essay about promotion

90 Promotion Strategy Essay Topic Ideas & Examples

🏆 best promotion strategy topic ideas & essay examples, 👍 good essay topics on promotion strategy, 📃 simple & easy promotion strategy essay titles, 📌 most interesting promotion strategy topics to write about.

• Nike: Brand Equity and Promotional Strategies Nike’s place in the industry of sportswear and accessories is also important in discussing its brand equity. The name of the goddess that is currently in use by Nike aligns with the other campaigns that […]
• Promotional Strategy for Best Clothing The clothing market in the United Kingdom is perceived to be very competitive; with most of the clothing companies being large-scale, they can easily lower the prices of their clothes to take control of the […]
• On the Strategies for Healthy Eating Promotion Today, I will discuss three strategies for healthy eating: I will first talk about the importance of making a food journal and planning meals and snacks for each week based on the available budget.
• Colgate Brand’s Promotional Strategy The objectives of its strategy are to leave a striking image in the customer’s mind as well as create a lasting connection between the Colgate brand and professional dental care.
• Nespresso Product Pricing and Promotion Strategies The current pricing and promotion strategy of Nespresso coffee machines and coffee pods present a unique topic, the study of which can provide important information about modern customers’ demands and the importance of value proposition.
• Cultural Factors in Health Promotion Strategies Health promotion is aimed at bettering the individual social, economic and environmental conditions in a bid to minimize the effects on the overall health of the individual and the society.
• The TJX Companies Inc.’s Promotional Strategies One of the main distinctive features used by the company to gain a competitive advantage in promotion is using the strategy of selling new instead of putting the old items at a discount.
• Polaroid: Promotion & Distribution Strategies The choice of the characters to venture in its adverts is triggered by the target market of the company. Polaroid is not alone in the decline stage; in the 1990’s and early 2000, General Motor […]
• Comparative Analysis of the Promotional Strategies for Red Bull and Coca-Cola In the paper, a research is proposed to comparatively analyse the promotional strategies for Red bull and Coca Cola coupled with effectiveness of each of the strategies.
• Promotion Strategy for a Green Festival The main reason for planning the green festival is to get residents of Dubai and its environs to realize the importance of environmental conservation. Secondly, the venue of the green festival and how people will […]
• Hepatitis B: Prevention and Health Promotion Strategies The research determines the importance of nursing planning and interventions to attain the existing goals and how they can influence communities and populations’ health. For this reason, the significance of the topic and the necessity […]
• Health Promotion and Disease Prevention and Management Strategies Since its founding in 1884, Montefiore Medical Center has worked tirelessly to improve the health and well-being of the people of New York City.
• Family Health Assessment: Health Promotion Strategy This system is referred to as the Gordon’s Functional Health Patterns and it’s a very comprehensive approach of collecting information from a patient so that nurses and doctors can use the information for diagnosis of […]
• Zara Company’s Distribution and Promotion Strategy Being in possession of an in-house production mechanism where it designs and produces its fashionable clothing, Zara guarantees its clients flexibility in the variety, quantity, and regularity of novel styles. Zara incorporates the 4Ps of […]
• Promotional and Advertising Strategies – Automotive Industry This paper compares and contrasts the marketing and advertising strategies of Audi and BMW. This section of the paper evaluates the marketing strategies of Audi and BMW based on this marketing framework.
• Health Promotion Strategies and Barriers Health promotion is one of the critical activities of the modern healthcare sector. The term implies the process of enabling people to improve their health and increase control of their well-being.
• Promotion & Ethical Strategy Analysis Nevertheless, many businesses fail to understand that the main objective should be not the competitive position but the usefulness of the product and how it can be different from the rest of the offers.
