One night with the King Essay Example | Topics and Well Written Essays - 1000 words

One night with the King - Essay Example Though the image of Esther, played by Tiffany Dupont, in the film may be called untypical for the biblical female character, it provides us with the insight into the religious history from the fresh but credible point of view. We are accustomed to perceive biblical female characters as humble and obedient, devoted wives, hot believers and followers of the divine commandments, or as sinful creatures, bringing only woe to their men. The negative female image even seems to prevail and be more typical for the Bible and Christianity. Virgin Mary had to acquit the biblical women, atoning for Eve’s sin. However, Esther is one of the characters winning good name and restoring the female reputation in the history of the mankind. We do not know whether the story took place in reality or if it is fictious, yet the image of Queen Esther is one of those, people will always admire. She is the character distinguished by bright individuality, untypical for the biblical women as we are used to perceive them. The Biblical Esther appears as a rather schematic personage. We only know that she was a beautiful and charming maiden, evidently clever and sexual enough to capture the King’s heart. She was loved by people who saw her. This also indicates her ability to influence the masses. She was smart as the real woman should be. We could compare her with Cleopatra, who achieved her aims with the help of men. Esther managed to charm the major eunuch Hegai by name, so that he gave her the best apartments and seven chosen maids from the king’s palace. Hegai taught Esther things that could please the King. Esther knew how to behave with her husband in order to make him satisfy her request. Twice she invited him to banquets, before uttering her will. Esther was obedient to her husband as the law demanded. She was obviously a good lover, and perhaps an advisor of the King. It was she who reported about the plot against her husband. All the news passed through her

Human Superiority Myth Essay Example | Topics and Well Written Essays - 1250 words

Human Superiority Myth - Essay Example What is right for us can be wrong for them. Stephen Budiansky, the author of the book If Lions Could Talk considers animals as intelligent as we are, but explains that it is another kind of intelligence. To test animal intelligence for him is the same as to test a blind person giving him a written IQ test. Budiansky asserts that every animal has his own sort of intelligence. Monkeys performed far superior to rats in test based in visual discriminations, though rats are better in the same test based in smell discrimination. "The branching tree of evolution has not just one culmination, but millions of culminations -- represented in every living species on earth today," he writes. "Each is a brilliant success at what it does." And it is the nature of such "brilliance" that remains to ponder" (Gabriel, 2000). As for language, animals speak, but their way of communication differs from ours. Researcher have counted that our closest relatives, apes, with whom humans share an astonishing 98.4% DNA, use nearly 68 different sounds in their communication. "Orangutans may have the most impressive individual call of any ape, the long call. It begins with a low soft grumble, modulating in pitch like a string bass player using vibrato" ("The Animal Communication Project", n.d.). This one means that this territory has an owner and possibly calls females. Some orangutans accompany this call by crashing snags. In response this call triggers long calls from neighboring males. The pant-hoot - is one of the best-studied chimpanzee vocalizations. "It begins with breathy, low-pitched hoots that segue into a series of quicker, higher-pitched in-and-out pants, as if the chimp were trying to play harmonica without an instrument. Finally the pant-hoot builds to a loud... The researcher states that human superiority is reconsidered today. Its peak is the animal rights movement, which final aim is to equate humans and animals beyond the law. Peter Singer, author of Animal Liberation, argues that we need to extend rights to the great apes, in the first instance, followed by all other animal species. People have always considered the most distinctive feature between them and animals the sophisticated language. As Joel Wallman, author of Aping Language, explains, "...language, at least in the European intellectual tradition, is the quintessential human attribute, at once evidence and source of most that is transcendent in us, distinguishing ours from the merely mechanical nature of the beast". In the 18th century a French philosophy, Julien Offray de la Mettrie, wrote a book titled L’Homme Machine. He thought that all the creatures on the Earth are the mere machines and suggested that the reason animals â€Å"cannot speak is not because of any inf eriority in rationality to human beings but because of ‘some defect in the organs of speech.’ He believed a young ape could be taught the use of language†. The researcher then concluds that people have overestimated our superiority and this has led to the colossal losses in nature. We use animals in our needs: kill them for fun, abuse in experiments; take from them their living territory, treat cruelly. Nobody has given us such a right. And we must do our best to save and preserve what can be still saved and preserved and make animals our friends.

