《管理学基础英语教材》课件Chapter5

Chapter5FindingandKeepingtheBestEmployeesBrainstorming

LosAngeles-basedmobilegamingstudioScopelyisknownforitsfun,irreverentculture.Basedonthespecificideaofcelebratinganniversaries,doyouthinkthechoiceofsolutionstocopewithswitchingjobdependsonthecharacteristicsofjob?Canyouexplainwhy?TextAHowtokeepyourbestemployees:DevelopinganeffectiveretentionpolicyFindingandKeepingtheBestEmployeesVoluntaryturnoveris: Ahugeproblemformanyorganizationstoday.FindingandKeepingtheBestEmployeesReasonswhypeoplevoluntarilyleave:Personalreasons:changesinfamilysituationadesiretolearnanewskillortrade,oranunsolicitedjoboffer.FindingandKeepingtheBestEmployeesReasonswhypeoplevoluntarilyleave:Otherreasons:observingtheunfairtreatmentofacoworkerbeingpassedoverforpromotionbeingaskedtodosomethingagainstone’sbeliefs.FindingandKeepingtheBestEmployeesTurnoverisaproblembecause: Itimposesextensivecostsonbothindividualsandorganizations.FindingandKeepingtheBestEmployeesAttheindividuallevel:transitionstoanotherjoborsituationtakeapersonaltoll.goingtoanewjobisstressful.mustmakenumerousadjustments.friendsmaybeleftbehind.FindingandKeepingtheBestEmployeesAttheorganizationallevel:inflictsnumerouscosts.hardtoretaintalent.FindingandKeepingtheBestEmployeesThebigquestionis:

Howcananorganizationattractandretainitsemployees-especiallyitsmostvaluableandirreplaceableones?ThePrevailingWisdomAcademicperspective: JobSatisfactionandJobAlternativesAcademicperspectiveCausesofjobsatisfaction:jobenrichmentgoodsupervisionclearrolesmetexpectations.AcademicperspectiveCausesofjobdissatisfaction:jobstressrepetitiveworkroleambiguityroleoverload.AcademicperspectiveEconomicfactors:paybenefitsrewardsAcademicperspectiveOtherfactors:structuralandproceduralfactorsreflectingautonomyorfairness.AcademicperspectiveTheantecedentsforvoluntaryturnover:attitudesaboutone’scurrentjobtheavailabilityofalternativesPractitionerperspectivePractitionerperspectivefocuses:moreonjobsatisfactionratherthanjobalternatives.muchoneconomicperspective.ShocksandtheUnfoldingModelWhyandhowpeopleleavetheirjobs?leavinginresponsetosomeparticularevent--ashocktothesystem.haveplansorscriptstriggeredbysomeevent.Oralreadyhadaplaninplacebasedonpastexperience.ShocksandtheUnfoldingModelTheunfoldingmodel:describesfourpathspeopletakewhentheyleaveajob.ShocksandtheUnfoldingModelTheunfoldingmodel:Path1:Followingaplancharacterizedbyashocktothesystemandaplanorascriptalreadyinplaceforleaving.Path2:Leavingwithoutaplanstartedbyashockwithoutplanorscriptinplace.Path3:Leavingforsomethingbettercommenceswithashockthatleadstorelative,possiblyminimaljobdissatisfaction. Path4:Leavinganunsatisfyingjobinitiatedbyaccumulatedjobdissatisfaction.ShocksandtheUnfoldingModelPath4:Leavinganunsatisfyingjob:Path4Adissatisfiedandleavewithoutsearching(similartoPath2,butwithouttheshockingevent).Path4Bdissatisfiedandleavewhilelookingforandevaluatingalternatives.ShocksandtheUnfoldingModelTheunfoldingmodel:JobEmbeddednessandStayingTwofactorsoperatingtokeeppeople:NonworkfactorsFamilypressurescommunitycommitmentsoff-the-jobvariablesNonaffectiveornonattitudinalattachmentstopeople(e.g.,coworkers,employeenetworkgroups)activitieslikethecompanysoftballteamorsponsoredcommunity-serviceactivities.JobEmbeddednessandStayingJobembeddedness:Summarizesabroadconstellationoffactorsinfluencingretention.Consistsofthreefactors:links,fit,andsacrifice.JobEmbeddednessandStayingLinks:Theconnectionsbetweenapersonandotherpeople,groups,ororganizations.Fit:Anemployee’sperceivedcompatibilitywithjob,organization,andcommunity.Sacrifice:Thecostofwhatpeoplehavetogiveupiftheyleaveajob.JobEmbeddednessandStayingHowemployerscanhelpembedemployeesDevelopingaComprehensiveRetentionPlanMakestrategicdecisionsDeterminewhetherturnoverisaproblemDeterminewhypeopleareleavingInvestigatereasonswhypeoplestayDeveloptop-levelsupportfortheplanIdentifythetargetsoftheplanDrawonconventionalwisdomApplytheunfoldingmodelDevelopingaComprehensiveRetentionPlanApplytheunfoldingmodel：Learnthedistributionofshocksacrosspaths.Analyzethecontentoftheshocks.Userealisticjobpreviewsfornewemployees.Attacktheunsolicitedjobofferproblemdirectly.DeterminewhichscriptsmostfrequentlyappearforPath1leavers.Preparepeopleforpotentialshocks.Bepreparedtorespondtoexternalpersonalshocks.Assessthetimeitistakingpeopletoleave.DevelopingaComprehensiveRetentionPlanAssessjobembeddedness：Worktoensureagoodfitwiththejobforeachemployee.Facilitatefitoffthejob.InfluencelinksonthejobthroughprogramsInfluenceoff-the-joblinks.Createsacrificesonthejobbyintroducingfinancialincentivestiedtolongevity.Payattentiontooff-the-jobsacrifices.WinningtheCompetitionforTalentEmployee-retentionprogramsrequireanoverall,comprehensive,thoughtfulprocesstobeeffective.TextBIsTwitter’sRetentionStrategyEnoughToAttractTopTalent?IsTwitter’sRetentionStrategyEnoughToAttractTopTalent?PleasereadTextBandfinishthediscussion:1.WhatperksdoesTwitteroffer?Howdotheperkswork?_____________________________________________________________________2.WhydothefourtopexecutivesleaveTwitter?_____________________________________________________________________3.Todealwiththeretentionproblem,whatsolutionsdoesthetextprovide?