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Research Terminates at Infinity. Knowledge has no limits: Though, research at higher level has assumed immeasurable dimensions with its classification into different fields of study, yet , there are matters of mutual interest to give a comprehensive treatment to the subject under investigation. In surmounting the problems in respective areas of research, one is invariably forced to encroach other disciplines. There are a number of instances of joint ventures, involving scientists from divergent fields of study, to develop consensus to conclude. In the strict sense, research at the top level has resisted to have been colonized or survived in isolation. The alliance of natural, life and social sciences has provided new dimensions leading to a new era of interactions between man and nature. Nature has always been compromising whenever man intellectually approached to share its secrets. For example, Study in genetics, has impact on a number of physical and biological sciences. Research in crystallography is extensively applied by physicists, chemists and chemical engineers etc. alike. |
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SERVANT LEADERSHIP: REDESIGNING THE EMPLOYEE RETENTION STRATEGY IN 21st CENTURY
In the 21st century, the importance of a knowledge-based economy is coherent around the globe. Globalization has created a hyperactive and dynamic business and socio-economic environment in international markets. In this globalization era, skillful employees play an important role as a catalyst for any country's socio-economic and socio-politic growth. Whereas the world is advancing at a high pace toward the future isomorphism of cultural diffusion, the globalized world culture is seen as achieving social equality, rationality, and economic stability. Hence, the service sector organizations are caught in the current mega-development phenomenon of globalization. The 21st-century challenges and tests the service sector organizations for their resilience and sustainability in such a mega developmental phenomenon. Intellectual human capital has become a crucial factor in a globalized knowledge economy. It is observed that at present the Millennial generation employees are not contented with their profession and have a tendency of leaving their jobs with and without valid reasons. Considering the demoted images, some communities even trying to change their retention approaches whereas merely, these types of general efforts cannot be a solution against these prospective and forthcoming major stakeholders for future workplaces. Every organization got an earnest desire to get the best output and lesser employee turnover to avoid brain drain, save excessive turnover costs, and retain experienced employees. Employee turnover is mostly researched from a western perspective, whereas turnover problems exist all over the world. Another remarkable factor was the rate of turnover is more significant in the private service sector than in the public service sector. Whereas, the private sector got significant stakes in the development of any country. Effective leadership is considered to increase the efficiency and productivity of the employees and can combat the employee retention issues to retain the employees for a long. Besides motivational approaches, there are necessities to formulate retention-friendly strategies which include servant leadership, soft HRM, work-life balance, and ethical climates and are vital instruments for millennial generation employees’ retention.
Aneela Sheikh
Associate Editor
Science International-(Lahore