• Family Health Promotion Strategies Collective health begins at home, and a nurse can become a medium between the family and the society, explaining the importance of different health strategies to the family members.
• Promotional Strategy for a Chain of Fitness Centers To attract the audience, these people should recite the message that First Fitness could help to “look like this” with a sense of humor.
• Marketing Promotion Strategy for a Hospital For example, reproductive health is a key health service that is bound to sustain the focus on the provision of female health services.
• Promotional Plan & Strategy Development The main focus of the message of our new company will be on the aspect of reducing the cost of having to tint windows frequently by using our high tech tinting method that comes with […]
• Kudler Fine Foods Analysis and Promotional Strategies One of the finest departmental food chains in America is Kudler’s and these stores are a one-stop solution for all kinds of materials you need for making you a delicious meal at the end of […]
• KFC and Subway: Comparison of Advertising and Promotion Strategies The present paper is designed to discuss marketing intervention in repositioning of KFC and Subway fast food chains and assess creative strategies, media plans and advertising accountability of the two campaigns.
• Promotional Mix and Market Penetration Strategies Advertising appeals are critical for the attraction of the customers to the brand, and, in this case, “humorous advertising appeals” change the reaction and encourage liking of the product.
• Overnight Star Services Company: Promotional Mix Strategy Overnight Star Service has the mission to obtain leadership in our market of residential delivery dry cleaning and personal laundry services.
• Distribution Channel, Promotional Strategies and Advertising While considering the movement of products from the point of production of goods to the potential consumers, it is purposeful to refer to the role of physical distribution, which is closely associated with logistics.
• The “Canhole” Promotion Strategy The innovative and engaging nature of the promotion will shift the way customers interact with Keystone Light and also add value, purposefulness and personality to the brand, hence helping the company to achieve this objective.
• Promotion Strategies and Pricing Methods To attract the customers, a pull strategy has to be devised so as the customers are able to associate themselves with the products and can get them at any retailer or wholesaler.
• Automobile Industry Promotional and Advertising Strategies It focuses on aspects of product development that suffice in the quest for profitability and dominance in the market. Devoid of such considerations, it would be difficult for automobile companies to project and actualize needs […]
• “1 Million Women” Charitable Organisation: Promotion Strategy Inspiration for the project arises from of 1Million Women being and organization and a movement that is already causing change in climate change matters, an area that many people do not know and would like […]
• Promotion Strategy and Customers’ Behaviour: Taobao Discussion of the sample is particularly important to help in the elimination of sampling biasness, which may impede the capacity of the selected sample to be representative of the characteristics of the consumer behaviours of […]
• Promotional Strategy for the New Water Based Theme Park in Darling Harbor The ground will also be secured to ensure that there are no loss of property Compassion and honesty To provide high quality services and amusement to the local and international tourists To be a major […]
• Promotion Strategies in Effective Marketing Plans Advertising will be the major promotional element the company will use to penetrate the market. The company will utilize its website to promote the e-newsletter; encouraging visitors to subscribe to the newsletter with the promise […]
• Ultimate Toronto Club Promotion Strategy Objectives The main objectives for Ultimate Toronto club include; growing the sport of Ultimate Frisbee in Canada, providing quality ultimate leagues and programs, and developing Ultimate players and the community.
• Promotion & Distribution Strategies In spite of the fact that the impact of such hypnosis is less tragic and traumatic than that of the traditional one, the ethical aspect of such means of advertising is seriously doubted.
• Promotion & Distribution Strategies: Polaroid In this study, the company is a product in itself. Currently, the company is in the last stage of a product development cycle.
• Bierbrier Brewery: Expansion, Promotion, and Competitive Strategies The local character of keg sold by the company, logo and the involvement of Charles and his colleagues popularized the company.
