Please solve the case

Firms are downsizing, consumer confidence is plunging. Given the uncertain economic climate why would anyone give up a steady job? It may seem odd, but good people-valuable employees-still do it every day. Usually, they leave for better positions elsewhere. Take Mamun, an experienced underwriter in a nation's insurance company, who scribbed the following remarks on his exit interview questionnaire. This job is not right for me. I like to have more input on decisions that affect me more of a chance to show what I can do. I don't get enough feedback to tell if I'm doing a good job or not, and the company keeps people in the dark about where it's headed. Basically, I feel like an interchangeable part most of the time. In answer to the question about whether the company could have done anything to keep him Mamun replied, "probably not". Why do so many promising employees leave their jobs? And why do so many others stay on perform at minimal levels for the lack of better alternatives? One of the main reasons-Mamun reasons can be all but invisible, because it's so common in so many organizations: a system-wide failure to keep good people. Company should be concerned about employees like Mamun. By investing in them, they are actually help reduce turnover, increase productivity, protect training investments and teamwork Human resource professionals and managers can contribute to corporate success by encourage employee's empowerment, security, identity, 'connectedness', and competence. How? Is recognizing the essential components of keeping their best people and by understanding who enhances and diminishes those components. Mamun doubts that his company will never change, but other organisations are taking purite steps to focus on and enhance employee retention. As a result, they're reducing turnover improving quality, increasing productivity, and protecting their training investments.

Discussion Questions:

1.Do you think that Mamun's self-esteem had anything to do with his leaving the firm?

2.What do you think were Mamun's satisfaction with and commitment to the job and firm he is leaving?

3.What lesson can this company learn from the case of Mamun? What can and should it now do?