Appraising Legal Concerns Research Paper Example | Topics and Well Written Essays - 1000 words

Appraising Legal Concerns - Research Paper Example Contract Law Contract law is the most fundamental governing law of any procurement project. It is because procurement projects commence after signing the legal contract. Managers must be completely aware of all legal obligations of a contract so they may not step out of line. A comprehensive definition of contract law is; â€Å"An agreement between two or more persons which creates an  obligation to do or not to do a particular thing. Its essentials are competent  parties, subject matter, a legal consideration, mutuality of agreement, and mutuality of obligation.† (Fleming, 2003) But more suitable definition of contract law (regarding procurement management) is; â€Å"A contract is a mutually binding agreement that obligates the seller  to provide the specified product and obligates the buyer to pay for  it† (Institute, 2000) However, most of procurement projects involve more than just mere buying and selling of goods and services. Procurement includes partnersh ips and joint ventures and they legally bind the participants to perform an action. That is why it is better to use the definition for contract law which has a broader perspective. Taking a deeper look into the broader definition, following ten points can be concluded; a. A contract is a promise between two or more people or two or more parties b. ... The other party that needs to accept the offer has to accept it unconditionally f. If the accepting party wants to make adjustments (modification) to the original offer, the original offer will become void and a new offer will be formed. This process can continue until there is an offer from one party and an unconditional acceptance of it by the other. g. Concurrency is obligatory; all parties to the contract must agree to the same exact terms. h. A contract becomes only legal when there is ‘consideration’ involved. Consideration is anything that has value and is offered in exchange of something (goods or service). Consideration doesn’t necessarily have to be of the same value. i. The purpose of a contract should be legal as illegal contracts have negligible value in the eyes of law. j. All contracts need to be in the proper legally acceptable format. This usually requires the contract to be in black and white form (on paper) and signed. Mostly real estate contrac ts and contracts of simple buying/selling are classic examples (Fleming, 2003). Agency law By the standards of this law, any agent that will be appointed by the company (principal) will hold the same position in the deciding about procuring goods as the CEO. In other words, the agent will be acting on behalf of the company. Whatever contract he will enter the company into, the company will be liable to abide by the rules and promises of that contract. In the Latin phrase, the relationship between agent and principal is described by the  phrase,  qui facit per alium, facit per se, i.e.  the one who acts through another, acts in his or her own interests (Wikipedia contributors, 2011). Regarding the matter at hand which

Selection - A Function Within HR Research Paper

Selection - A Function Within HR - Research Paper Example Companies at times may bear huge cost by making a wrong hire decision. It is through good selection methods organisations can restrain their hiring decision. Good selection method also prevents the organisation from making wrong investment and therefore provides the organisation confidence regarding the fact that they are making the correct hiring decisions. The most significant point to consider is that organisations need to pay due consideration towards their main objectives when hiring the candidates. It is through best practices in the process of selection that can enhance the efficiency of the organisation (Hudson Highland Group, 2011). Selection is not only concerned regarding the choice of the right person at the right place but also it aims at maintaining and enhancing the performance thereby improving the rate of retention of the employees and increasing job satisfaction. For the purpose of achieving these objectives, the managers who are responsible for hiring the candidate s are confronted with the candidates possessing numerous characteristics and competencies. It is the duty of the hiring manager to decide the use of the tool that can be used for the selection process in order to reach to the best possible examination of the various candidates. Therefore, it becomes significant to consider the reliability of the selected instrument so that a robust outcome of the selection procedure can be guaranteed. Selection tools predictive validity needs to be paid due attention so that there is best possible forecast of the success of new hires (Hudson Highland Group, 2011). Best Thing to Do To Make Selection Work Selection can be identified as the procedure through which individuals possessing the correct qualification are chosen in order to fill the vacant position of the organisation (Mathis & Jackson, 2010). Selection of candidate for a particular designation signifies hiring a person who can be a contributing factor in the achievement of goals of the orga nization. Whatever be the designations, it is quite significant for the organisation to implement the similar standards of selection so that the effectiveness is enhanced. The companies need to employ best practice selection methodology in order to ensure that the candidate selected is fully profiled and therefore matched with the assignment criteria in terms of functional skills, personal attributes and attitudes, organizational culture and sector experience among others. In order to make selection work, it is quite significant for the companies to make extensive and appropriate use of the database search. The database needs to be of high quality and needs to be updated on a continuous basis. The companies need to focus on quality rather than quantity of candidates. Offering proper training to the line managers or selection team who are involved in the process of recruitment can also aid them in conducting the selection of the candidate as per the set objectives (Daltons Kingswell, 2005). It is to be remembered that a good selection process is one which does not involve any kind of illegal unfairness in the context of gender, disability, age, sexual orientation, race and religion or belief. It is also significant for the selection team to keep themselves updated with the changes in the labour market (Acas, n.d.). Selection Based on Job Analysis Selection is the procedure of choosing the applicant from a

