Competent Worker

Topics: Employment, Leadership Pages: 5 (1802 words) Published: March 3, 2012
What is a competent worker? “My personal definition of a competent worker is one able to do a job well and willing to put in the effort required to complete a high volume of good-quality work,” Ruth W. Stidger says (Stidger 2). It is essential to hire good employees no matter what field of business you are in. Employees are a company's most valuable resource because they are the most basic element of a business. Without them, a business cannot run. Therefore, every business owner is eager to have good employees. From the new release of job openings and labor turnover survey in October 2011, it says, “There were 3.1 million job openings on the last business day of August, the U.S. Bureau of Labor Statistics reported today. The hires rate (3.1 percent) and separations rate (3.0 percent) were essentially unchanged over the month (Job Openings).” In a competitive global world, workforce stability can be a competitive advantage. As a result, keeping good employees is most critical issue facing corporate leaders as a result of the shortage of skilled labor, economic growth and employee turnover (Employee). Grant McKenzie says, “High turnover rates would create an inexperienced workforce and many additional expenses for a company. Hiring and training costs are obvious, but an inexperienced workforce tends to work less efficiently and make more mistakes, which also raises costs (McKenzie).” Therefore, how to keep good employees is one of the significant issues for corporate leaders in all fields in the United States and globally. Understanding why good employees leave is the first challenge facing corporate leaders because good leaders get and keep good workers. Also, consistently losing good workers is a certain sign of a dying business. Good workers don't always leave because they want higher salary, better benefits or more plentiful perks. Often, good workers want to leave jobs because other needs are not being satisfied, especially emotional needs. They are confident in their ability to tackle greater challenges and learn more! They enjoy achievement and want to be aware of their unique abilities. They desire a better work environment to help them to achieve their full potential. If they feel they are worth more than their current employment situation, they will go elsewhere to feel more comfortable. According to a 1998 article, How To Keep Key Workers, written by Ramsey, Robert D., it addresses good employees leave for one of the following reasons: 1. Boredom/Lack of challenge: Good employees have no patient with repetitive activities. They want to be challenged and test so they can show off their skills and enjoy successes. Various and interesting tasks will keep employees from becoming bored (Ramsey). 2.Dead-end prospects: Good workers want opportunity to stretch their talent and ability for advancement. They want a profession (Ramsey). 3.Limited opportunities for growth: Just like good employees need prospects, they always want to learn more and receive new skills because they want to get better and better. Actually, when they have more abilities they can get more chance to earn more money (Ramsey). 4.Lack of appreciation: Good employees want to be aware what they have done for the company and be valued as same as the worth of their contribution. So, respect and to be thankful in the work place is very important (Ramsey). 5.Cog mentality: Good employees go to the work place every day but they do not like the work place to be just a work place. They need the sense of belonging so they want to be treated as family (Ramsey). 6.Low standards: Good employees have high expectation for themselves. They enjoy the challenge and want to get work done perfectly (Ramsey). 7.Inferior/ineffective coworkers: Good employees would love to work with peers of like ability because they can learn good points from each other and get improvement (Ramsey). 8.Lack of leadership/Poor supervision: Prized workers respond positively...

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