• Promotional Strategy IMC for given Product The promotion aspect of the marketing mix of Porsche is one of the most effective and the most used tool of marketing by the company.
• Pricing and Promotional Strategies in Health Facilities Penetration Pricing The model advocates for a pricing method where an organisation sets its prices at a low rate than that offered by the competitor; the aim of the approach is attack a large mass […]
• Marketing Promotion Strategy: The William Blue Ding Restaurant Without an outline the steps that need to be taken to promote the given enterprise among the rest of the people and make them spread the word about the delicious dishes served in the restaurant, […]
• Sales Promotion Techniques: Checking for the Variety of Baits. What Makes a Good Promotion Strategy It is obvious that in the suggested examples, one of the key goals of retailers is to attract more customers and buy their goods.
• The Analysis of Old Navy’s Promotion Strategy Nevertheless, in spite of the fact the direct orientation to the potential users of the products can become a rather effective promotion strategy, the problem is in the fact the real target audience of the […]
• Use of Promotion Items & Gifts Is the Most Beneficial Promotion Strategy To start with, these items are very effective in making the recipients remember the products and services of a company. Secondly, they are very effective in enhancing a good image of the business to the […]
• FRESH Company’s Promotional Campaign Strategy The new line of products should have been developed to improve the company’s current products in the market as well as to bridge the quality and health gaps created by the present similar products in […]
• Advertising and Promotion Strategy of an Institution: How They Should Be?
• Madcap Craftbrew & Bottleworks, Inc. Promotion Strategy Review
• Redesigning Promotion Strategy for Better Results
• Determining the Most Effective Promotion Strategy for Clothing Company
• Promotion Strategy Impacts on Organizational Market Share
• Promotion Strategy in Computer Science Research
• Building a Marketing Promotion Strategy for Your Business Step by Step
• Promotion Strategy of Nike’s Athletic Shoes Review
• Analysis of Promotion Strategy for Marketing Boards in Ontario
• Difference Between Toys “R” US Promotion Strategy and the Food Hall Across Lansdowne Mall
• Promotion Strategy Through Social Media: Is This a Profitable Way?
• Factors That Influence Tourist Traffic in Fort Santiago: Promotion Strategy Improvement of Intramuros Administration
• Online Purchaser Segmentation and Promotion Strategy Selection
• Promotion Strategy: Pennzoil-Quaker State
• Marketing Promotion Strategy: From Concept to Practice
• Difference Between Pull Promotion Strategy and Push Promotion Strategy
• Product Development, Promotion Strategy, and Distribution for iPad
• Carrefours Retail Marketing Promotion Strategy and Marketing
• Amul Ice-Cream: Sales and Promotion Strategy Analysis
• Rockford Fosgate’s Promotion Strategy and Marketing
• Promotion Strategy and Advertising of Nike Under Armour
• The Appropriate Place and Promotion Strategy That Should Be Used in Developing the Strategic Marketing Plan
• Promotion Strategy: What It Is and How to Create One?
• Components for Planning Promotion Strategy for McDonalds as a Service Brand
• Analysis of the Mid to Long-Term Effect and Promotion Strategy of an Inter-Korean CEPA
• Promotion Strategy Proposal for Wooden Flooring Company
• Tesco’s Promotion Strategy and Place Strategy Analysis
• Internet Marketing and Promotion Strategy Dependence
• Promotion Strategy and Effective Marketing Communication
• National Health Promotion Strategy Importance and Results
• Apple’s Ipad Promotion Strategy and Marketing Analysis
• The Most Popular Types of Promotion Strategy in Small Business
• Promotion Strategy for Adventure Wear Brand in India
• Application of Cross‐National Sales Promotion Strategy
• Welsh Language Promotion Strategy Perspectives
• Ways to Maximize Your Marketing Promotion Strategy
• Promotion Strategy: How to Promote Your Business?
• Interactions Between Country-Of-Origin, Brands, and Food-Safety-Certificates in the Promotion Strategy of Beef in Germany
• Import Substitution Process and Export Promotion Strategy
• Export Promotion Strategy vs. Import Substitution Strategy
• Media Bias Questions
• Broadcasting Paper Topics
• Consumerism Topics
• Newspaper Topics
• Product Launch Research Topics
• Television Ideas
• Public Relations Titles
• YouTube Topics
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Ideas Made to Matter

