HRM gaining a competitive advantage chapter 010 3rd ed

Managing Involuntary Turnover Aspects of an effective discipline and discharge policy include:  Principles of justice  Progressive discipline  Alternative dispute resolution  Employe

Chapter

Employee Separation and Retention

Objectives

• Distinguish between involuntary and voluntary

turnover, and discuss how each of these forms of turnover can be leveraged in competitive advantage.

• List the major elements that contribute to

perception of justice and how to apply these in organizational contexts involving discipline and dismissal.

• Specify the relationship between job satisfaction

and various forms of job withdrawal, and identify the major sources of job satisfaction in work

Managing Involuntary Turnover

Aspects of an effective discipline and discharge policy include:

 Principles of justice

 Progressive discipline

 Alternative dispute resolution

 Employee assistance programs

 Outplacement counseling

10-2

Principles of Justice

10-3

•Outcome fairness

•Procedural justice

•Interactional justice

Progressive Discipline

10-4

•Unofficial verbal warning

•Official written warning

•Second official warning, with threat of temporary suspension

•Temporary suspension

•Termination

Stages in Alternative Dispute

Resolution

10-5

Open door policy

Stages in Alternative Dispute

Resolution

10-6

Open door policy

Peer Review

Stages in Alternative Dispute

Resolution

10-7

Open door policy

Peer Review

Mediation

Stages in Alternative Dispute

Resolution

10-8

Open door policy

Peer Review

Mediation

Arbitration

Employee Assistance Programs

10-9

Basic elements include:

 Covered programs identified

 Supervisors trained for referrals

 Employees trained to use system

 Costs and benefits evaluated

Basic elements include:

 Covered programs identified

 Supervisors trained for referrals

 Employees trained to use system

 Costs and benefits evaluated

A referral service for professional treatment

of specific kinds of problems

Model of Job Dissatisfaction - Job Withdrawal Process

10-10

- personal disposition

- supervisors and co-workers

- task and roles

- pay and benefits

- personal disposition

- supervisors and co-workers

- task and roles

- pay and benefits

Causes of

Job Dissatisfaction

Job Dissatisfaction Job

Dissatisfaction

Job Withdrawal Job

Withdrawal

Manifestation of

Job Withdrawal

- behavior change

- physical withdrawal

- psychological

Manifestation of

Job Withdrawal

- behavior change

- physical withdrawal

- psychological

Sources of Job Dissatisfaction

10-11

Personal Disposition

Negative affectivity

Sources of Job Dissatisfaction

10-12

Organizational Tasks

Aspects that affect job satisfaction

Degree of Physical Strain Degree of

Physical Strain

Sources of Job Satisfaction

10-13

Organizational Roles

Aspects that affect job satisfaction

Role Ambiguity Role Conflict Role Overload

Sources of Job Satisfaction

10-14

Supervisors and

Co-Workers

 reasons for satisfaction

 share similar values

 provide support

 help to achieve goals

Sources of Job Dissatisfaction

10-15

Pay and Benefits

 Absolute amount of

income

 Benefits package

 Pay structure

 Raises

Job Satisfaction Measures

10-16

•Job Descriptive Index (JDI)

• pay

• work itself

• supervisor

• co-workers

• promotion opportunities

• Overall Satisfaction Scales

•Job Descriptive Index (JDI)

• pay

• work itself

• supervisor

• co-workers

• promotion opportunities

• Overall Satisfaction Scales

Reasons to Conduct Job Satisfaction Surveys

10-17

time

attitudes

 Monitor trends in satisfaction over time

 Identify impact of change on worker attitudes

 Compare with other companies, units