Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money andndash; a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer?

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Read the passages carefully and choose the best answer to each question out of the four alternatives.

Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because it's an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks' vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.

Q. What can be a suitable title for the passage?

a)
Incentives to employees
b)
Money – a major motivator for employees
c)
Giving employees a feel-good factor
d)
Challenges to keep employees onboard

Correct answer is option 'C'. Can you explain this answer?

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The suitable title for the passage can be “Giving employees a feel good factor”.

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Understanding the Title Choice
The passage discusses various strategies that companies can adopt to retain their employees in a competitive job market. A suitable title must encapsulate the essence of the content effectively.
Key Points of the Passage:
- Changing Employee Expectations: The passage highlights that traditional motivators like a monthly paycheck and vacation days are insufficient to keep employees satisfied today.
- Importance of Employee Retention: It emphasizes the significance of keeping employees happy and motivated to prevent them from seeking opportunities elsewhere.
- Variety of Incentives: The text lists multiple non-monetary incentives that could enhance employee satisfaction, such as onsite daycare, health insurance, educational assistance, and various perks.
- Focus on Feel-Good Factor: The passage ultimately conveys that companies should focus on creating a work environment that fosters happiness and satisfaction among employees.
Why "Giving Employees a Feel-Good Factor" is Appropriate:
- Comprehensive Representation: The chosen title reflects the overall theme of the passage, which is about enhancing employee satisfaction through various incentives beyond just monetary compensation.
- Positive Connotation: "Feel-good factor" implies a focus on emotional and psychological well-being, which aligns with the passage’s emphasis on motivation and happiness.
- Broader Scope: While other options focus narrowly on monetary aspects or challenges, this title captures the holistic approach companies should adopt to retain talent.
In conclusion, "Giving Employees a Feel-Good Factor" serves as an apt title, encapsulating the essence of maintaining employee satisfaction through diverse incentives in today's competitive job environment.

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Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. Which of the following reason is not being mentioned in the passage in regard to people leaving their jobs?

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Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent onboard. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. According to the passage, what is not the key concern of the businesses these days?

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Read the following passage carefully and choose the most appropriate answer to the question out of the four alternatives.The water cycle — technically known as the hydrological cycle — is the continuous circulation of water within the Earths hydrosphere, and is driven by solar radiation. This includes the atmosphere, land, surface water and groundwater. As water moves through the cycle, it changes state between liquid, solid, and gas phases. Water moves from compartment to compartment, such as from river to ocean, by the physical processes of evaporation, precipitation, infiltration, runoff, and subsurface flow. Movement of water within the water cycle is the subject of the field of hydrology. The water cycle is the process that all water takes. It includes precipitation which isthe falling of water in any form on Earth, infiltration which is the process in which water is absorbed into the soil (it may also flow off the surface called surface runoff) evaporation or transpiration which is either when water is heated and turns into water vapour or when plants use water and give it off as water vapour, condensation which is when the water vapour cools and forms clouds. This process is then repeated over and over again.Q. Which of the following are stages of water cycle?

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Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer?

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Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? for Defence 2024 is part of Defence preparation. The Question and answers have been prepared according to the Defence exam syllabus. Information about Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? covers all topics & solutions for Defence 2024 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer?.

Solutions for Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? in English & in Hindi are available as part of our courses for Defence. Download more important topics, notes, lectures and mock test series for Defence Exam by signing up for free.

Here you can find the meaning of Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer?, a detailed solution for Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? has been provided alongside types of Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Read the passages carefully and choose the best answer to each question out of the four alternatives.Keeping employees happy, motivated, and on the payroll is one of the key concerns to businesses these days because its an open market for top talent. A good employee can walk out of the door today and have a comparable or better job tomorrow. Which brings up a very important question: what would the companies do to keep away that person from even thinking about going to work elsewhere? Gone are the days when the monthly paycheck and two weeks vacation a year were enough to keep employees happy. Employers must come up with irresistible incentives to keep top talent on board. The results of a recent survey by Fortune Magazine on why people leave their jobs shows that 30 per cent leave for better compensation and benefits, 27 per cent for a better career opportunity, 27 per cent for new experience, 21 per cent are dissatisfied with opportunities at current job, and 16 per cent desire to change careers or industries. Money is no longer the only major motivator. So, is this an onsite daycare centre for working parents? Paying for all or part of their health insurance? Or offering educational assistance or paying for certification? On an annual ski trip, paid foreign tours, onsite car washes and oil changes? Or free laundry and dry cleaning facilities? Or prized stock options? Well, it could be anything as long as it can keep the employees motivated. There are perks other than monetary gains or raise in pay package which can make employees feel happy and satisfied and the feel-good factor.Q. What can be a suitable title for the passage?a)Incentives to employeesb)Money – a major motivator for employeesc)Giving employees a feel-good factord)Challenges to keep employees onboardCorrect answer is option 'C'. Can you explain this answer? tests, examples and also practice Defence tests.

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