DAWOOD ENGINEERING Pvt Ltd

DIE CASTING

By: Hasan Waqar

 Root Cause Analysis
Machine Men

Operation Dangerous Manager issue Personal Issue

Difficult to Understand Team not Co-operative Demographics

Required Extensive work Personal Grudge
High
Employee
Lack of washrooms Salary inappropriate Turnover

High Work Load Lack of Transportation

Incentives/Rewards
Stressful Meals issue
Lack of Motivational
environment
Lack of Training
Method Material
Lack of Growth
High Expectation
Work Condition:
• Employees avoid working with demanding managers.
•Works that have high temperature involvement are considered as risky works.
•Jobs that demands extensive work are mostly not preferred by peoples.
•Works that demands understanding logics and technical approach are not considered
by uneducated persons.
•Unsupported team members result in difficulty in working.
Salary and Motivation
• This is usually considered to be the primary factor behind employee turnover. Low pay
is a good reason as to why an employee may be leaving the organization.
•Most of the time employees that are doing extensive/heavy/difficult task requires
some motivation along with incentives.
•The main goal of most employees is promoting the growth of their career; if that aim
seems hopeless, they may be motivated to change their job.
•Employees need guidance and direction. New employees may need extra help in
learning an unfamiliar job. Similarly, the absence of a training program may cause
workers to fall behind in their level of performance and feel that their abilities are
lacking.
Reasons related to employees:
• Empirical studies have demonstrated that turnover is associated in particular
situations with the demographic and biographical characteristics of the workers. Some
employees join companies to get experience in their career, and as soon as they get it,
they start looking for another job.
• Both personal and trait-based factors can be a factor in driving turnover. Personal
factors include a change in one’s family situation, a desire to learn a new skill or trade,
an unsolicited job offer, or even personality features.
Job Design:
•This is another notable reason, as some jobs are more attractive than others. A job is
characterized by many factors, including its repetitiveness, challenges, danger,
perceived importance, and its capacity to elicit a sense of accomplishment.
•Employees’ Expectations have not been achieved:
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CONCLUSION:
•People Leave their Bosses
• if they feel things are not being handled fairly at work
• if they consider that their employer has failed to deliver on its promises
• how people feel and act in their team
•But they leave their jobs too
• When employees are unclear about what you expect of them, they are
more likely to leave the organization
• a monotonous job, with seemingly unimportant tasks, little autonomy, and
void of feedback
• less job-related information employees receive and the less they can
contribute to decisions, the more likely they are to leave.
•Money Matters but other benefits matters more;
• the actual salary (intended as monetary compensation) has only a small-to-
moderate effect on the decision to leave, rewards beyond pay matter more.
CONCLUSION:
TO CONCLUDE EMPLOYEES WILL LEAVE, IF THERE IS
LACK OF;
•Rewards and Benefits
•Salary
•Positive environment
•Growth
OR HIGH;
•Stress
•Work Demand