Genetic Relations to Job Satisfaction Essay Example | Topics and Well Written Essays - 1000 words

Genetic Relations to Job Satisfaction - Essay Example From this paper it is clear that genetics can also be referred to as the genetic composition of an individual or group of people. In the past, genetics played a great role in breakthroughs as curing diseases, breeding better plants and animals basically under the realm of genetic engineering and even solving crimes in the field of forensic science. It has recently been discovered that job satisfaction is largely genetically determined. This has brought into focus several questions such as: â€Å"How true is it that the level of competence in a person is equal to that of the parent?†, â€Å"Should people be employed on the basis on their parents or siblings’ work record?† â€Å"Should companies do a genetic study on all its employees to determine their traits, characters, health and how these relate to their work capabilities?† This study highlights that at this point, it would be too early to come up with a probable conclusion. It is this questions that this paper seeks to provide answers to as we determine through previous research if, indeed, job satisfaction is genetic. According to a publication of The Bell Curve by Herrnstein and Murray, it is a known fact that genetic factors influence fundamental aspects of our human nature. Initially, it was debated that environmental factors played a basic role in job satisfaction, but scientific research has proven that the applicable environmental aspects emerge to be those not shared by individuals raised together. On the other hand, the Classical Twin Study proved that most behavioural characteristics are heritable. The Classical Twin experiment applied sets of monozygotic twins, raised separately, to examine for the reality of genetic power on job satisfaction. Research suggests that genetics has a role in the fundamental direct experiences of job fulfillment such as challenge or achievement.  

The Importance of Employee Retention Term Paper

The Importance of Employee Retention - Term Paper Example The variation in cultural values had a significant effect on the rates at which the newly hired employees voluntarily terminated employment. The relationship between the employees’ job performance and their retention also varied significantly with organizational culture values.† (Sheridan, 1992, p. 1036) Now when the subject of organizational, or more precisely, corporate culture is included in discussing the issue of employee retention, multidimensional analysis becomes imperative. This essay is a literature research based analysis of the issue of employee retention in the global work environment. Sources from scholarly publishers have been utilized and works of reputed experts in the field have been referenced. Quality and Productivity Issue: Employee Retention The term employee retention cannot be defined in a way that does not emphasize on its multidimensional aspects. Employee retention is primarily a human resources related issue, which is an integral part of the c ultural analysis of the corporate world. Here, the word culture points to the work culture of the company, which further spans over the other important topics like business organization, strategic management, organizational behavior, etc. (Garavan, 2007) According to the experts of Management Study Guide (2012), â€Å"Employee Retention refers to the techniques employed by the management to help the employees stay with the organization for a longer period of time. Employee retention strategies go a long way in motivating the employees so that they stick to the organization for the maximum time and contribute effectively.† So, sincere hard work must be done to ensure learning and growth for the employee in his/her current job assignments and help him/her to enjoy them. Contextually, Linley and Harrington (2010, p. 145) have stated that â€Å"organizational theorists interested in the â€Å"Happy/Productive Worker Thesis† almost exclusively concentrated on the role of j ob satisfaction in the prediction of both employee job performance and retention decisions.† In the modern competitive age of stricter labor regulations and more complex corporate cultures, employee retention thus emerges as a complicated problem. Employee Retention: Extent and Importance Employee retention and organizational culture extensively affect each other. An organization has to invest funds and time to groom an individual, make him/her ready to understand its culture, and achieve his/her professional pursuits. A new employee is totally underdone and the management truly has to effort hard so that he/she can be trained. It is an absolute wastage of funds, time and energy when the individual leaves the company all of a sudden. Consequently, the human resource department has to initiate the whole recruitment process once more for the same post, which is a sheer duplication of the employment processes requiring money for the same task repeatedly. Finding the right member of staff for a company is a wearisome job and every effort merely goes waste at the instance the employee quits. (Slugoski, 2008; Garavan, 2007) Contextually, on the basis of the research results, Slugoski (2008, p. 6) writes, â€Å"Indirect costs of replacing an experienced employee with an inexperienced employee included decreased organizational performance, potentially leading to decreased customer