Chapter 10 Outline HRMChapter SummaryThe purpose of this chapter is to focus on employee separation and retention.The chapter isdivided in two sections.The first examines involuntary turnover, that is, turnover initiated by theorganization.The topics covered include principles of justice, progressive discipline, alternativedispute resolution, employee assistance programs, and outplacement counseling.The secondpart deals with voluntary turnover, that is, turnover, initiated by employees.The topics coveredinclude job withdrawal and job satisfaction and how survey feedback interventions can be usedto retain high performers.Learning ObjectivesAfter studying this chapter, the student should be able to:1.Distinguish between involuntary and voluntary turnover, and discuss how each of theseforms of turnover can be leveraged for competitive advantage.2.List the major elements that contribute to perception of justice and how to apply these inorganizational contexts involving discipline and dismissal.3.Specify the relationship between job satisfaction and various forms of job withdrawal,and identify the major sources of job satisfaction in work contexts.4.Design a survey feedback intervention program and use this to promote retention of keyorganizational personnel.I.IntroductionTo compete effectively, organizations must take steps to ensure that good performers aremotivated to stay with the organization, whereas chronically low performers are allowed,encouraged, or if necessary, forced to leave.Retaining top performers is not always easy,however.Similarly, the increased willingness of people to sue their employer, combinedwith an unprecedented level of violence in the workplace, has made dischargingemployees legally complicated and personally dangerous.A.Involuntary turnover—turnover initiated by the organization (often amongpeople who would prefer to stay)B.Voluntary turnover—turnover initiated by employees (often whom the companywould prefer to keep).II.Managing Involuntary TurnoverDespite a company’s best effortsin the area of personnel selection, training, and design,some employees will occasionally fail to meet performance requirements or will violatecompany policies while on the job.The company must then utilize its discipline policythat may lead tothe individual’sdischarge. Show
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3 Employee Separation and Retention 4 Introduction To compete effectively, organizations must take steps to ensure that good performers are motivated to stay with the organization, whereas chronically low performers are allowed, encouraged, or if necessary, forced to
leave. The two types of turnover are: Involuntary turnover—turnover initiated by the organization (often among people who would prefer to stay). Voluntary turnover—turnover initiated by employees 5 Managing Involuntary Turnover
6 Principles of Justice Outcome fairness refers to the judgement that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify. Procedural justice focuses specifically on the methods used to determine the outcomes received. Interactional
justice refers to the interpersonal nature of how the outcomes were implemented. 7 Progressive Discipline 8 Alternative Dispute Resolution 9 Employee Assistance Programs 10 Outplacement Counseling 11 Managing
Voluntary Turnover - Job Withdrawal
12 Job Dissatisfaction-Job Withdrawal Process 13 Behavior Change An employee's first response to dissatisfaction would be to try to change the conditions that generate the dissatisfaction. When employees are unionized, dissatisfaction leads to an increased number of grievances. Employees sometimes initiate change through whistle-blowing - making grievances public
by going to the media. Employees can sue their employers when the disputed policies relate to an aspect of employment that is covered by legislation.
14 Physical Withdrawal There are several ways a dissatisfied worker can physically withdrawal from the organization: Leave the
job Internal transfer Absenteeism Tardiness 15 Psychological Withdrawal 16 Job Satisfaction
and Job Withdrawal 17 Sources of Job Dissatisfaction 18 Sources of Job Dissatisfaction 19 Sources of Job
Dissatisfaction 20 Sources of Job Dissatisfaction
21 Survey Feedback Interventions 22 Survey Feedback Interventions Is a theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation?The theory of progression of withdrawal states that dissatisfied individuals spontaneously enact a set of behaviors all at once to avoid their work situation.
What is a set of behaviors with which employees try to avoid the work situation physically mentally or emotionally?Job withdrawal is a set of behaviors that dissatisfied individuals enact to avoid the work situation physically, mentally, or emotionally.
Which of the following is the most important aspect of job satisfaction?Respect – According to the SHRM report, employees rate respectful treatment of all employees as the most important factor in job satisfaction.
Which of the following is the most important aspect of work in terms of generating satisfaction group of answer choices?The most important aspect of work in terms of generating satisfaction is: the degree to which it is meaningfully related to core values of the worker.
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