As the world evolves in its organizational structure, so will the workplace. Technology is able to replace certain types of skills, and this will have direct impact on specific sectors of the labor market, but this phenomenon will also create around 2.1 million new jobs that will require workers to develop different types of skills.
The integration of new talent is critical in the question whether a candidate is going to succeed in a company or not. In smaller companies there might not be resources to invest in long term initial training and in bigger companies the process might be standardized and too impersonal.
Organisational behaviour is a subject that represents investigating different plans that can be formulated to improve employee behaviour, improve their attitudes in work and their commitment to the company as well as trying to increase their engagement.
Employee attitude typically reflects the moral of the company. Especially in such jobs as sales or customer support where employees have direct contact with customers, employee satisfaction has a great impact on results. However don’t mix satisfaction with compensation.
Some time ago I read about two German sociologists who investigated life satisfaction. They tried to estimate with a complex model how much it would cost the German welfare state to compensate the dissatisfaction induced by job loss. After some profound research they finally stated that the satisfaction we get from a job is actually invaluable.