Must be a paragraph long for each answer

upped the odds that an employee would stay at the company. According to Dr. Andrew Chamberlain, chief economist of Glassdoor, "While it is important to provide upward career paths for workers, a simple job title promotion may not be enough. Maintaining competitive pay is an important part of reducing turnover. Of course, a retention bonus may not be enough to keep someone at a job he or she hates, but it might help someone who likes the job to decide to stay. The Society for Human Resource Management believes retention plans should be part of an overall pay strategy, not merely giveaways for tenure. Imagine that your colleague is considering leaving your firm for another company: Your manager has offered him a retention bonus to stay and your colleague is seeking your advice about what to do. What would you advise? What questions would you ask your colleague to better determine the advice you should give him or her? Consider your summer jobs, part-time employment, work-study hours on campus, and internships. What meant more to you-the salary you made or the extent to which you were treated as a real contributor and not just a line on a payroll ledger? Or a combination of both? What lessons do you now draw about reciprocal loyalty between companies and their workers