Women are less likely than men to be promoted. Here’s one reason why

Meredith Somers

Apr 12, 2022

Since they first entered the workforce, women have been dogged by persistent gender bias in their quest for career advancement.

Now, a study from MIT Sloan associate professor Danielle Li  finds that female employees are less likely to be promoted than their male counterparts, despite outperforming them and being less likely to quit. And her research points to at least one reason why.

In the paper, “ ’Potential’ and the Gender Promotion Gap ,” Li found that on average, women received higher performance  ratings than male employees, but received 8.3% lower ratings for potential than men. The result was that female employees on average were 14% less likely to be promoted than their male colleagues.

To determine whether women and men were assessed the same in terms of their potential, Li and co-researchers Alan Benson and Kelly Shue studied data on 30,000 management-track employees at a large North American retail chain between February 2009 and October 2015. Women made up about 56% of entry-level workers at the company. Rising through the ranks, women made up 48% of department managers, 35% of store managers, and 14% of district managers.

The company uses the Nine Box rating system — a numerical talent assessment tool that compares performance and potential using a 3x3 square grid and a low, medium, and high scale. The researchers used the Nine Box data for comparing male and female employees.

At the firm, “potential ratings strongly predict promotions,” Li writes.

An employee moving from medium to high potential in a Nine Box assessment corresponds to a 75% increase in the likelihood of promotion, compared to only a 27% increase in the likelihood of promotion when moving from a medium to high performance rating.

“Taken together, we find that gender differences in potential ratings can explain up to 50% of the overall gender promotion gap,” according to the paper.

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What’s more, relative to men with the same scores for potential, women outperformed their previous year’s score. Yet they were still given lower potential ratings heading into the next year.

“The result I found most depressing in the paper is the result in which women outperform their stated potential,” Li said in an interview. “Women have to hit a higher threshold of future performance in order to justify the same potential score.”

Along with potential and performance ratings, the researchers examined stereotypes around women supporting women, and women’s decisions to remain with a company.

While there’s a belief that a female manager might be better at mentoring women and providing unbiased evaluation of female employees, Li’s research found that female managers “give everyone lower scores.”

“As a result, it's not obvious that assigning women to be managed by other women would solve this problem,” she said.

Li also found that men who were passed over for a promotion were 35% – 40% more likely to leave than female employees, and male employees with the highest performance ratings who weren’t promoted were 40% –50% more likely to leave. Women with the highest performance ratings were only 10% more likely to leave after being passed over for a promotion. 

The firm realized this likelihood of attrition, Li writes in the paper, but rather than viewing this risk of loss as a sign that a male employee is more likely to leave his job, the retail chain “appears to reward at-risk workers with higher potential ratings, pay, and promotions.”

“Taken together, it appears that the firm grants higher potential scores to men who are less likely to perform well in the future and more likely to leave the firm altogether,” Li writes.

Ways to close the promotions gap

The problem with evaluating potential is that it’s poorly defined, which leaves a lot of room for interpretation, Li said. While it does make sense to evaluate people on performance and potential, and the Nine Box does provide a metric for those evaluations, the problems start when a manager’s imagination comes into play to help predict potential.

According to research on a large North American retail chain, female employees on average were 14% less likely to be promoted than their male colleagues.

“You're trying to figure out how well would someone do if we gave them an opportunity that they haven't previously had,” Li said. “The moment you veer off metrics, that's where people’s stereotypes and perceptions now have room to exist.”

For example, the stereotypes associated with leadership are traditionally associated with stereotypes around male qualities (ex. outspoken, dominant, aggressive), and a manager might struggle to visualize a woman in a leadership role. Or there’s the belief that “diversity is fundamentally seen as the enemy of performance,” Li said, which can prompt organizations to resist diversity-related efforts .

Since predictions around employee potential do require a mix of intuitiveness and insight into the unknown, there’s no way to get around imagination. But there are ways to mitigate stereotypes and perceptions, whether an organization uses Nine Box or another method for evaluating employees.

One thing managers can do is define potential and what they’re trying to measure .

“When you end up with scoring systems that are essentially the number that you attach to the ‘vibe’ that someone gives, if there's not some accountability in that it allows things to go wild,” Li said. “Defining the thing that you're trying to measure is forcing some amount of accountability in how people measure it.”

Another way to address the potential gap is to update how managers provide feedback , Li said. A manager should be able to define what they’re trying to measure when considering potential, but they should also be able to justify the score they give an employee.

Accepting that there might be some noisy data — thanks to preconceptions and imagination — defining potential, and keeping track of the relationship between what managers measure and how employees ultimately fare in their work performance, will help with the accuracy of promotion potential.

More accurate projections mean improved organizational performance because managers are elevating workers best suited to handle more responsibility and leadership. And as shown in the case of the retail chain, those best workers are women.

So all those organizations that say they only want the highest performers — they can keep those goals, Li said. But be aware of that misallocation of talent that’s likely happening between male and female employees.

“If you’re an organization and you just want to do well and you don't care about gender equality, you should measure people’s future performance and you should promote more women,” Li said, “because you are leaving talent on the table.”