Patient Isolated And Public Health Investigations Assignment

Patient Isolated And Public Health Investigations - Assignment Example   The CDC confirms Europe based tourist who raised earlier suspicion of Ebola attack positive   The tourist, who visited West Africa earlier, was isolated soon after he indicated symptoms of the contagious disease. Apparently, the patient is under isolation and close check up. On Sunday, October 19, the tourist reported a low-grade fever throughout the night and immediately received a referral for testing at the States’ most reputable laboratory. As a precautionary measure after observing the unusual fever, CDC staff isolated the tourist and interviewed him to establish additional contacts or potential exposures. Currently, one close contact has been identified, and appropriate measures employed to prevent further spread of the disease.  Careful monitoring and scrutiny of all tourists and associated health care workers who interacted with the isolated patient, therefore, is directed to offer the public an assurance of the absence of a trace of the disease in America.   Ebola is an infectious, deadly disease noticeable by fever and severe internal bleeding, spread through physical contact with the infected person’s body fluids.   The outbreak of Ebola experienced in West Africa in 2014 is the largest, so far in history according to records by the CDC, 2014. The disease has an average of 8 to ten incubation period. The CDC, therefore, recommends immediate isolation and close monitoring of suspected individuals with symptoms for a period of 21 days.

Qualitative Article Review Essay Example for Free

Qualitative Article Review Essay Purpose The purpose of this article is to show that there is a correlation between dropout rates and teen pregnancy, and to discuss ways to prevent teen pregnancy. The American Promise Alliance evaluated data on school districts that struggle with both poor school completion and high numbers of teen births. They identified 25 schools with the highest dropout and teen pregnancy rates. And they also evaluated school districts with high school completion rates and innovative pregnancy prevention programs to help students avoid early pregnancy and parenthood. The 25 persistently low achieving school districts account for twenty percent of all high school dropouts in the USA. Thirty percent of all teen girls that drop out of school cite pregnancy or parenthood as the reason. Thirty four percent young women who were teen mothers did not earn a diploma or GED. Less than two percent of teen mothers attained a college degree by age 30. School districts with higher school completion rates recognized the correlation between teen pregnancy and school dropout; they initiated programs to address these two high priorities. School districts collaborated with organizations receiving federally funded teen pregnancy prevention grants, such as US Department of Health and Human Services (HHS), Office of Adolescent Health’s (OAH), and evidenced based Teen Pregnancy Prevention Program(TPP). Through their collaboration, grantees could use the funds in a variety of evidenced based models to meet the needs of their school, community and the age of the students being served. Description of Participants/Sample The participants in this study were all the teenagers in the USA. All USA students that attended public schools were a part of the data collection. School completion, pregnancy rate and dropout rate data was gathered from every public school in all the US school districts. Research Design/Data Analysis America’s Promise Alliance analyzed data from four reputable sources on teen pregnancy and dropout rates, and identified the school districts with the highest dropout rates. They also analyzed the data on teen birth rates or teen pregnancy rates from these school districts with high dropout rates. Method Diplomas Count 2011, Common Core of Data (CCD), VitalStats and Child Trend were the four sources of data information that was used to examine the number of dropouts and teen births within the 25 persistently lowest achieving school districts. Diplomas Count is a national report from Education Week and Editorial Projects in Education (EPE) Research Center, which provides graduation rates and graduation trends for all the public schools in the USA. Diplomas Count then identifies the 25 persistently lowest achieving school. Data on total school enrollment and enrollment by grade level was extracted from CCD. VitalStats and Child Trends provided data on teen birth rates and numbers. Results The data draws a parallel between high school dropouts and teen births. The data shows the school districts that struggle with poor school completion and high numbers of teen births and how various school districts are tackling these issues. Opportunities for Further Research The America’s Promise Alliance needs to collect more data for evidence that teen pregnancy caused dropouts, rather than just being correlated with dropout rate. After the 25 identified school districts with the high dropout and teen pregnancy rate implemented pregnancy prevention, the Alliance could check back in a year with these school districts to see if the dropout rate changed. Threats to Validity The four sources cited in this study are all very reputable sources that are cited often in the field of education. But although the America’s Promise Alliance spent a lot of discussion regarding the link between dropout rates and teen pregnancy, and suggesting that combating teen pregnancy could lower dropout rates, they ended the article by saying â€Å"readers should note that this data is meant only to draw a parallel between high school dropouts and teen births. No quantitative analysis to examine the statistical significance of the association between these two issues was performed and, therefore, causality should not be inferred.