Human resource management gaining a competitive advantage 2014 chapter 10

Human Resource Management: Gaining a Competitive Advantage Chapter 10 Employee Separation and Retention McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc All rights reserved 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 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) 10-2 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 10-4 Progressive Discipline 10-5 Stages of ADR Open Door Policy 10-6 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  categories: behavior change physical job withdraw psychological job withdraw  Withdrawal behaviors are related to one another, and partially caused by job dissatisfaction 10-8 Job DissatisfactionJob Withdrawal Process 10-9 Behavior Change  An employee's first response to dissatisfaction would be to try to change conditions that generate dissatisfaction  When employees are unionized, dissatisfaction leads to increased grievances  Employees sometimes initiate change through whistle-blowing-making grievances public by going to the media or government 10-10 Physical Withdrawal  ways a dissatisfied worker can physically withdraw from the organization: Leave the job Internal transfer Absenteeism Tardiness  Companies spend 15 % of payroll costs to make up for absent workers on average 10-11 Forms of Psychological Withdrawal 10-12 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  aspects of job satisfaction: Values Perceptions Importance 10-13 Sources of Job Dissatisfaction 10-14 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  The nature of the task itself is the key predictor of job dissatisfaction  Job Rotation  Pro-social Motivation 10-15 Sources of Job Satisfaction  Supervisors and Coworkers  A person may be satisfied with his or her supervisor and coworkers due to:  shared values, attitudes, and philosophies,  strong social support  Pay and Benefits  Pay is a reflection of self-worth, so pay satisfaction is significant when it comes to retention 10-16 ... withdraw  Withdrawal behaviors are related to one another, and partially caused by job dissatisfaction 10- 8 Job DissatisfactionJob Withdrawal Process 10- 9 Behavior Change  An employee''s first... whistle-blowing-making grievances public by going to the media or government 10- 10 Physical Withdrawal  ways a dissatisfied worker can physically withdraw from the organization: Leave the job Internal transfer... 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