Organization Behaviors.pptx

Organization Behaviors.pptx

• 1.
  Made by :-Ankit yadav Vishesh singh Sachin maurya Mohd. Sadique Ansar Mohd. Anas
• 2.
  “Interview two managerfrom an organization , find out which personal factor, according to him are the main cause of turnover and absenteeism? What measure would he/she like the organization to take to lower down the attrition rate in the organization.”
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  First Impression :- -The tendency for interviewers to jump to conclusion – make snap judgment – about candidates during the first few minutes of the interview . - Negative Bias ; unfavorable information about an applicant influence interviewers more than does positive information.
• 4.
  Misunderstanding the job:- - Not knowing precisely what job entails and what short candidate is best suited causes interviewers make decisions based on incorrect stereotype of what a good applicant is.  Candidate order-error :- - An error of judgment on the part if the interviewer are or more very good or very bed candidate just before the interview in question.
• 5.
   Non verbalbehavior and impression management :- - Interviewer inference of the interviewee’s personality from the way he or she act in the interview have a large impact on the interviewer’s rating of interviewee . - Clever interviewee attempts to manage the impression they to persuade interviewers to view them more favorably .  Effect of personal characteristic :- ( attractiveness , gender , race …) - Interviewers tend have a less favorable view of candidate who are: 1. Physically unattractive , 2. Female, 3. Of a different racial background , 4. Disable,
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   Interviewer behavioraffecting interview outcome :- - In advertently telegraphy expected answer , - Talking so much that applicant have no time to answer question, - Letting the applicant dominate the interview , - Acting more positively toward a favored ( or similar to the interview ) applicant .
• 7.
  Lack of growthand Progression :- - Opportunity for growth and development is very important for retaining good employee . If an employee feel trapped in a deed-end position , they are likely to look toward different companies for the chance to improve their status and income. Being Overworked :- - It might seem nature that , in period of economic pressure , you ask your staff to take on extra responsibility . You might need to let people go and ask remaining employee to pick up the slack by working longer hours or even weekend. But asking worker to choose between their work life and personal life will never sit well. Instead , it will contribute to higher turnover , as employee grow frustrated.
• 8.
  Lack of feedbackand recognition :- - If you avoid giving feedback , you might be pursing your employee away. Feedback is the first step to ensuring your employees succeed , so avoiding this process can be detrimental to their success. Little opportunity for Decision- Making :- - In fact , micromanaging stamp out the opportunity for innovation , which is not what you want . Stifled , over managed employees are likely to grow frustrated with the freedom , the lack of freedom , Which contribution to high turnover – allow them some freedom and you are sure to see their enthusiasm skyrocket .
• 9.
  Poor employee selection:- - Finding the perfect employee is difficult , but forcing a match with an employee that is clearly not right for the company culture or value will never end well. Even though you are desperate to fill that position, picking a poorly matched employee is bad for you, your company , and the employees.
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  • Bullying andharassment: Employees who are bullied or harassed by coworkers and/or bosses are more likely to call in sick to avoid the situation. • Burnout, stress, and low morale: Heavy workloads, stressful meetings and/or presentations, and feelings of being unappreciated can cause employees to avoid going into work. Personal stressors from outside the workplace can also lead to absenteeism. • Depression: According to the National Institute of Mental Health, the leading cause of absenteeism in the United States is depression. Depression can lead to substance abuse if people turn to drugs or alcohol to self-medicate their pain or anxiety.
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  • Disengagement: Employeeswho are not committed to their jobs, coworkers, and/or the company are more likely to miss work simply because they have no motivation to go into the office. • Job hunting: Employees may call in sick to attend a job interview, to visit with a headhunter, or to work on their resumes. • Partial shifts:Arriving late, leaving early, and taking longer breaks than allowed are considered forms of absenteeism and can affect productivity and workplace morale. • Childcare and eldercare: Employees may be forced to miss work in order to stay home and take care of a child or elder relative when normal arrangements have fallen through (for example, a sick caregiver or a snow day at school) or if the dependent is ill or hurt.
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  • Illness: Injuries,illness, and medical appointments are the most commonly reported reasons for missing work—though not always the actual reason. Not surprisingly, each year during the cold and flu season, there is a dramatic spike in absenteeism rates for both full- and part-time employees. • Injuries: Accidents can occur on the job or outside of work, resulting in absences. In addition to acute injuries, chronic injuries such as back and neck problems are a common cause of absenteeism.
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  “Attrition rate isa metric used to calculate the rate at which employees or customers have voluntarily left a company. The rate of attrition is calculated in proportion to the total employee count in the organisation. Human resources uses this rate to calculate the number of vacant positions so that they can make plans to hire accordingly. A similar rate can also be used to calculate the number of customers who have shifted loyalties from one brand to another. Marketing teams use this data to plan new strategies for retaining customers.”
• 14.
  Attrition can beof 3 types:- • Voluntary in which an employee leaves a company on their own. • Involuntary attrition is when the decides to let go of the employees of their duties and responsibilities. • Internal attrition implies an employee switching to a different department, position and role within the same company.
• 15.
  - To calculatethe rate of attrition, collect the following information:- • Time or duration for which you want to calculate the rate of attrition-monthly, quarterly or annually • Number of employees at the start of the period • Number of employees who left during the period • Number of new hires for the period. Formula :-
• 16.
  Professional stability:- • Oneof the primary reasons to look into a company’s employee attrition rate is it can be a good indicator of work culture, job security, etc. • Professional stability tops the list of requirements for an employee as it can assure them that they will be able to thrive in the company without anyone breathing down their necks. • Also, they will be able to take the onus of their work and be rewarded and appreciated accordingly.
• 17.
  • A lowemployee attrition rate is an indicator of job security. This is a very important factor for an employee as it provides assurance to them and then can focus on their tasks at hand. • Job security brings with it motivation and dedication for employees to excel at work, which ultimately leads to benefiting the business. • Job security and motivation brings with them dedication towards the job. The more satisfied you are with your job, the more you will remain dedicated. • As mentioned, when you feel secure in your job, you will feel motivated every day to push your limits, to take those extra steps for a better future.
• 18.
  Makes you opento challenges:- • When you feel appreciated and heard in your team and organization, it boosts your confidence. So, when you are less fearful of the results, you will be bold enough to take up more challenges. • This in turn helps you to grow in your career by gathering maximum experience, and accelerate your career ahead in the game and leading to success. • To conclude, when looking for a job switch always research the company thoroughly as it provides a lot of valuable insights that can help you evade taking a wrong decision and find your dream job.