† They spent most of the article talking about things (teen pregnancy and dropout rates) that only made sense if there was causation, and then at the end of the article they retracted this conclusion from the readers. Insight and Criticism Teens getting pregnant while still in school are more likely to drop out of school, but the data in this article does not prove this, but I think it made a strange correlation between the two. There may be other factors that make pregnancy and dropping out more likely. Implications of Findings Thirty percent of teen girls who drop out of school cite pregnancy or parenthood as their reason. The connection between teen pregnancy or teen parenthood and educational attainment is strong. All interested parties in the prospect of these teen parents and their children need to collaborate and develop strategies to reduce the risk of them dropping out of school. References Shuger, L. (2012). Teen pregnancy and High School Dropout: What Communities are Doing to Address These Issues. Washington, DC: The National Campaign to Prevent Teen and Unplanned pregnancy and America’s Promise Alliance. Retrieved November 2012, from www.thenationalcampaign.org/resources//teen-preg-hs-dropout.pdf

Employee Turnover Causes and Effects

Employee Turnover Causes and Effects In todays highly dynamic commercial work, it is becoming a challenge for jobseekers to find jobs that best fit their personality, and for employers to hire the right people who can do the job and also integrate well into the company culture. Failure to overcome this issue can be resulted in high turnover of employees. Employee turnover is a part of normal business activity; whereby employees come and go as their life situations change. Most employers realize this and, indeed, large firms typically have entire departments devoted to the management of human resources in order to make the transition as easy as possible for both management and employee and to minimize the associated hiring and training costs. Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. A huge concern to most companies, employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is higher. Many factors play a role in the employee turnover rate of any company, and these can shoot from both the employer and the employees. Determining what constitutes high turnover is a complex issue, because there is no simple linear relationship between turnover rates and the social and/or economic performance of companies and sites. Too little turnover can be as big a problem as too much. If organizations do not have a reasonable flow through of new personnel, they risk ossification. Also, some turnover is socially desirable because it gives people an opportunity to obtain entry into the labor market and to move to different and better. In todays dynamic world and increased job insecurity, the job for life is no longer existent. People constantly fear their jobs and loss their motivation and commitment to work. Some reviews and example were being done on manufacturing or dairy business company, basically on First Dairy Farm (M) Sdn. Bhd on high turnover of the employees. 2.0 CAUSES OF EMPLOYEE TURNOVER 2.1 Job Satisfaction Job satisfaction is described as the positive attitude and emotion towards ones job and work environment. It reveals their value judgment about their expectations and perceptions of the effort they put in and the outcomes that they receive. One of the reason that caused a highly employee turnover is because of the low job satisfaction offered by an organization. Job satisfaction includes the payroll and financial rewards, work environment, co-workers, supervision, scope of work, amount of work, career future, company identity, and physical working condition. To ensure an employees satisfaction, an organization need to reward fairly for the work they have done by making sure rewards were for genuine contribution to the organization and consistent with reward policies. The reward also includes a variety of benefits other than monetary gains. However, many companies failed to do so. Unsatisfactory performance appraisal is one of the reasons for employees leaving a company. A lack of appreciation, a lack of teamwork and the perception that business owners dont care about their employees are consistently the highest-rated reasons for low job satisfaction. Many employees choose to leave because they believe their work has been unappreciated by the organization. When employees are committed to their organizations, they accept the corporate goals and values, and will put in extra effort to achieve organizational effectiveness. Nonetheless, many also leave their jobs because they dont believe their companies value their contribution. Most environmental contributors to turnover can be directly traced to management practices. Turnover tends to be higher in environments where employees feel they are taken advantage of, where they feel undervalued or ignored, and where they feel helpless or unimportant. Clearly, if managers are impersonal, arbitrary, and demanding, there is greater risk of alienation and turnover. Management policies can also affect the environment in basic ways such as whether employee benefits and incentives appear generous or stingy, or whether the company is responsive to employees needs and wants. Managements handling of major corporate events such as mergers or layoffs is also an important influence on the work environment afterwards. Salary Scale is also known for the most common cause of the employee turnover rate being so high. Employees are in search of jobs, which pay well. If the company, which they are working in, does not offer good and reasonable salary, they tend to hunt for jobs that pay them considerably well. The prospect of getting higher pay elsewhere is one of the most obvious contributors to turnover. This practice can be regularly observed at all levels of the economic ladder, from executives and generously paid professionals in high-stress positions to entry-level workers in relatively undemanding jobs. Employees always flock to companies who offer more benefits. There are many employees who are not aware of the benefits that are