HR Assignment Study help review analysis: Career as a fit in An organization

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Write an essay on Career theory for an organization?

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Discussion

 The main reasons for the people leaving their job are as follows:-

Due to improper HR practices, employee leaves the organization. This is because of less attraction, because of negative feeling and dissatisfaction. According to the researchers, employees should be given benefits for better retention and if employees enjoy those benefits, they will meet with the sense of better engagement in the work place. The employees intend to leave the organization due to injustice and negative relationship with the human resource management. (Lam, Chen & Takeuchi, 2009)

Negative feelings impact the quantity and the quality of the work place. This gives birth to absenteeism, and other negative outcomes. There could be the several reasons for employees leaving the organization such as:-

• The loss of productivity
• The loss of efficiency
• The low morale of the employees
• Improper communication
• Improper compensation
• Poor reward system
• Difficult team
• Poor salary system and other benefits
• Weak relationship
• Lack of growth and development
• Low chances of opportunity
• No career opportunities
• Poor management
• Inability to use the core skills and knowledge

Source: (Kreisman, 2002)

 Employee turnover is defined by the characteristics rate that refers the employees to increase or to decrease the staff or the employees. There are certain important factors that consist for the employee turnover such as the wages, the benefits of the company, the behaviors and leadership, the job performance and other opportunities that plays a significant role in terms of employee turnover. (Chang, 2010)

Employee turnover creates the tremendous impact on organizations. They receive the considerable amount of attention from their seniors’ management. Organization invests a lot in terms of recruitment, induction and other approaches. The organization deals with better training and development that costs a lot to the organization. This helps them to prevent and to retain the new employees. Organization behavior is the study of managerial skills and knowledge to the people for better behavior in terms of individual and group. This acts in an effective manner.

Career theory is helpful to understand the causes of employee turnover because of certain reasons such as:-

Most of the employees leave the organization for reasons such as money and there are some employees that leave the organization not for money. Some employees seek for other opportunities and they also develop their skills. They leave the organization for better meaning in their work. They often indicate that they use their skills and talents to learn and also try to describe that they are seeking better opportunities. Thus they are really concerned about coaching, counseling and career growth. They carry the major factors such as to influence the decisions for better opportunities and to use the abilities and skills to balance the work and the family life. Employee turnover also leads with poor managerial performance, it also creates low power of intelligence, and thus it causes ineffective leadership. This way and through this reason, employee chooses to leave the organization and the management. (Carruthers, 2011)

With the turnover of staff i.e. around 23% across the population costs about 50% to more than 300% of the salary of the person leaving their jobs in the today’s world. The turnover of employees has become the significant issue in terms of productivity as well as financial issue for the employers in an organization. This occurs with the lack of skills and labour in the market place. This also is known as a silent killer in the work place. Employers with high turnover of employees need to understand the strategy and deployment of human resources. Thus according to the career theory, this has been the major issue in the organization for employers and for the organization. The research in country like USA shows that the turnover of employee has increased about 80% in not less than 8 years. This has been the major problem. There is a high increase in terms of staff and employees turnover across different industries. This also ranges the increase in the turnover percentages. For example and for instance, the turnover of 12% may feel that the organization is doing well when compared to the national country across the world. The true opportunity of an organization in terms of turnover is huge in the industry. The turnover rates for the employees are is than 12 months and it is also equal to the employees those have employed it in more than 12 months. Thus the findings and opportunities of major improvements in the organization create the high turnover that is considered to compare with the turnover beyond the first year. Thus it invests in high quality recruitment, induction as well as cultural development programs. This also reduces the turnover of employees in the first year and it increases the productivity in the second or other subsequent years. Some of the employees’ turnover is healthy and so there is a big question that which types of employee are leaving the organization? (Prince and Clark, 2009)

Employee turnover creates both costs such as tangible and intangible costs. The tangible costs include high turnover of employees, recruitment, selection and training, problems in terms of quality and time. Thus the intangible costs include the turnover in the organizational culture, employee morale, social capital and the memory of the organization. For the turnover of employee, the turnover creates high impact in the organization. This also costs additionally for the organization. The employee turnover is the fear for managers because if the employees possess good attitude and high skills, this will impact the organization and the organization will lose its most important and the highly skilled employees. To distinguish the model of turnover, the job related attitudes and the internal opportunities create better availability of jobs and levels. (Tanova & Holtom, 2008)

Employee turnover has different implications in terms of individuals for leaving the job. High amount of energy is required and invested for better hiring and for getting the better jobs. The research of turnover helps in experiencing the theoretical expansion and this also creates the trends of new individual difference of turnover and the continuous focus on stress as well as change related attitudes. Stress has been considered for the model of change. Because of increased dynamism and stress in the modern organization, there has been high influence on the decisions of turnover. Thus the major reasons that employees’ leaving the job is the dissatisfaction of the job, the search of new job, image violations and many more.

There are numerous models and theories in the career and no single or an individual and it describes about the field of career development. This also helps in understanding the core theories and other concerns about the key ideas and development.

There are different theories with respect to the career development such as the self concept theory. In this theory, there are complex interactions with the number of factors. These will increasingly developing the continuous process of involvement. (Leung, 2012)

The bases of the applications for the ‘fit’ image with respect to the careers are different in terms of different characteristics and different people. People are different in terms of different characteristics. Every employee is different in terms of their characteristics. There are also people who have their own profiles and the career match is to measure the people’s characteristics with respect to the choices of occupation. This makes the different people in occupation. People choose the occupation that matches their job and characteristics but when employee is not satisfied with the match, it creates job dissatisfaction and it also becomes one of the important reasons for leaving the job. Thus employees search for a fit in the organization. This offers the immediate assessment of interests’ motivations activities and abilities with respect to knowledge and skills. Low satisfaction can lead to quitting and high satisfaction leads to better promotions; it also helps to understand the better skills and abilities of the person. People who are dissatisfied sometimes leave the job but not necessarily leave the job because there are some people that they are not flexible and this theory is known effectively as work adjustment. There are different ways that creates an individual for increasing the mode of job correspondences. The personality theory defines the individuals and the occupations of the individuals thus it also focuses on broad type i.e. personality. Values attract the personality and also deal with the individual to attract the prestige and to seek the opportunities.

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