新西兰代写assignment：自愿离职的原因
新西兰代写assignment：自愿离职的原因
自愿离职有几个原因。有几个原因使雇主不鼓励他们的雇员从他们的指定中辞职。在不同的情况下，雇主可能会对他们的雇员提出不切实际的目标，而在其他情况下，这可能不可能创造一个基础设施，因为该组织的环境和其他各种因素会使员工在管理他们的工作相关的责任方面。公司内部自愿离职的原因如下:
不匹配的工作和员工的技能
这是一个与整个员工招聘过程相关的大问题。如果选择不合适的候选人，会给雇主和整个组织造成一些问题。组织无法确定员工的最佳招聘阶段，这造成了一个巨大的问题。
缺乏培训，职业成长和发展
员工觉得他们的工作没有增长潜力，公司没有晋升的潜力。他们没有任何动力去和公司合作，想要离开公司(Allen et al,2003)。对增长和职业潜力不满是员工跳槽的最大原因之一。如果员工在更新技能方面没有提供足够的就业机会，他们肯定会离开目前的工作。
低工资/补偿
动机理论认为，个人会发展对公平和公平回报的信念，以回报他们对工作的贡献。这样做的前提是，当一个人相信他们自己的治疗不公平时，他们会有动力采取他们认为合适的行动。由于有限的理性，试图留住人才的问题变得更加复杂。这使得那些不能提高他们在等级制度中的职位的同事更有可能留在公司。这通常是由于不充分的业绩信息，因此在财务上是不承认的。
新西兰代写assignment：自愿离职的原因
There are several reasons for voluntary turnover. There are several reasons which make employers to discourage their employees from resigning from their designation for no reasons at all. In various cases, Employers may unrealistic targets for their employees while in other cases this may not be possible for creating an infrastructure for allowing employees in managing their work related responsibilities due to the organization’s environment and various other factors. Some of the reasons for voluntary turnover within a company are as follows:
Mismatch in job and the skills of the employee
It is a massive issue which is relevant to the overall employee recruitment process. If an unsuitable candidate is selected than it can cause several problems for the employer and the organization as a whole. Organizations are unable to confirm the optimum recruitment phase for employees and this creates a massive problem.
Lack of training, career growth and development
Employees feel that they there is no growth potential in their job and there is no potential for promotion in the company. They don’t have any motivation to work with the company and want to leave the company (Allen et al, 2003). Being dissatisfied with growth and career potential is one of the biggest reasons employees want to switch their current job. If employees are not provided adequate growth for job opportunities in updating their skills, than they will certainly leave their current job.
Low Salary/ Compensation
Motivational theories presume that individuals develop beliefs about what constitutes a fair and equitable return for their contributions to their jobs. The assumption is then made that when an individual believes that their own treatment is not equitable, they will be motivated to take actions they deem appropriate. The problem of attempting to keep talented members of the work force is further complicated because of bounded rationality. This leaves colleagues who cannot improve their positions within the hierarchy more likely to remain with the organisation. This is often due to inadequate information on outstanding performance, therefore it is not recognises financially.
