Nowadays all the companies are cutting cost and trying to squeeze their employees. They have all the power because of the increasingly available labor from other countries such as India, Russia or China. If you don't want the job, many people will be willing to take it at a much lower salary.
Hi Saranyatil thanks for pointing this out --> "New job can rejuvunate you, different environment, new work place, new colleagues in a way its good to change jobs."
I am currently in this situation..For me right now raise is not the primary concern why some people are looking for a new job. The other things that a job hunter is looking is work-shift flexibility and health benefits.
with changes prevailing in the employee Job description and the fabulous packages been given today if your shifting your companies, this is becoming a highlighter for the all the folks so attrition rate is also increasing to a greater extent in many companies. as u said only in certain cases the circumstances of moving to a new job turns to become bad, but new job can rejuvunate you, different environment, new work place, new colleagues in a way its good to change jobs.
The admin department in many organizations are often detached from the production unit. Some of the admin staffs do not even know that they are complementary to the production unit and like you stated the staffs often have no idea what is being produced.
Hopefully operations directors are knowledegebale enough to help the entire staff of the organization link their roles to the product or services of the organization, as well as knowing how each department is interelated to the produciton team to serve the consumers in service organizations or products.
Quite often we ask a client what their product is and the answer is pretty much on target; for tangible products that is. Then we ask individual staff members, particularly those in admin or service posts the same question, and invariably you get a lag in their reply. "Product? Well I don't really 'make' a product, I just handle invoicing," or "I run the QA area in the production area." The truth is, there are products to these positions and that's what has to be clarified and integrated into any review. There are instances where incentives can be developed for "non-sales" employees, which can help staff find ways to make more money for themselves and the organization.
Money definitely is a deciding factor for an employee to keep a job or to move on. Actually, salary hike is one of the biggest incentives for an employee to stay motivated and perform better.But changing a job just because you did not get the expected hike is also not right.If the hike is not good because of your performance or because of an industry slowdown - think again. The circumstances may be the same elsewhere. It is better to stick to the old company and wait for the next time and at the same time job satisfaction is also imporatant while switcing to a new company.
Two natural laws to keep in mind: 1. production is the basis of morale; 2. production generates the income necessary to fund compensation. Point being, employees and managers need to shift their emphasis toward producing products (and that encompasses tangible, exchangeable products and services). Otherwise, your competitor will and reap the rewards.
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.