The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover: [Essay Example], 542 words GradesFixer

Haven't found the right essay?

Get an expert to write your essay!


Professional writers and researchers


Sources and citation are provided


3 hour delivery

This essay has been submitted by a student. This is not an example of the work written by professional essay writers.

The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover

Download Print

Pssst… we can write an original essay just for you.

Any subject. Any type of essay.

We’ll even meet a 3-hour deadline.

Get your price

121 writers online

Download PDF

Job satisfaction and organizational commitment are both important when it comes to employee retention. Job satisfaction is the level of contentment employees feel about their work. Individuals with high levels of job satisfaction would have healthier physical and psychological records that very likely result in higher productivity and effectiveness in their job performance and will staying longer in organization. (Lee, Gerhart, Weller, and Trevor). Organizational commitment is the psychological link between employees and the company that reduces the chances of employees voluntarily leaving their job. The difference is that high organizational commitment is associated with lower turnover and absence, but there is no clear link to performance. (Strong and Harder) Still, these two things are necessary because employee turnover can hurt companies. It costs money to hire and train replacements. New employees may not offer than same quality of performance. According to the Society for Human Resources Management, employee replacement can cost almost half as much as the annual salary of an employee. MARTA increases it’s employee retention rate by having a benefit program that is available to full time and part time employees. This creates organizational commitment because the company is taking care of employees by offering medical, dental, life insurance, a retirement plan, and more. Employees will feel more obligated to return that quality of care to their company. (MARTA)

MARTA increased job satisfaction and organizational commitment by making a management overhaul in 2015. Before General Manager Keith Parker arrived, the company was dealing with revenue lost by the millions. (Canada) Employee morale was at an all-time low, the budget hadn’t been balanced for over a decade, and raises for personnel had been virtually absent for six years. Many people were preparing to leave the company and the union was in an uproar. Keith Parker came in and changed the practices and procedures causing an increase in moral. New management began negotiations with the union and raises for employees. (Canada) Organizational commitment and job satisfaction are both important for MARTA employees but organizational commitment may be a little more strongly related to performance. This is because MARTA works hard to take care of its employees and to foster a diverse work environment. This is important because Atlanta is becoming one of the most diverse cities in the country so MARTA employees are likely to share the same values as the company, even if they don’t always enjoy the job. (MARTA)

Both job satification and organizational commitment require a high level of motivation. (Strong) Motivation is defined as the process of influencing behavior based on psychological knowledge of what makes humans do what they do. Something that is motivational in nature is competition. MARTA has a competitive salary and is a great economic driver for all of Atlanta. (Canada) They are one of the top 10 transportation agencies in the countries, so growth is eminent. Employees are motivated by this information because it shows them that there are opportunities for upward mobility within the company. MARTA has many different job positions, ranging from driving, to engineering, to human resource and clerical work. (MARTA) In order to be motivated, one must feel like they have something to gain from the company by performing well and MARTA offers something to gain.

Remember: This is just a sample from a fellow student.

Your time is important. Let us write you an essay from scratch

100% plagiarism free

Sources and citations are provided

Cite this Essay

To export a reference to this article please select a referencing style below:

GradesFixer. (2019). The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover. Retrived from
GradesFixer. "The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover." GradesFixer, 03 Jan. 2019,
GradesFixer, 2019. The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover. [online] Available at: <> [Accessed 7 July 2020].
GradesFixer. The Impact of Employee Contentment And Company Appreciation in Maintaining a Low Staff Turnover [Internet]. GradesFixer; 2019 [cited 2019 January 03]. Available from:
copy to clipboard

Sorry, copying is not allowed on our website. If you’d like this or any other sample, we’ll happily email it to you.

    By clicking “Send”, you agree to our Terms of service and Privacy statement. We will occasionally send you account related emails.


    Attention! this essay is not unique. You can get 100% plagiarism FREE essay in 30sec

    Recieve 100% plagiarism-Free paper just for 4.99$ on email
    get unique paper
    *Public papers are open and may contain not unique content
    download public sample

    Sorry, we cannot unicalize this essay. You can order Unique paper and our professionals Rewrite it for you



    Your essay sample has been sent.

    Want us to write one just for you? We can custom edit this essay into an original, 100% plagiarism free essay.

    thanks-icon Order now

    Hi there!

    Are you interested in getting a customized paper?

    Check it out!
    Having trouble finding the perfect essay? We’ve got you covered. Hire a writer uses cookies. By continuing we’ll assume you board with our cookie policy.