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Team Name: Starlite Warriors

Mallika.M.RAkshatha. D. AppajiAshwini. A.MBharani. K.CChaitra.S.Hiremath Dhanalakshmi. K.S

Topic: Ken Leaves the company

Good people-valuable employees-quit their jobs every day. Usually, they leave for better positions elsewhere. Take Ken, an experienced underwriter in a north-eastern insurance company, who scribbled the following remarks on his exit interview questionnaire: This job isn’t right for me. I like to have more input on decisions that affect me-more of a chance to show what I can do. I don’t get enough feedback to tell if I’m doing a good job or not, and the company keeps people in the dark about where it’s headed. Basically, I feel like an interchangeable part most of the time.

In answer to the question about whether the company could have done anything to keep him, Ken replied simply, “Probably not”.

Why do so many promising employees leave their job’s ? And why do so many others stay on but perform at minimal levels for lack of better alternatives? One of the main reasons-Ken’s reason-can be all but invisible, because it’s so common in so many organization’s: a systematic failure to keep good people.

Corporations should be concerned about employees

like Ken. By investing in human capital, they may actually help reduce turnover, protect training investments, increase productivity, improve quality and reap the benefits of innovative thinking and teamwork.

Human resource professionals and managers can contribute to corporate success by encouraging employees’ empowerment, security, identity, “connectedness,” and competence. How? By recognizing the essential components of keeping their best people and by understanding what enhances and diminishes those components.

Ken doubts that his company will ever change, but other organizations are taking positive steps to focus on and enhance employee retention. As a result, they’re reducing turnover, improving quality, increasing productivity, and protecting their training investments.

Job Satisfaction

• Meaning: Job satisfaction means the attitude of the

employee towards his job. A person with a high level of job satisfaction holds both positive and negative attitude

Determinants of Job satisfaction

Several elements contribute to job satisfaction. They are:

i. Nature of Jobii. Nature of supervisioniii. Working Conditionsiv. Equitable Rewardsv. Opportunities of Promotionvi. Work Groupvii. Employee Morale

1) Do you think that Ken’s self-esteem had anything to do with his leaving the firm?

Solution: This case is regarding job dis-satisfaction. usually the employees quit their jobs because of lake of interest, low salary, lake of coordination.

Here Ken is worked as a under writer in this company and he want to leave the job because he cant do anything that what he thinks to do and he cant implements his ideas and most of the time he felt interchangeable part of the company.

Because Ken self-esteem plays a major role in quitting job. The best example can be given regard job involvement. it means it measures the degree to which a person identifies psychologically with his job and considers his perceived performance level important to his self worth.

Employees with a high level of job involvement strongly identify with and really care about the kind of work they do on their jobs . Such people are reported to have shown lower rates of labour turnover and absenteeism.

2)What do you think were Ken’s satisfaction with and commitment to the job and firm he is leaving? How does this relate to the research on the determinants and outcomes of satisfaction and commitment?

Solution: Job satisfaction has received the most attention of all work related attitude. Organizational commitment has become increasingly recognized in the organizational behavior literature, whereas satisfaction is mainly concerned with the employee’s attitude towards the job and commitment is at the level of the organization a strong relationship between job satisfaction and organizational commitment has found over the year.

Today's work place is face the fear of downsizing loss of job security over whiling change in technology and stress of having to do more with less managers establish the type of caring challenging workplace that will increase employee commitment.

Many organization face a system wide failure to keep good people. Corporations should be concerned about employees like Ken that is those who are enthusiastic .by investing in human capital they may actually help reduce turn over quality and get the benefits of innovative thinking and team work.

3)What lesson can this company learn from this case of ken? What can should it now do?

Solution: In this north eastern insurance company can learn how to keep the good employees in their organization and what facility enhance and how to eliminate uncomfortable environment and how to take a positive steps to focus on enhance employees and how to improve productivity and reducing the employees turnover and protecting their training investment.

Even ken thinks that the company will not take serious steps to retain its effective and productivity employees.

The company should give the right job to right person. Then only the employees can perform in effective way. And give chance to employees to involve in the decision making process. And give more feedback to the employees whether they are doing a good job or not. The company should do something to keep the employees like, PF gratuity, OT, insurance facility. Company should be concerned about employees like ken. Then only the company can reduce the employee turnover, increase productivity, improve quality and protect training investments.

Rakshitha V Nayak