Attraction The ability an organization has to draw the right kind of talent necessary to achieve organizational success. Attraction of an adequate (and perpetual) supply of qualifi ed talent is essential for the organization’s survival. One way an organization can address this issue is to determine which “attractors” within the total rewards programs bring the kind of talent that will drive organizational success. A deliberate strategy to attract the quantity and quality of employees needed to drive organizational success is one of the key planks of business strategy. Retention An organization’s ability to keep employees who are valued contributors to organizational success for as long as is mutually benefi cial. Desired talent can be kept on-staff by using a dynamic blend of elements from the total rewards package as employees move through their career life cycles. However, not all retention is desirable, which is why a formal retention strategy with appropriate steps is essential. Motivation The ability to cause employees to behave in a way that achieves the highest performance levels. Motivation comprises two types: •  Intrinsic Motivation: Linked to factors that include an employee’s sense of achievement, respect for the whole person, trust, appropriate advancement opportunities, and others, intrinsic motivation consistently results in higher performance levels. •  Extrinsic Motivation: Extrinsic motivation is most frequently associated with rewards that are tangible such as pay. There also are defi ned levels of intensity with regard to motivation: • Satisfaction: How much I like things here. • Commitment: How much I want to be here. •  Engagement: How much I will actually do to improve business results. Another key plank of the business strategy, motivation can drive organizational success. FIGURE 1.5 (Continued)

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