Read: What these 9 female leaders learned from their allies

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Should You Take That Promotion? Well, Maybe

A step up isn’t always a step in the right direction.

By Anna Goldfarb

It’s an idea ingrained in the American approach to work: A promotion is an unconditional acknowledgment of your success and it’s a path to even more success.

But what if that’s not the case? What if, contrary to our collective cultural outlook on workplace advancement, you don’t want a promotion that was offered to you?

Lauren Sieben, 29, eagerly accepted a promotion to the role of digital editor at a small Midwestern newspaper six years ago despite not having management experience. She was thrown into the position “with nary a ‘Management 101’ pep talk,” she said.

Her lack of adequate training or support from higher-ups was immediately apparent: Changes she initiated were met with resistance from longtime employees, which made her feel ineffective and disrespected.

“When you consider that I was 23 years old and trying to convince people twice my age to change their ways, it didn’t go over well,” she said. Although she had planned to stay in the role for several years, the situation became untenable. She floundered for a year until she resigned and found a new job in another industry.

A lack of qualifications is just one of many reasons you might want to decline a promotion: The timing isn’t right; the new job comes with increased pressures and demands; longer work hours and travel commitments are required; you’re satisfied where you are and aren’t ready for a change; or maybe you just don’t want to be in management .

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PROMOTION AND JOB SATISFACTION: A PRECURSOR OF HIGH PERFORMANCE IN ORGANIZATIONS

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Do You Want to Get Promoted?

• Ruchi Sinha

Convince your boss that you’re ready to level up.

Landing a promotion often takes more than a formal conversation. In order to make your case, you also need to influence decision-makers at the top. Here’s how.

• Plant the seed. Promotions don’t happen overnight, and it could often take months to build your case. Plan to initiate the first conversation (of many) with your manager either during your next performance review or after you’ve surpassed a major goal.
• Do some prework. Track all of your achievements and ask your colleagues and clients for feedback to better understand your reputation around the workplace and how to improve it.
• Present a persuasive case. Don’t approach your manager with a self-serving narrative about how great you are. Instead, focus on how your work has helped the company achieve its goals. Remember that you’re advocating for yourself, and not self-promoting.

A promotion is an exciting thing. You assume more responsibilities, step up to the next rung in your career, feel a heightened sense of achievement, and make more $$$.

• Ruchi Sinha , PhD is an Associate Professor of Organizational Behaviour  at the University of South Australia Business School, Adelaide, Australia. Her research explores how voice, conflict, and power dynamics influence work relationships and performance outcomes.

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Essay on promotion of employees | hrm.

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Read this essay to learn about the Promotion of Employees. After reading this essay you will learn about: 1. Meaning of Promotion 2. Purposes of Promotion 3. Principles 4. Bases.

• Essay on the Bases of Promotion

1. Essay on the Meaning of Promotion :

Advancement within an organisation is ordinarily labelled as ‘promotion’ . It is an upward movement of an employee from current job to another that is higher in pay, responsibility, status and organisational level.

A mere shifting of an employee to a different job which has better working hours, better location and more pleasant working conditions does not imply promotion. The new job will be promotion only if entails increased responsibilities and enhanced pay.

The term promotion has been defined by different authors as follows:

According to Scott and Spreigal, “A promotion is the transfer of an employee to a job that pays more money or that enjoys some preferred status.”

According to Pigors and Myres, “A promotion is the advancement of an employee to a better job-better in terms of greater responsibilities, more prestige or status, greater skill and especially, increased rate of pay or salary.”

According to Edwin B. Flippo, “A promotion involves a change from one job to another that is better in terms of status and responsibility.”

The analysis of above definitions reveals three basic elements in promotion:

i. Transfer of an employee to some higher job having more prestige, better status, more benefits and privileges.

ii. Reassignment of an employee to a position having increased responsibilities.

iii. Higher job grade.

All the three elements must be present in promotion. When the salary of an employee is increased without corresponding change in the job grade, it is upgrading and not promotion.

If there is an increase in responsibility without any increase in pay, it may be called ‘Dry Promotion’ . If an employee is placed on a job involving similar responsibilities, it is called transfer and not promotion, irrespective of the fact that there is an increase in his earnings.