provided to them in their compensation package. The employers need to reduce their bureaucratic procedures in order for the employees to receive the best available benefits without any difficulty. They should make a note of what all benefits other organizations are providing, which may attract their current employees. Employees that contain negative relationship with its supervisor are likely to have lower job satisfaction, which could also lead to employee turnover. According to experts, while most managers believe employees leave due to money issues, in actuality it is an employees relationship with their supervisor that has the greatest impact on whether they stay or go, because a supervisor has control over the compensation, opportunity, recognition, and environment that create job satisfaction. And that is why it is important to hold supervisors accountable for retaining a thriving workforce. Advancement and promotion policies are the prime reason why many mid-level executives leave the company. Due to no potential opportunity for advancements or promotions, they prefer other companies, which may provide them with higher posts and increased compensation packages. The companies need to evaluate and modify their promotion policies in a fair way, which would enable promotions for candidates. The condition of the organization could also be a factor. If it is unstable, the employees will surely look for a more stable organization. They would not want to stay long in an organization that could close any time. Employees will not exert as much effort in achieving organizational objectives if there are not reassured that their jobs are secure. 2.2 Organizational Commitment Organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed, in this case the dairy business. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. An organization would have a higher productivity by creating a higher job satisfaction for the employees. By this, they would believe that the organization would be a career path and a tremendous future in the long run, which would make them concern about the quality of their work. Hence, they would be more committed to the organization, and the organization would have higher retention rates and lower employee turnover. With this, organization commitment also includes as a cause of employee turnover. Organizational commitment is when individuals who were highly committed to their organization would be less likely to think about leaving the organization. Wh en an employees need and desires has been satisfied and their skill has been utilized, an organizational commitment of an employee has been developed. It has become a very strong negative effect on turnover, which means, the lower the organizational commitment, the higher the tendency for an employee to leave. Throughout the workplace employees must be given numerous opportunities to feel committed to the organization. Overall management culture and style driven by the top management actions are strongly related to the degree of employee commitment. These correlations bring to light the importance of having strong managers and their roles in the overall organization. If employees are directly committed to their group, their commitment to the overall organization will be higher. Organizational Commitment is highly valuable. Studies have highlighted that commitment has a great impact on the successful performance of an organization. This is because a highly committed employee will identify with the goals and values of the organization, has a stronger desire to belong to the organization and is willing to display greater organizational citizenship behavior i.e., a willingness to go over and beyond their required job duties. And if human resources are said to be an organizations greatest assets, then committed human resources should be regarded as an organizations competitive advantage. Committed employees are more likely to perform beyond the call of duty to meet customers needs and organizations goal. They are highly motivated to work to the best of their ability. These traits are essential for continued customer commitment and ongoing revenue and growth for an organization. Committed employees remained in the employment of the company longer, resisted competitive job offers, did not actively look for other employment and recommend the company to others as a good place to work. The longer the companies kept their employees, there would be no need for additional expenditure to train new employees. 2.3 Job Hopping An individual with strong desire to try different jobs for fun or and readily changed their jobs for as little as one Malaysian Ringgit is a sign of job hopping behavior. This type of individual also leads to employee turnover. Some with highly educated individuals are more keen to job hop due to the availability of vast options in the job market. Younger generations are thought to be job-hopping to be materialistic, and as a result they tend to hop from one job to another for a better salary and benefit. A huge concern to most companies, employee turnover is a costly expense especially in lower paying job roles, for which the employee turnover rate is highest. Weak company identity tends to face higher employee turnover as the employee worry about their career future. 3.0 IMPACT AND EFFECT OF EMPLOYEE TURNOVERS There are many negative impacts to an organization due to employee turnovers compared to positive impacts. However, despite substantial evidence regarding turnovers negative consequences for firms, several studies including many of those above are noted offsetting positive effects. For example, the economic perspective on turnover suggests that turnover reflects the beneficial aspects of worker mobility, such as the improvement of matches between employees and firms over time. Companies should take a deep interest in their employee turnover rate because it is costly part of doing business. When a company must replace a worker, the company incurs direct and indirect expenses. These expenses include the cost of advertising, headhunting fees, human resources cost, loss of productivity, new hire training, and customer retention. On the contrary, turnover can adversely affects operational efficiency, especially