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Chap 010

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21 views12 pages

Chap 010

Uploaded by

Aavez Afshan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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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.
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.

10-2
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.

10-3
4 Determinants of Interactional Justice

1. Explanation

2. Social Sensitivity

3. Consideration

4. Empathy

10-4
Progressive Discipline

Documentation

Progressive Punitive Measures

10-5
4 Stages of Alternative Dispute Resolution

Arbitration

Mediation

Peer Review

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.
 3 categories:
1. behavior change
2. physical job withdraw
3. psychological job withdraw
 Withdrawal behaviors are related to one another, and
partially caused by job dissatisfaction.

10-8
Job Dissatisfaction-
Job Withdrawal Process

Causes - Job Manifestations -


Job dissatisfaction Dissatisfaction job withdrawal

- Personal - Behavioral change


disposition - Physical job
- Tasks&roles withdrawal
- Supervisors& Job - Psychological job
coworkers Withdrawal withdrawal
- Pay&benefits

10-9
Unsafe
Working
Personal
Conditions
Dispositions

Sources of
Job
Pay and Dissatisfaction Tasks and
Benefits Roles

Supervisors
and
Coworkers
10-10
Survey Feedback Interventions
 Surveys:
 emphasize overall satisfaction.
 assess the impact of policy changes.
 allow the company to compare itself with others in the same
industry.
 allow the company to check for differences between units and
benchmark “best practices.”

 If people fail to see timely actions taken on matters identified as


problems in the survey, satisfaction is likely to be lower than it
would be in the absence of a survey.

 Any strategic retention policy has to consider surveying people


who are about to become ex-employees.

10-11
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.

10-12

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