As said in the assignment we must select a matter which is considered with two peered assessed journal articles and making our own topic to understand the comparative examination.
The topic we've determined is the "The relationship between the employee's retention and the employee's motivation".
Accordingly two articles we were picked "Performance and Drive" Prepared by Alfred W. Huf III, and "Employee retention and turnover: Using Motivational Factors as a panacea. " By Michael O. Samuel and Crispen Chipunza.
The author of the first article says "Performance and Inspiration" the primary goal of this article is to look at the hyperlink between Performance and drive. This article is mainly aiming to the employees prospective and how they may have performed while we must uplift the quality of the life of these. Most of the cases in this article show that how we will keep the performance in a high level and getting the employee's full utilization. Motivation is always following the rules of the authority and if there is a proper authority in the organization we can have top level desire as well. And also this article mentioned that the way the employees motivated by getting the "Non-cashed rewards" and the "cashed rewards". This is more important so it also described that the few famous plan designers like Herzberg, Maslow, and Taylor have some contradictions and the writer of the article shows and mentioned the facts regarding this matter.
According to the creators of the Second article- "Employee retention and turnover: Using Motivational Variables as a panacea" seeks to emphasize a research that will inform the storyline of why people working in an organization and is leaving the business.
It is defined intrinsic and extrinsic factors that will affected to the turnover of the employees in work place. And because of this they have got chosen few organizations plus they likewise have done a study regarding this. They have test the motivational factors that affect the turnover and the retention as well. So this is a research based article that will guide us to the important factors on drive and the turnover or retention of organisation. It is hard to keep carefully the skilled employees within an organisation. We have to provide many bonuses and many rewards to preserve those individuals. So, the motivational factors which we must consider are the main factors in any sort of organization. In this article they show some theoretical and practical factors that affected the employee's turnover and the retention. It's very hard for the mangers to maintain their skilled employees in to the organisation. We must have a good intend to wthhold the employees where we must work hard for it.
By this understanding also we can identify certain similarities and as well as the disparities of the two articles. Further this record provides more specific research of the two articles.
Comparative Analysis:
From the first article "Performance and Inspiration" there are mainly aiming to determine the link between your drive and the performance within the top organizational behaviours. Which author represents that is absolutely essential to improve at the Desire and decrease the turnover in the organization. But from the next article "Employee retention and turnover: Using Motivational Factors as a panacea. " discuss about the motivational factors or the parameters that will keep the staff in the business. And also it is vital to keep the skilled workers bond to the company. So the two articles have the key similarity among the list of determination and the retention of skilled personnel.
In the first article it is talked about that the few circumstance studies that may guide us to identify some factors that are important to understand the motivational factors within an organization. And in addition it represents the theoretical evaluation as well.
The "Non-cashed rewards" can be a vital part of employees desire. The writer of the first article describes that the non-cashed rewards such as flex time, goal based bonuses, and the rewarding the worker of the month will inspire the employee alternatively than giving some sum of money to the staff. It is also said that interacting this among the list of employees is the main part of motivation the people. So these varieties of motivational occasions can lead to the top undertaking employees within an organization.
In the incentive packages we should consider to provide a merchandiser awards that are far better than the top seller trips. Based on the author we can have meetings after every week or month and made a decision that we can provide the merchandiser honor. This is also in the same category of motivation by no-cashed rewards.
And also in this article the writer has suggest some critical motivational factor that is the employees can show or suggest the changes they want while they executing well. That is very vital that if an employee is trying to go someplace else for better offer he is able to suggest that the need of his difficulty. And in addition people trying to perform well normally they may well not have any chances to deal the incentives. This is a kind of culture making by the employees that they need to perform well. And through this culture employer have not to get worried about the employees turn over.
And you can find one thing that comes up in this article that the partnership between company and worker is so important to the retention of employees. This is done by creating a discussion with the worker and the employer. The employer can ask the experiences that the bad and the nice situation from the employees of their life. So this will create a major bond between your two celebrations and the employee may unable to bargain incentives following this kind of dialogue.
And finally we have seen some important motivational element in the later area of the article. The motivating words speaks by the leader or the manger to the personnel. This is the most influencing way that one may suggest for better inspiration and powerful of working.
As we can see the above mentioned factors can be utilized as the motivational factors in an organization. So that it is important to learn the other well established factors in the second article to compare the linkage between the two articles.
We have found in the next article that the creators have explained the theoretical aspects of the inspiration. The Herzberg has defined some motivational factors that may be used to consideration. They are the intrinsic variables he defined accomplishments, recognitions, breakthroughs, responsibility, work itself and the progress. These are some of the famous motivational factors that can be used to wthhold the employees.
However the article also explained that the extrinsic factors also may involve some inspired on the personnel retention and the turnover. The factors we've identified in this article are competitive salary, friendly working environment, better social relationship, and the most crucial job security.
This article is principally bridging the literature of the motivational factors and the current useful knowledge and makes some model that will identify the entire account of why the employee's turnover and retention happens.
The second article found many functional factors that will directly effect the inspiration and the retention of the employees. So we can find some extrinsic and intrinsic motivational factors that impact to the employee turnover and the retention.
It is available the following drive parameters have significant effect above the employee's motivation, retention and the turnover as well.
Training and development
Job security
Sense of belonging to the organisation
Interesting/ challenging work environment
Innovative thinking freedom
.
Conclusion:
So as we have discussed in the analysis there a wide range of motivational factors we can identify from both articles. The major findings from this article No: 01shows the theoretical aspects of how the drive should be used to make smarter performance within an organization.
And the Article No: 02 shows us the functional approaches that will make the motivation to lessen the start and retain the skilled workers within an organization.
We can identify some important factors in the second article that are related to increase in the company. And also there are some factors that'll be must there to wthhold the skilled employees and meantime we can make the employees more experience and well trained. Based on the second article we discovered that some motivational factors are necessary for influencing the employee's decisions.
Training and development, competitive salary program and job security and popularity /rewards are the primary motivational factors that will influence the worker capacity up and also better performance in the workplace as well.
In the first article is also shows us the motivational factors that will describe the factors which can be related to the cases and getting the fact of this studies. We are able to find some motivational factors in the first article can be very important to the performance of the staff.