for complex processes that require close teamwork and high amounts of assumed knowledge. Where there is continuing instability in the workforce, consequences can include increased stress and tension amongst those remaining employees who have to fill the gaps left by departing employees, declining employee morale, and decreased productivity due to loss of work group synergy. High turnover rate can do a lot of damage to your organization than overworking your employees. One of which is the turnover cost. When you lose an employee, you need to look for someone new to fill the post. Although the person is qualified, you still need to train the person, consider a few errors during the operation, and go through the adjustment period. Apart from the cost you incurred, it will also give you a bad image in the public. They will speculate about the reasons why your employees do not last long in the organization. They will question the management skill of the leaders of the organizations. Consequently, this will also affect the judgment of your potential investors. Minimizing employee turnover rate is one of the most important tasks of managers. This is because a high turnover rate among others implies that the organizations concerned are probably incurring high costs of operations. The costs of employee turnover are due to the costs of retaining workers, the costs of training and development loss of business, loss of productivity, and also increased in business risks. Therefore, companies that are not able to reduce their employee turnover figure will likely lose their competitiveness in the long run. High turnover can be a serious obstacle to productivity, quality, and profitability at firms of all sizes. For the smallest of companies, a high turnover rate can mean that simply having enough staff to fulfill daily functions is a challenge, even beyond the issue of how well the work is done when staff is available. Turnover is no less a problem for major companies, which often spend millions of dollars a year on turnover-related costs. When the employee leaves, productivity will usually take a downturn because other workers may have to add the former employees duties to their own workload, at least temporarily. For service-oriented professions, such as management consulting or account management, high employee turnover can also lead to customer dissatisfaction and turnover, as clients feel little attachment to a revolving contact. Customers are also likely to experience dips in the quality of service each time their representative changes. When long-time employees leave, they often take valuable institutional knowledge or intellectual assets with them. It would costs employers a lot of time and money to replace these assets. Many business owners are mistaken that the cost of replacing employees is merely the price of an advertisement and headhunter fees. However, both direct and indirect cost must be taken into consideration. When an employee gives notice (usually two to four weeks), he or she has already mentally checked out months prior to the announcement, costing the company significant dollars for a nonproductive employee. The current employees never want to see one of their colleagues leave. The atmosphere in the office takes on a different tone. Current employees question their own career decision. These scenarios slow down the organizations productivity. And they also cost money. The current employees gain increased workloads to offset the vacant position. This causes burnout, inefficiencies and unproductive wo rkers, which again can be costly. One must realize that it usually takes a new employee approximately six months to get up to speed. Those first six months are a costly investment for the employer without any true benefits for the newly hired talent and the company until six months or more into the future. Human resource development is less likely to be a priority for management. Companies will be disinclined to invest in training and career development for staff if they believe that they cannot hold staff. In addition, where there is high employee turnover human resource personnel are likely to be pre-occupied with the base level tasks of recruiting and training new staff. This, in turn, means that there will be fewer opportunities to implement staff development initiatives and other strategies that could enhance the skills and productivity of existing employees. Organizational psychologists have also claimed that workers efforts may be highest when they first join an organization and may decrease over time. These conflicting views concerning the effects of turnover suggest that one must not view turnover as a monolithic concept, but rather as a contingent phenomenon. The relevant question thus becomes not whether turnover has positive or negative effects on performance, but rather under what conditions it is more harmful or beneficial to the firm. 4.0 IMPROVING THE MANAGEMENT OF EMPLOYEE TURNOVER Today, most of the companies believed that in order to achieve and sustained effectively, human resource management (HRM) needs to be efficient. Effective HRM can be main factor for the success of an organization. In the new economy, it has become a trend of employees staying on for a short duration in any one organization, which results to many problems. Failure in managing human capital will create fatal problems to the company, especially in country like Malaysia, which is a multiracial country. Therefore, most of the organizations, both domestic companies and multinational cooperation (MNCs) tend to focus more on HRM as a key of success. 4.1 Hiring the right people Hiring the right people from the start would also reduce turnover. Managers should have a clear idea of the types of people they want to hire for each position, write detailed job descriptions and commit to hiring the best candidates rather than the first candidates who meet minimum requirements. An organization is encouraged to use personality traits and leadership style theories to determine the personality type and leadership style posses by job applicants and future candidates before actually employing them. A computer-based application that integrates personality traits and leadership styles will be valuable to any organization seeking the right people with the right personality and the right competencies. With this, there are more chances for an employee to be satisfied with the job given, and reduce employee turnover. 