2. Essay on the Purposes of Promotion :

Promotions are generally given to achieve the following purposes:

1. To put the employee in a position where he will be of greater value to the company. This will imply, utilising the employee’s skill and knowledge at the appropriate level in the organisation hierarchy resulting in organisational effectiveness and employee satisfaction.

2. To develop competitive spirit and zeal in the employees to acquire the skill and knowledge etc. required by higher level jobs.

3. To develop internal source of employees ready to take jobs at higher levels in the organisation. Employees have little motivation if better jobs are reserved for outsiders.

4. To promote employee self-development and make them await their turn of promotions. It reduces labour turnover.

5. To build up morale, loyalty and a sense of belongingness on the part of employees when it is brought home to them that they would be promoted if they deserve it.

6. To promote employees’ interest in training and development programmes and in team development areas.

7. To built loyalty among employees and to boost their morale.

8. To reward committed, loyal and deserving employees.

9. To create among employees a feeling of contentment with their present working conditions and encourages them to succeed in the company.

Watkins, Dodd and others mention that the purposes of promotion are:

i. To furnish an effective incentive for initiative, enterprise and ambition.

ii. To conserve proved skill, training & ability.

iii. To reduce discontent and unrest.

iv. To attract suitable and competent workers and

v. To suggest logical training for advancement.

Yoder and others observe, “Promotion provides incentive to initiative, enterprise and ambition, minimises discontent and unrest, attracts capable individuals, necessitates logical training of advancement and forms an effective reward for loyalty, cooperation and long service etc.”

3. Essay on the Principles of Promotion :

In every organisation there should be a sound base for promotion so that better industrial relations may be promoted; it is the responsibility of the personnel department of the organisation to develop a sound promotion policy as a part of the organisation personnel policy. It will reduce the personnel problems regarding promotions considerably and ensure the employees fair chances of advancement.

A sound promotion policy should be based on the following principles:

(i) The promotion policy should be in writing and must be understood by all employees to avoid any suspicion regarding line of promotion in the minds of employees.

(ii) The promotion policy should lay down what percentage of vacancies in higher levels of hierarchy is to be filled up by promotion and it should be followed strictly.

It is better to incorporate a statement of management intention that higher paid and better jobs will be filled by promotion from within, if possible, rather than by hiring from outside. If it is necessary to go outside to fill specific skilled or professional jobs, it should be notified in advance.

(iii) The promotion policy should mention the basis of promotion-seniority or merit. A sound policy should be based on both the considerations i.e. seniority and ability. Primarily it would emphasise the merit giving due weightage to seniority. If two persons are equal in merit and seniority, seniority should be the basis of promotion.

(iv) Job analysis decides the position of the jobs and their relationship to other positions. This should be charted to provide clear recognition of the natural movement from one job to another.

Positions may be adjusted and arranged so that one position prepares workers for another and natural course of advancement throughout the organisation or within each division or department may be provided. Employees should be fully aware of the plan so that they may prepare themselves for higher position.

(v) Promotion programmes should be closely allied to training programmes; which enables the employees to improve themselves for promotions.

(vi) A scientific procedure for evaluating employee performance should be followed. The assessment of employee and confidential reporting should be objective so that every employee has a faith in the promotion policy and is motivated for better performance of work to get promotion.

(vii) The supervisor or the immediate boss should recommend the promotion which is subject to approval by his immediate superior in the line. Final decision in this respect should be taken by the top executive in line with the advice and assistance of the personnel department in a staff capacity. This serves as a check on the fairness of promotion and ensures that the policy will be consistently administered.

(viii) The promotion policy should contain a provision for the challenge of a particular promotion by the employee or union within the limits of the promotion policy to ensure fairness in management decision.

(ix) A vacancy or a would be vacancy should be notified to employees in advance so that interested employees may apply within a specified period. If possible, the candidate should be selected before the job actually becomes vacant.

(x) The promotion, at first, should be made on probation. If he works satisfactorily during probation period, he should be made permanent.

(xi) Not all people within an organisation want promotion because some feel that they will leave a congenial work group or they will not be able to handle the responsibilities of higher job or they may have certain other reasons.

Promotion should not be forced on such reluctant employees and they should be allowed to continue their present assignment.

