Research: Annotated Bibliography

[Date of Submission]

Research: Annotated Bibliography

Levine, D. I. (1995). Reinventing the workplace: how business and employees can both win. Washington, D.C.: Brookings Institution.

According to Levine (1995), employees often come to an organization with knowledge, skill and talent, and they expect a return on that investment. Therefore, an organization can establish HRM practices that promote the well being of the employees by first recruiting the appropriate skill sets required to carry out its functions, provide fair compensation, needed support, opportunities for development, participation, and advancement, along with avenues for respectfully resolving conflicts. Through these practices organizations can motivate their employees to remain on board and to increase their levels of OB as they work towards the achievement of organizational goals. Employees who feel fulfilled by their jobs and are treated fairly feel the need to reciprocate productive behaviors and avoid counterproductive behaviors, which in turn benefits both the employee and the organization. Conscientiousness denotes employees' willing execution of in-role behaviors well beyond the minimum required levels (Levine, 1995).

Turnover is a known issue with which many organizations grapple, and they attempt to minimize it through policies and motivational tactics. Turnover is important because it influences organizational effectiveness. Employees with longer tenure have more knowledge of organizational goals and high turnover translates into a workforce that is inexperienced and consequently produces a negative impact on organizational outcomes. Both employees and businesses should adopt a mutual strategy that could help them in developing positive organizational behavior and in accomplishing the established organizational goals and objectives.

Pinder, C. C. (2008). Work motivation in organizational behavior (2nd ed.). New York: Psychology Press.

Pinder (2008) has analyzed the dynamics of the social exchange and he have presented both the organization and the employee engage in mutual exchange, where their expectations are satisfactorily met and their ...