Team Name: Starlite Warriors

Mallika.M.R
Akshatha. D. Appaji
Ashwini. A.M
Bharani. K.C
Chaitra.S.Hiremath
Dhanalakshmi. K.S
 Topic: Ken Leaves the company
Good people-valuable employees-quit their jobs every day.
Usually, they leave for better positions elsewhere. Take Ken,
an experienced underwriter in a north-eastern insurance
company, who scribbled the following remarks on his exit
interview questionnaire:
This job isn’t right for me. I like to have more input on
decisions that affect me-more of a chance to show what I
can do. I don’t get enough feedback to tell if I’m doing a
good job or not, and the company keeps people in the dark
about where it’s headed. Basically, I feel like an
interchangeable part most of the time.
In answer to the question about whether the
company could have done anything to keep him,
Ken replied simply, “Probably not”.
Why do so many promising employees leave
their job’s ? And why do so many others stay on but
perform at minimal levels for lack of better
alternatives? One of the main reasons-Ken’s reason-
can be all but invisible, because it’s so common in
so many organization’s: a systematic failure to keep
good people.
Corporations should be concerned about
employees like Ken. By investing in human capital,
they may actually help reduce turnover, protect
training investments, increase productivity, improve
quality and reap the benefits of innovative thinking
and teamwork.
Human resource professionals and managers can
contribute to corporate success by encouraging
employees’ empowerment, security, identity,
“connectedness,” and competence. How? By
recognizing the essential components of keeping
their best people and by understanding what
enhances and diminishes those components.
Ken doubts that his company will ever change, but
other organizations are taking positive steps to
focus on and enhance employee retention. As a
result, they’re reducing turnover, improving quality,
increasing productivity, and protecting their training
investments.
 Job Satisfaction
• Meaning:
Job satisfaction means the attitude of the
employee towards his job. A person with a high
level of job satisfaction holds both positive and
negative attitude
 Determinants of Job satisfaction

Several elements contribute to job satisfaction.

They are:
i. Nature of Job
ii. Nature of supervision
iii. Working Conditions
iv. Equitable Rewards
v. Opportunities of Promotion
vi. Work Group
vii. Employee Morale
1) Do you think that Ken’s self-esteem had anything to do with
his leaving the firm?
Solution: This case is regarding job dis-satisfaction. usually the
employees quit their jobs because of lake of interest, low
salary, lake of coordination.
Here Ken is worked as a under writer in this company
and he want to leave the job because he cant do anything that
what he thinks to do and he cant implements his ideas and most
of the time he felt interchangeable part of the company.
Because Ken self-esteem plays a major role in quitting
job. The best example can be given regard job involvement. it
means it measures the degree to which a person identifies
psychologically with his job and considers his perceived
performance level important to his self worth.
Employees with a high level of job involvement strongly
identify with and really care about the kind of work they do on
their jobs . Such people are reported to have shown lower rates
of labour turnover and absenteeism.
2)What do you think were Ken’s satisfaction with and
commitment to the job and firm he is leaving? How does this
relate to the research on the determinants and outcomes of
satisfaction and commitment?
Solution: Job satisfaction has received the most attention of all work
related attitude. Organizational commitment has become increasingly
recognized in the organizational behavior literature, whereas satisfaction is
mainly concerned with the employee’s attitude towards the job and
commitment is at the level of the organization a strong relationship
between job satisfaction and organizational commitment has found over
the year.
Today's work place is face the fear of downsizing loss of job security over
whiling change in technology and stress of having to do more with less
managers establish the type of caring challenging workplace that will
increase employee commitment.
Many organization face a system wide failure to keep good people.
Corporations should be concerned about employees like Ken that is those
who are enthusiastic .by investing in human capital they may actually help
reduce turn over quality and get the benefits of innovative thinking and
team work.
3)What lesson can this company learn from this case of ken? What can should
it now do?
Solution: In this north eastern insurance company can learn how to
keep the good employees in their organization and what facility
enhance and how to eliminate uncomfortable environment and
how to take a positive steps to focus on enhance employees and
how to improve productivity and reducing the employees turnover
and protecting their training investment.
Even ken thinks that the company will not take serious steps to
retain its effective and productivity employees.
The company should give the right job to right person. Then
only the employees can perform in effective way. And give chance
to employees to involve in the decision making process. And give
more feedback to the employees whether they are doing a good job
or not. The company should do something to keep the employees
like, PF gratuity, OT, insurance facility. Company should be
concerned about employees like ken. Then only the company can
reduce the employee turnover, increase productivity, improve
quality and protect training investments.
Rakshitha V Nayak