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Essay / Research Paper Abstract
A 5 page paper. Should HR professionals focus on programs that will generate employee commitment? This is the question this paper addresses. The writer reports research that illustrates the benefits of employee commitment and offers some of the steps identified that lead to gaining loyalty and commitment from employees. Bibliography lists 5 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGemcmt.rtf
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Unformatted sample text from the term paper:
forty years later. There was a certain amount of security that both employee and employer enjoyed. But then technology changed, society changed and so did the management of companies.
By the 1980s and 1990s as companies "downsized" and/or "restructured" and decreased their workforces, tens of thousands of people found themselves out of work. Many of the individuals laid off
had been with their companies for ten or twenty years. Employees no longer enjoyed any amount of security, from the rank-and-file to the executives. Those employees left as well as
new employees found their benefits being reduced and new employees entered with lower paychecks than they should have expected. Loyalty and commitment from employees towards their employers disappeared. And, managers
began to perceive "employees as disposable commodities" (Laabs, 1998, p. NA). It is difficult for a human to feel commitment and loyalty to their employer when their jobs are often
at risk. There is a general mistrust of corporations across America (HRZone, 2000). People no longer accept a job and plan to retire from that company. They dont trust the
company not to downsize their job out. This distrust leaves the employee with the goal of getting the best job he or she can and changing companies at any time
to do so. HRZone predicts that within ten years, the average tenure of employees will be 2.5 years (2000). A lack of commitment on the part of employees reduces
their level of achievement and production. A study at the University of Delaware found that "employees that have a positive attitude about the organization that they work for, perceiving that
their work contributions are valued and that their organization cares about them, are more willing and likely to work harder" (HRZone, 2000). Knowing this, increasing employees feeling of commitment towards
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