Which Phrase Best Describes a Biogeochemical Cycle.
The employment cycle is a human resources term concerning the stages of an employee’s working life. There is a predictable blueprint of employee beliefs over time that tracks the rise, peak and reject of the employee’southward productivity. Employers call it the work deficiency syndrome, or WEDS. From an employee’s perspective, the predictable design relates to the life cycle of chore satisfaction and is usually called job stagnation.
Ira S. Wolfe, writer and lecturer on man resources management, describes his theory of the employment cycle every bit beginning with the “Motivated Just Not Yet Competent” phase. This is when the employee is first hired. The employee begins with a high level of enthusiasm, full of skilful intentions, eager to acquire and looking frontwards to feeling confident in his job. This stage commonly lasts approximately 90 days.
The 2d stage of the employment wheel is chosen the “Motivated and Competent” stage. This is where the employee has go skilled in the performance of his job. This is where the employee reaches the meridian of his productivity and where the employer reaps the maximum return on her investment in the employee. At that place is no hard and fast dominion every bit to how long this phase continues. The higher the employee is in the company hierarchy, the longer Stage 2 continues. To prolong this stage, employers tin can be proactive in motivating employees with recognition and rewards for good work. A program of career development with promotion opportunities is as well essential.
The 3rd stage is called the “Demotivated But Competent” phase and can concluding from months to years. The employee’s productivity levels off or declines every bit she loses the motivation to take initiative. This is commonly called “presenteeism,” where the employee is present but with little or no enthusiasm for her work. The employee shows up for the paycheck or because she needs the benefits. Wolfe claims that presenteeism costs employers billions more per yr than absence, considering a Stage iii employee is a drag on morale and overall efficiency. From an employee’s perspective, this stage is the result of career stagnation and mundanity. If an employee is not learning new things, she becomes bored; if at that place is no opportunity for growth, she becomes discouraged.
According to Wolfe, the real danger to the company is non losing the experienced, long-term Stage 3 employee simply keeping him considering he is on the glace slope to Stage four, the “Demotivated And No Longer Competent” stage. In this stage, the employee no longer cares near the quality of his work and he can often be heard complaining virtually management. Wolfe goes on to say that there is a growing tendency suggesting that an increasing number of employees bound directly from Stage 1 to Stage four. The endpoint of the cycle is, of course, termination.
Some human resource professionals view the employment bicycle as starting earlier, during job blueprint and recruitment, and others have a more truncated view consisting of three phases: the “Adjustment,” “Comfort” and “Discomfort” phases.
Which Phrase Best Describes a Biogeochemical Cycle