Any company or organization is interested in hiring a talented and devoted worker. Employees on the other hand, also look for jobs where their rights are respected and their opinions matter. A company and an employee with these needs work so well and produce a lot of positive energy whenever they find each other. In this topic, we focus on the reasons why employees stay in their jobs and issues that affect their motivation to stay or the disappointments that would lead to their exit.
Employees’ rights are the most important concept of their engagements in an organization’s business. As a data analyst at the New York department of crime and correction, I remain loyal to my place of work because my personal business is not interfered with and my salary is equivalent to the workload I have to partake each day. I am also not discriminated against by other employees who are not my race or from the same social class as I am. According to Allen, Bryant, and Vardaman (2010), privacy, fair compensation and not being discriminated against other employees are some of my major concerns when it comes to my rights as an employee although there is so much more.
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The reasons for an employee’s retention are what defines embeddedness, an employee’s connection with the surrounding community and the organization itself. The more one is linked with an organization the more they are embedded into the organization. The next important aspect of embeddedness in an organization is how compatible one is with the organization. This is how fit the employee is for the organization and the organization for the employee. The third aspect is sacrifice. An employee is only willing to forfeit other important personal activities when they are embedded to a company or an organization.
In conclusion, a company is able to retain employees only when they treat the employees the way they deserve to be treated. However, Rama (2009) explains that, an employee can only be retained if they maintain good conduct. The better a company treats an employee, the more embedded the employee becomes to the organization.
References
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: replacing misconceptions with evidence-based strategies. Academy of management Perspectives , 24 (2), 48-64.
Rama Devi, V. (2009). Employee engagement is a two-way street. Human Resource Management International Digest , 17 (2), 3-4.
