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Emotional Intelligence and Employee Retention
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Retaining the talented workforce is the great challenge faced by the corporate today. Employees are available with plenty of opportunities and they are ready to quit the organization even for a small reason. However finding a right person and making him fit to the organization is a cost consuming issue to the organization. So they want to retain the talented force by all means. This study is explains that emotional intelligence of employee can be used a way to retaining them. This examines the relationship between emotional intelligence and the frequency of changing the organization.

Emotional Intelligence

The concept of emotional intelligence should connect emotions with intelligence. In the 1980s, growing research in psychology concerned the interaction of emotion and thought (Bower, 1981) Thus emotional intelligence pertains to input and processing of emotional information. Peter Salovey and John Mayer, psychologists from Yale University and University of New Hampshire, conceive emotional intelligence as the subset of social intelligence that involves the ability to monitor one's own and other's feelings and emotions, to discriminate among them, and to use this information to guide one's thinking and actions.

Employee Retention

Cascio describes Retention as “initiatives taken by management to keep the employee form leaving the organization, such as rewarding the employee for performing the jobs effectively, ensuring harmonious relationship between employees and manager and marinating safe healthy work environment” Is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. Employees today are different they are not the ones who don’t have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees.
 
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