{"id":9267,"date":"2020-11-19T08:06:10","date_gmt":"2020-11-19T08:06:10","guid":{"rendered":"http:\/\/onlineclassesguru.com\/?p=9267"},"modified":"2020-11-19T08:06:10","modified_gmt":"2020-11-19T08:06:10","slug":"good-people-valuable-employees","status":"publish","type":"post","link":"https:\/\/onlineclassesguru.com\/index.php\/2020\/11\/19\/good-people-valuable-employees\/","title":{"rendered":"Good people\u2014valuable employees"},"content":{"rendered":"<style type=\"text\/css\"><\/style><p>Good people\u2014valuable employees\u2014quit their jobs every day. Usually, they leave for better<br \/>\npositions elsewhere. Take Ken, an experienced underwriter in a northeastern insurance company,<br \/>\nwho scribbled the following remarks on his exit interview questionnaire: This job isn\u2019t right for<br \/>\nme. I like to have more input on decisions that affect me\u2014more of a chance to show what I can<br \/>\ndo. I don\u2019t get enough feedback to tell if I\u2019m doing a good job or not, and the company keeps<br \/>\npeople in the dark about where it\u2019s headed. Basically, I feel like an interchangeable part most of<br \/>\nthe time. In answer to the question about whether the company could have done anything to keep<br \/>\nhim, Ken replied simply, \u201cProbably not.\u201d Why do so many promising employees leave their<br \/>\njobs? And why do so many others stay on but perform at minimal levels for lack of better<br \/>\nalternatives? One of the main reasons\u2014Ken\u2019s reason\u2014can be all but invisible, because it\u2019s so<br \/>\ncommon in so many organizations: a system wide failure to keep good people. Corporations<br \/>\nshould be concerned about employees like Ken. By investing in human capital, they may actually<br \/>\nhelp reduce turnover, protect training investments, increase productivity, improve quality, and<br \/>\nreap the benefits of innovative thinking and teamwork. Human resource professionals and<br \/>\nmanagers can contribute to corporate success by encouraging employees\u2019 empowerment,<br \/>\nsecurity, identity, \u201cconnectedness,\u201d and competence. How? By recognizing the essential<br \/>\ncomponents of keeping their best people and by understanding what enhances and diminishes<br \/>\nthose components. Ken doubts that his company will ever change, but other organizations are<br \/>\ntaking positive steps to focus on and enhance employee retention. As a result, they\u2019re reducing<br \/>\nturnover, improving quality, increasing productivity, and protecting their training investments.<br \/>\n1. Do you think that Ken\u2019s self-esteem had anything to do with his leaving the firm?<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n2. What do you think were Ken\u2019s satisfaction with and commitment to the job and firm he is<br \/>\nleaving? How does this relate to the research on the determinants and outcomes of<br \/>\nsatisfaction and commitment?<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n__________________________________________________________________________<br \/>\n___________________________________________________________________<br \/>\n3. What lesson can this company learn from the case of Ken? What can and should it now do?<\/p>\n<p><center><a href=\"http:\/\/onlineclassesguru.com\/orders\/ordernow\"><img decoding=\"async\" src=\"https:\/\/encrypted-tbn0.gstatic.com\/images?q=tbn:ANd9GcTyj99p60XCLyLk1htB7-1neRt8-2QdnenNlQ&usqp=CAU\"target=\"_http:\/\/onlineclassesguru.com\/orders\/ordernow\"\/><\/center><p>","protected":false},"excerpt":{"rendered":"<p>Good people\u2014valuable employees\u2014quit their jobs every day. Usually, they leave for better positions elsewhere. Take Ken, an experienced underwriter in a northeastern insurance company, who scribbled the following remarks on his exit interview questionnaire: This job isn\u2019t right for me. I like to have more input on decisions that affect me\u2014more of a chance to&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-9267","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Good people\u2014valuable employees - onlineclassesguru<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/onlineclassesguru.com\/index.php\/2020\/11\/19\/good-people-valuable-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Good people\u2014valuable employees - onlineclassesguru\" \/>\n<meta property=\"og:description\" content=\"Good people\u2014valuable employees\u2014quit their jobs every day. Usually, they leave for better positions elsewhere. Take Ken, an experienced underwriter in a northeastern insurance company, who scribbled the following remarks on his exit interview questionnaire: This job isn\u2019t right for me. 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