Living & Working in Great Places
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OK...I sometimes think a bit too much.
I have been working on this in my head for a couple of seasons. Just have to get some of it down, it's getting to cluttered in there. I would like some input and not all from personal experiences. References to actual scientific and social scientific works would be nice too. For or against...it's just an intellectual exercise.
I have been at seasonal workplaces where the employee turnover rate during and between seasons is very low...and places where they are very high. Just trying to work out the reasons. First two, I have kind of put aside...but it's early.
Management. I guess I will consider it. But I tend to believe it's a minor affect. Employees overall view of the season tends to be much more related to smaller direct co-worker interaction, both on the job and off...could be different sets. I agree, an especially poor mid-level manager might have a detrimental affect to one season...but I would not put that in the same category as 'Management'.
Pay/Housing/Meals. I believe there is little affect during the season. With the exception of those employees that were searching for just any job, and will continue to search for that better paying job. It's a factor, but not any more or less than similar jobs in the "real world." It might have an affect on between, or returning employees...though..not at all fixed on a position here.
Altitude. Below 5000, 5000+, 7000+, Above 8000. Especially if you consider that the first factors of altitude sickness are melancholy and irritableness. There is a belief that you adjust to altitude. I personally do not believe you can do this. I am in search for scientific evidence. I sometimes use an analogy to a person with somewhat less than good uncorrected eyevision. If they lose or break their corrective lenses, they can for a time function and function well without them. As time goes by, they might believe that they can go without getting replacements. Until they do, and see the big difference clearly.
Activity. A huge affect. But which activity matters more...or are they the same. Employer directed activity. Spontaneous, or planned, individual or small group activity. Off site...and I would include ski resorts where sometimes housing is not at or the resort. On-site. Many parks are very large...not sure where to draw the on-site/off-site line.
Alcohol. Most people would point to this huge factor. I would easily agree on an alcohol/no alcohol factor in many individual cases. I tend to believe an absolutely dry policy would be NO better in most places. My personal experience tells me that the place I have been with the highest and lowest in season turnover rates...the overall alcohol use was very similar. Perhaps it's how alcohol is mixed in with all the other factors?
Size. Under 25, 25-100, 100-250, 250-500, 500-1000, 1000+ employees. I'm pulled in two different directions. One direction says it affects everything, so it must...the other direction shouts that it usually means multiple levels of management and nothing else.