Human resource management gaining a competitive advantage 2014 chapter 10

 2 Types of Turnover:  Involuntary turnover—initiated by the organization often among those who would prefer to stay..  Voluntary turnover—initiated by employee often those the compan

Chapter 10 Employee Separation and

Retention

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Human Resource Management:

Gaining a Competitive Advantage

 To compete, organizations must ensure:

or if necessary, forced to leave

 2 Types of Turnover:

 Involuntary turnover—initiated by the organization

(often among those who would prefer to stay)

 Voluntary turnover—initiated by employee

(often those the company would prefer to keep)

Managing Involuntary

Turnover

 Employment-at-will doctrine- in the

absence of a specific contract, either an

employer or employee could sever the

employment relationship at any time.

 Violence in the workplace caused by

involuntary turnover has become a major organizational problem.

 A standardized, systematic approach to

discipline and discharge is necessary

10-3

Principles of Justice

 Outcome fairness-the judgement that

people make regarding outcomes received

relative to outcomes received by others with

whom they identify

 Procedural justice- focuses on methods

used to determine the outcomes received

 Interactional justice- the interpersonal

nature of how the outcomes were

implemented

Progressive Discipline

10-5

Open Door Policy

4 Stages of

ADR

Employee Assistance Programs

 EAPs attempt to ameliorate problems

encountered by workers who are drug

dependent, alcoholic, or psychologically

troubled.

 EAPs are usually identified in official

documents published by the employer

10-7

Managing Voluntary Turnover – Job

Withdrawal

 Progression of Withdrawal

Theory-dissatisfied individuals enact a set of

behaviors in succession to avoid their work

situation

 3 categories:

 Withdrawal behaviors are related to one

another, and partially caused by job

dissatisfaction

Job

Dissatisfaction-Job Withdrawal Process

10-9

Behavior Change

would be to try to change conditions that

generate dissatisfaction

leads to increased grievances

whistle-blowing-making grievances public by

Physical Withdrawal

 4 ways a dissatisfied worker can physically

withdraw from the organization:

1 Leave the job

2 Internal transfer

3 Absenteeism

4 Tardiness

 Companies spend 15 % of payroll costs to

make up for absent workers on average.

10-11

2 Forms of Psychological

Withdrawal

Job Satisfaction and Job

Withdrawal

 Job satisfaction is a pleasurable feeling

that results from the perception that

one's job fulfills one's important job

values.

 3 aspects of job satisfaction:

10-13

Sources of

Job

Dissatisfaction

Sources of Job Dissatisfaction

 Personal Dispositions

 Negative affectivity is a dispositional

dimension that reflects pervasive individual

differences in satisfaction with any and all

aspects of life

 Tasks and Roles

predictor of job dissatisfaction

 Job Rotation

 Pro-social Motivation

10-15

Sources of Job Satisfaction

 Supervisors and Coworkers

supervisor and coworkers due to:

 Pay and Benefits

satisfaction is significant when it comes to

retention