4.2 Employee Retention Most companies try to reduce costs by eliminating search, advertising and referral fees. They spend countless hours calculating cost per hire. With the current competitive marketplace, companies often utilize every source available to locate and hire top personnel. Companies should concentrate on retaining key employees, because real costs begin to add up when employees leave. Retaining your most seasoned and talented employees helps ensure your organizations strength. Its more important than ever to put strategies in place to avoid the overarching costs of employee turnover causes, and keep skilled, high-level producers motivated and invested. Employees in an organization have always been key asset, as their departures could have a significant effect on the implementation of the organizations business plans and may eventually cause a parallel decline in productivity. As such, employee retention was important to the long-term growth and success of the company. Retaining the best employees would ensure customer satisfaction and effective succession planning. It would also increase investors confidence, as they are concern with the organizations capacity to perform in such ways that would positively influence the value of their investment in the company. Hence, it is undeniable that uncontrolled employee turnover could damaged the stability of the company and consequently the national economy. Too often employee retention is viewed as a process or function of the human resources department. Somehow there is an expectation that the recruiting staff should not only identify and hire employees, but that they should also ensure their retention through some sort of strategy or program. The reality is that employee retention is everyones responsibility. Managers are able to reduce unwarranted employee turnover because the most important factors driving employee satisfaction and commitment are largely within the direct view and control of the manager. These included providing recognition, regular feedback and ensuring fair reward accordingly to an employees contributions and value to the organization. 4.3 Creating a Positive Relationship between Employer and Employee Good communication and feedback between management and employees is a means to reduce these problems. A positive relationship between communication and commitment was detected highlighting the importance for management to ensure that communication channels remain open to allow for better transmission of information. Employees may also have a desire to pursue with a higher education or to improve their performance, so that they can accomplish more tasks within the same period of time. By increasing their inputs, employees may get higher outputs such as better pay and benefits. By doing so, it may lead to a higher level of satisfaction. However, factors like the lack of financial resources may prevent the employee from the opportunity of taking additional courses to upgrade themselves. In addition, other factors like problems from outside of work may affect an employees job satisfaction. Therefore, employees may wish to discuss and express their concerns with their immediate superiors. Bringing the problems that employees have to the managers attention will indeed be benefiting for the employee as they can work together to make any special arrangements in mutual agreement. When employees interact with their superiors, the manager will be able to determine the employees level of job satisfaction and in turn determine the employees level of commitment. To maximize human resource and lower employee turnover, companies could focus on building relationship and support, as well as develop programs to handle stress management, decrease work dissatisfaction and enhance loyalty to the organization. It is proactive to deal with turnover at the thinking stage by enhancing commitment that has to do with building relationship and increasing participation as well as contribution to organizational goals. It is also vital to involve staff in the organizational process that not only empowers them but also increases their loyalty to and identification with the company. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous paycheck. If he no longer has peace of mind, he will look for another job. The relationship between employee and employer or their direct supervisor is also crucial. Not only do organizations need a performance management system that recognizes and rewards supervisors for meeting objectives that reduce employee turnover, supervisors need to understand what steps they can take to meet their responsibility in employee retention and job satisfaction. The only way to truly understand employees is to ask them what they want and to find out what can be done to help them reach their goals. By asking, becoming involved, and being accountable, supervisors can go a lo ng way in improving employee job satisfaction as well as retention. 4.4 Increasing Job Satisfaction Those employees who feel that they are cared for by their organization and managers also have not only higher levels of commitment, but that they are more conscious about their responsibilities, have greater involvement in the organization, and are more innovative. Managers and organizations must reward and support their employees for the work that they do because this perceived support allows for more trust in the organization. All people have a desire to be needed and to feel valuable, including at their place of business. Consistent praise from a manager boosts an employees confidence and makes him happy about his place inside the organization. People perform at a much higher level when they feel happy and confident. When they dont feel important, people become withdrawn and complacent and start looking for other places to work. Being an employer is somewhat like being a parent figure. One must continuously provide security and make your employees feel wanted and needed. In terms of assessment and promotion, the