CAREER DEVELOPMENT IN A LEARNING ORGANIZATION
- Uncontrollable and controllable turnover: In this case uncontrollable type is the one
in which the reason lies outside the effective domain of the organization and the
employer cannot help in thwarting the cause. For example the employee changes his /her
residence or some family problem where the employer cannot help. In case of
controllable turn over the reason are within the reach of the employer. In such a case he
employer may control the turn over through discussions with the employees and
formulating solution that would help eliminate the problem.
2.8.2. Situation that causes Employee Turnover
- Improper reward strategy: When the reward strategy is unable to appreciate
performance or lack consideration for skills and experience or is unable to compete
with the compensation system of the competitors, it causes the employee to leave that
organization in search of better job. If reward policy is not fair and consistent that
again creates dissatisfaction among the employees.
- Lack of growth and development opportunities: If the organization is
inconsiderate of providing opportunities to the individuals to further their career, this
creates feeling of frustration among them. In order to grow professional the
individuals are compelled to changes their organization. According to Newstrom
“Those employees who have lower satisfaction usually have higher rates of
turnover.”(p. 209).
- Workload imbalance: In either case when workload is less or greater than the
capacity of the individuals, it leads to frustration or dissatisfaction among the
employees. When the employee is capable of doing more and is assigned smaller
tasks it makes him/her feel as if he/her job is unimportant.
- In appropriate work environment: Work environment includes physical and
metaphysical both types of factors. Physical are the one that include location, seating
place, equipments, lighting etc. Metaphysical factors mostly relates to organizational
