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McGraw-Hill/Irwin
Learning Objectives
Distinguish between involuntary and voluntary turnover and discuss how eachcan be leveraged for competitive advantage. Listand apply major elements that contribute tothe perceptionof justiceto disciplineand dismissal. Specify the relationship between job satisfaction and job withdrawal and identify sources of job satisfaction. Design and use a survey feedback intervention program to promote retention of key personnel.
10-2
Introduction
To compete, organizations must ensure:
Good performers are motivated to stay. Chronically low performers are allowed, encouraged or if necessary, forced to leave.
2 Types of Turnover:
Involuntary turnoverinitiated by the organization (often among thosewho would preferto stay).
Voluntary turnoverinitiated by employee (often those the company would prefer to keep).
10-3
10-4
Principles of Justice
Outcome fairness-the judgement that people makeregarding outcomes receivedrelative to outcomes received by others with whom they identify. Procedural justice- focuses on methods used to determine the outcomes received. Interactional justice- refers to the interpersonal nature of how the outcomes were implemented.
10-5
Progressive Discipline
2 Components of Discipline Programs
Documentation
10-6
3. Consideration
4. Empathy
10-7
4 Stages of ADR
Arbitration
Mediation
Peer Review
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10-9
Outplacement Counseling
Helps displaced employees manage the transition from one job to another. Services such as job search support, rsum critiques, job interviewing training and networking opportunities may be provided in-house or through an outside source. Aimed at helping people realize that other opportunities exist.
10-10
10-11
Job Dissatisfaction
- Behavioral change
Job Withdrawal - Physical job withdrawal - Psychological job withdrawal
10-12
Behavior Change
An employee's first response to dissatisfaction would be to try to changethe conditions that generate dissatisfaction. When employees are unionized, dissatisfaction leads to an increased grievances. Employees sometimes initiate change through whistle-blowing - making grievances public by going to the media or government.
10-13
Physical Withdrawal
4 ways a dissatisfied worker can physically withdrawal 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.
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Frame of Reference serves as a comparison for other points and provides meaning.
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Personal Dispositions
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Tasks and Roles The nature of the task itself is the key predictor of job dissatisfaction. Job Rotation Prosocial Motivation
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Any strategic retention policy has to consider surveying people who are about to become ex-employees.
10-20
Summary
Involuntary turnover reflects a separation initiated by the organization. Voluntary turnover reflects a separation initiated by the individual. It can be minimized by measuring, monitoring and surveying, then addressing problems found in the surveys. Organizations can gain competitive advantage by strategically managing the separation process. Retaliatory reactions to organizational discipline and dismissal decisions can be minimized.
10-21