Analysis
Theoretical perspective 1: Individual expectation of career development
Research has shown that failure to meet employee’s career development expectations would lead to the loss of talented workers. (Harrison, 2016) When talented workers work hard and often perform better than their peers, they expect their employers to treat them better by supporting them in career advancement. However, when the organisation is not doing well, career advancement tends to fall short of their expectations which result in them believing that they could excel better in other organisation with their work ability. (Martin & Conrad, 2010)
Theoretical perspective 2: Difference in motivational needs and work values
In the 21st century, the ease of labour …show more content…
Mr Sum mentioned that the challenges he face in retaining talents includes them going back their homeland, comparison with peers in the same industry and failure to meet his employee’s expectations. In Mr Sum’s case, workforce diversity, mainly the difference in nationality creates communication barriers leading to unhappy working environment. He did not think that generational diversity poses a difficulty as all of them have a common goal which is to complete the project. Lastly, he believes that employee engagement is important but not sufficient in retaining his employees due to attractive offers by …show more content…
In theory, high level of employee engagement result in lower tendency to leave and a stronger desire for their job. However in reality, even when the company actively engages their employees, employees still leave for better job opportunities. This is coherent with the study by Accenture that even highly engaged employees have weak intention to stay. This can be attributed to the desire for career advancement and the practicality of humans. Also, as highlighted by Mr Sum, employees tend to compare with peers from the same industry. Hence, they may feel undervalued in the
Theoretical perspective 1: Individual expectation of career development
Research has shown that failure to meet employee’s career development expectations would lead to the loss of talented workers. (Harrison, 2016) When talented workers work hard and often perform better than their peers, they expect their employers to treat them better by supporting them in career advancement. However, when the organisation is not doing well, career advancement tends to fall short of their expectations which result in them believing that they could excel better in other organisation with their work ability. (Martin & Conrad, 2010)
Theoretical perspective 2: Difference in motivational needs and work values
In the 21st century, the ease of labour …show more content…
Mr Sum mentioned that the challenges he face in retaining talents includes them going back their homeland, comparison with peers in the same industry and failure to meet his employee’s expectations. In Mr Sum’s case, workforce diversity, mainly the difference in nationality creates communication barriers leading to unhappy working environment. He did not think that generational diversity poses a difficulty as all of them have a common goal which is to complete the project. Lastly, he believes that employee engagement is important but not sufficient in retaining his employees due to attractive offers by …show more content…
In theory, high level of employee engagement result in lower tendency to leave and a stronger desire for their job. However in reality, even when the company actively engages their employees, employees still leave for better job opportunities. This is coherent with the study by Accenture that even highly engaged employees have weak intention to stay. This can be attributed to the desire for career advancement and the practicality of humans. Also, as highlighted by Mr Sum, employees tend to compare with peers from the same industry. Hence, they may feel undervalued in the