Ideally, organizations are comprised of employees who have the ability to keep the company successfully moving forward. Motivation is the desire that exists within a person that causes that individual to act. There is a motivating effect associated with making successful progress in meaningful work. Some would argue that this is the most powerful basis for motivation.

Employers must find ways to positively affect elements of individual–organization relationships so that work gets done. Psychological contracts can be strengthened and employee commitment enhanced when the organization is involved in a cause that is important to the employee.

In its most basic sense, job satisfaction involves the positive feelings and evaluations derived from an individual’s employment in a job. Managers and HR professionals must therefore create employment situations that prompt positive work attitudes and get employees engaged in the workplace.

Employee engagement is the extent to which an employee’s thoughts and behaviors are focused on his or her work and their employer’s success.

Organizations are better able to keep employees if they address the concerns of those individuals that might lead to controllable turnover. Employee retention refers to the ability of an organization to retain its employees.

Management can take numerous actions to deal with retention issues. The choice of a particular action depends on the analysis of the turnover and retention problems in a particular organization and should be custom-tailored for that organization.