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| Title | Labor Management in Agriculture: Cultivating Personnel Productivity - (2nd Ed, 2004) - Chapter 4 |
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| File Information | Organizational movements, such as promotions, transfers, job rotations, demotions, and layoffs may alter workers’ security, satisfaction and productivity. Arguments favoring merit-based promotions focus around worker qualifications and performance, while those based on seniority stress greater job security and protection from arbitrary treatment. Seniority tends to reward loyalty while merit promotes excellence. An effective blend may combine good points from each. Even workers who may favor promotions through merit often favor seniority-based layoffs that retain long-term employees. In contrast, arguments favoring merit layoffs stress the need to have qualified persons doing the work. Employers who feel compelled to promote from within may be forgoing the management prerogative of filling positions with qualified personnel. A successful promotion policy should neither stifle present personnel nor eliminate management’s option for outside recruitment. Some employers and workers feel the only evidence of career success is promotion. Fortunately, there are several other ways to provide workers more challenges. This can be done through transfers, job rotation, job enlargement and job enrichment. |
| Author |
Billikopf, Gregorio
Area Farm Advisor emeritus
Labor management in agriculture: employee productivity (employee selection and testing, piece-rate pay design, incentive pay, internal wage structure and quality control); interpersonal mediation (co-worker mediation, supervisor-subordinate mediation, communication, interpersonal negotiation skills, effective listening); and supervisor training (employee discipline, praise, performance appraisal). |
| Publication Date | Jan 2, 2004 |
| Date Added | May 1, 2009 |
| Description | Organizational movements, such as promotions, transfers, job rotations, demotions, and layoffs are considered. |
| NALT Keywords |