grow with greater efficiency and innovation and achieve long lasting strategic business objectives. When an organisation loses a talented employee there is a huge negative impact on innovation and services provided. The standard of the services provided by the organisation declines which in turn affects the organisation's growth and profitability. The impact of employee turnover affects the other HR functions like manpower planning, recruitment, selection training etc. It is observed from the past studies that when employees are satisfied with the organisation's retention strategies they are more dedicated in doing their jobs and work for the organisation's growth and sustain the advantage of competitiveness over the rivals.
Keywords
Employee Retention, Competitiveness, Employee Turnover, Organisational Growth.
References
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- Blake, R. (2006). To retain or not to retain? Multinational firms and technical labour. Human Resource Management Journal, 5(5), 46-53.
- Cascio, W. F. (2000). Re-inventing the workplace: How business and employers can both win, Washington, DC: Brookings Institution.
- Cotton, J. L., & Tuttle, J. M. (1989). Consequences of individuals fit at work: a meta-analysis of person-job, person-organization, person-group and person-supervisor fit. Pers. Psychol. 58(2), 281-342
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- Eskildesen, J. K., & Nussler, M.L. (2000).The managerial drivers of employee satisfaction and loyalty. Total Quality Management, 11(4-6), 581-588
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- Reliability of n–Cascade System when Stress and Strength follows Extreme Value Distribution
Abstract Views :156 |
PDF Views:3
Authors
Affiliations
1 Department of Mathematics, Kakatiya University, Warangal, Andhra Pradesh, IN
1 Department of Mathematics, Kakatiya University, Warangal, Andhra Pradesh, IN
Source
Software Engineering, Vol 3, No 12 (2011), Pagination: 551-556Abstract
Cascade reliability model is a special type of Stress - Strength model. The n cascade system is a hierarchical standby redundancy system, where the standby component taking the place of failed component with decreased value of stress and independently distributed strength. In this paper it has been discussed that the reliability of n cascade system whose stress and strength follow extreme value distribution. In general the extreme value distribution is applicable where the phenomena causing failure depend on the smallest or the largest value from a sequence of random variables.Keywords
Extreme Value Distribution, Cascade System, Standby Redundancy, Stress-Strength Model.- Reliability of a Cascade System with Stress & Strength Follow Pareto Distribution
Abstract Views :167 |
PDF Views:1
Authors
Affiliations
1 Department of Mathematics, Kakatiya University, A.P., IN
2 Kakatiya University, A.P., IN
1 Department of Mathematics, Kakatiya University, A.P., IN
2 Kakatiya University, A.P., IN