fairness in the decision making process is crucial for commitment. The organization should communicate clearly how decisions are made and why some people and not others did get promotions. Satisfied employees tend to be more loyal to their organization. Generally, when people are satisfied with their jobs, they will have a positive attitude feeling about their jobs. In their minds, other jobs would not be better than the current one. Therefore, it is unlikely that they will change their jobs. Employees prefer to stay in their company and work hard for a return. If employees feel that the company treats them fairly or well, the workers will feel that they are responsible to keep working hard for their companies. Also, in order to maintain their current satisfied jobs, employees will perform well and work effectively, which is beneficial for the company. Therefore, in order to increase the employees level of commitment, the manager can try to increase their employees level of job satisfaction. For an organization to be successful, its managers must ensure that their employees have a high level of job satisfaction in order to mutually have a high level of organizational c ommitment. Managers may also apply job rotation so each employee will have an opportunity to perform different tasks using various skills and talents. By using this method, it may be able to further increase the interests the employees would have in their job. Moreover, managers should motivate employees to be more helpful, considerate, friendly and good-natured to their co-workers and supervisors, because this would increase the employees job satisfaction and may motivate the urge to help out other co-workers. Indeed, providing sufficient opportunity for promotion to employees would significantly increase job satisfaction because promotions reflect valued signals about a persons self- worth. 4.5 Increasing Organizational Commitment Organizations can increase employee commitment by providing them with fair and reasonable working practices in a rather cost-effective way. Research has found that the more committed the employee is to the organization, the greater the effort exerted by the employee in performing tasks. Highly committed employees wish to remain associated with the organization and advance organizational goals, and are therefore less likely to leave. Job performance has been reported to be higher for employees with strong affective commitment. The underlying assumption is that they will work harder at their jobs and perform them better than those with weaker commitment. On the personal level, there are benefits for strong affective commitment; for example, working in an environment in which one is positive about has implications for reduced stress levels. Alternatively, affective commitment could lead to negative consequences for life beyond the organization. By obtaining affective commitment from employees may have positive effects for the organization, even though some of the magnitudes of the findings are not very high. To stay committed, employees should feel valued and recognized by management. Motivation constitutes a central element when going through the process of human learning. If the organization does not possess the ability to motivate its employees, the knowledge within the organization is not practically used to a maximum. Therefore, it becomes the aim of every learning organization to find the factors that enable it to motivate its employees to continuous learning and to take advantage of this knowledge to ensure its living. It is unlikely that employees will be committed if they are not sufficiently motivated. Another key to employee satisfaction is implementing formal training programs that provide employees with clear paths for advancement. Employees are more likely to remain loyal to businesses committed to staff development and promoting from within. Induction training and socialization are carried out, which are vital in gaining employee commitment. It is essential to reinforce a sense of self-worth within newcomers, which can be achieved through a supporti ve environment. In addition, employees may try to increase their intrinsic motivation, which is self- applied. If employees set goals for themselves, and these are achieved, the employees will be able to feel a sense of accomplishment. This may in turn lead to an increase in the level of satisfaction at their job and thus affect their level of organizational commitment. 5.0 CONCLUSION In todays highly competitive labor market, there is extensive evidence that organizations regardless of size, technological advances, market focus, are facing human resource challenge. Employee turnovers are results of employees dissatisfaction of one or more factors. Measures can be taken to prevent turnover and to improve other operating results as well. There need to be greater appreciation of the costs and consequences of high employee turnover, and a willingness to change established personnel management practices. Employees are one of the most important determinants and leading factors that determine the success of an organization in a competitive environment. Therefore the way people are managed has a major impact on their commitment and on organizational performance. Advantages of gaining employee commitment have been perceived to be lower labor turnover, extra role behavior, and better product quality and employee flexibility leading to the firms competitive advantage. Thus, given the contribution that a highly productive trained employee can make to organizational productivity, keeping such an employee should be a high priority to the organization. Organizations can secure this commitment by engaging in fair HR practices such as procedural justice, good communication, increased participation, more supportive management and reasonable rewards. Finally, it is important to note that simply implementing HRM practices such as benefits, job descriptions, or standard of procedure is not enough to earn employees commitment. In order to enjoy the benefits of a fully-committed employees, therefore a stable and high-performing workforce, dairy producers must offer a workplace with effective performance feedback and opportunities for participation.