Effects of Utilizing Realistic Job Reviews, Research Paper Example

Modern day organization endeavor to implement Realistic Job Reviews (RJP) since it aids in the specifications of employee performance, selection, and retention. Significantly, RJP are argued to have direct effects on employee attitudes and behaviors. Applicants of RJP are likely to turn down a job offer, for instance, selection than those not in a RJP group. Therefore, in performance, selection and retention, RJP has subsequent influence on employee turnover; in that RJP mentored employees might fail to recognize positive job attitudes (Gupta and Shaw, 2014, p. 3)

However, subsequent research, for instance by Robbins and Robbins(2011, p. 45) has found that out that there are beneficial effects on employees attitudes even when the organization adopts RJP. Due to multiple RJP tests, these employees feel that the organization might not be open and honest with them. Nonetheless, if well implemented, RJP increases the aggregate employee satisfaction, in that employee feel that they are welcome in a greater socialization agenda (Fuqua, 2011, p. 26). While earlier RJP approaches were concerned in socializing new employees into the higher work parameters, current methods are centered on the role socialization as one that amounts to complex interactions between information seeking and sense making process.

Thus, RJP are proven to have positive effects in that conditions of interventions have an increased positive impact on how employee perceive a given job discipline. By implementing RJP, organizations are in a position to pursue innovations and changes, thus achieving a wider corporate success. This includes legal, social, economic and technological endeavors. Additionally, RJP improves communication thus enabling timing, setting and medium within the organization. In fact, Dhanesh (2014, p. 130) believes that RJP persuasive communication increases the overall organizational interactivity. Conversely, corporate interactivity encourages accuracy within the different department. Thus, the organization realizes its goals in a decisive way. For that reason, employees feel motivated thus expanding the overall organizational outcomes. In summary, future research should be centered on schemes of integrating RJP positively inside the organization.

References

Dhanesh, G. (2014). CSR as Organization-Employee Relationship Management Strategy: A Case Study of Socially Responsible Information Technology Companies in India. Management Communication Quarterly, 130-149.

Fuqua, R. (2011). Retention and Employee Satisfaction: A Case Study in Long Term Care. International Journal of Human Resource Studies,4(2), 25-41.

Gupta, N., & Shaw, J. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 1-4.

Robbins, S., & Robbins, S. (2008). The truth about managing people (2nd ed., New ed.). Upper Saddle River, N.J.: Pearson Education/FT Press.