4. Essay on the Bases of Promotion :

While designing the promotion policy, there is always a problem before the management, what should be the criterion for promotion? Organisations adopt different bases of promotion depending upon their nature, size, management etc.

The well-established bases of promotion are:

(i) Seniority 

(ii) Merit.

(i) Seniority as a Basis of Promotion :

Seniority means length of recognised service in an organisation. If seniority is adopted as the basis of promotion, the senior most person in the lower grade shall be promoted as and when there is an opening in the higher position.

The logic behind considering the seniority as a basis of promotion is that there is a positive correlation between the length of service in the same job and the amount of knowledge and the level of skill acquired by an employee in an organisation.

Seniority on the basis of length of recognised service in the organisation is decided by the organisation and every employee knows his place in the promotion line. There will be no chance of favouritism or dispute regarding promotion. Seniority is widely recognised as the basis of promotion in almost all types of organisations, particularly in organisations where trade unions are strong.

The advantages of seniority as a basis of promotion are as follows:

1. It is relatively easy to measure the length of service and to judge the seniority.

2. Trade unions generally emphasise on seniority rather than on merit as a basis of promotion.

3. The employees trust this method as there is no scope for favouritism, discrimination and judgement.

4. Security and certainty is also a plus point in the use of seniority. Employees can predict when and how he will be promoted. It increases employee morale and gives the employees a sense of satisfaction.

5. It minimises the scope for grievances and conflicts regarding promotion.

6. Seniority basis of promotion helps in reducing labour turnover because an employee will not easily give up his seniority in the organisation.

In spite of the above mentioned advantages, this system also suffers from certain limitations. These are:

1. It is not necessary that employees learn more with length of service. The employees may learn upto a certain age and learning capabilities may diminish beyond a certain age.

2. It demotivates the young and more competent employees and results in greater labour turnover.

3. It kills the zeal and interest for self-development as everybody will be promoted without showing any all-round growth or promise.

4. Judging the seniority, though, it may seem very easy in theoretical sense, is highly difficult in practice, as so many problems like job seniority, company seniority, service in different organisations, trainee, researcher etc. will crop up.

(ii) Merit as a Basis of Promotion :

Merit means ability to work. It denotes an individual employee’s Skill, knowledge, ability, efficiency and aptitude as measured from educational, training and past employment record. If merit is adopted as the basis of promotion the most able person in the lower grade, no matter howsoever junior he maybe in the company shall be promoted.

It encourages all employees to improve their efficiency. Management personnel generally prefer merit as the basis of promotion. Merit may be determined by job performance and by analysis of employee potential for development through written or oral examinations or personal interviews or other records of performance. Thus, ‘ability’ ignores the value of experience.

The advantages of merit system of promotion are:

1. The skills of an employee can be better utilised at a higher level. It results in maximum utilisation of human resources in an organisation.

2. Competent employees are motivated to exert all their energies and contribute to organisational efficiency and effectiveness.

3. This system continuously encourages the employees to acquire new skills, knowledge etc. for all round development.

Despite the advantages, the merit system suffers from the following limitations:

1. Measuring merit is not always easy.

2. Many employees, particularly, trade unions distrust the management’s integrity in judging merit.

3. The techniques of merit measurement are subjective.

4. The purpose of promotion may not be served if merit is taken as the sole criteria for promotion. Merit should mean future potentiality but not past performance. This method takes into consideration the past achievements but not the future success.

(iii) Seniority-Cum-Merit Basis :

There is a great controversy on the question of whether promotions should be given on the basis of seniority or merit. Managements mostly prefer merit as the basis of promotion as they are interested in enriching organisational effectiveness by enriching its human resources.

But, trade unions favour seniority as the sole basis for promotion with a view to satisfy the interests of majority of their members. The most widely used basis of promotion combines both ability and seniority. The best policy would be to ensure that whenever there are two employees of equal seniority, merit or ability should be the deciding factor in a promotion.

Where, however, there are two employees of almost equal competence, seniority should be the decisive factor. Such a policy should satisfy both the management and the trade unions. Hence, a combination of both seniority and merit may be considered as a sound basis for promotion.

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• Top 6 Elements of a Promotion Policy | Employee Management
• Promotion of Employees in an Organisation

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