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Separating and Retaining Employees (job withdrawal (Personal dispositions …
Separating and Retaining Employees
Involuntary Turnover
organisation initiates termination
e.g. termination due to drug use
poor performance or layoffs
may sue for unfair discharge
violate law (anti-discrimination)
public policy or implied agreements
Voluntary turnover
employees initiates the termination
worst and best performers
Costs of turnover
recruiting,selecting and training replacements
lost productivity
lost of talented employees
workplace violence
lawsuits
Fairness
Procedural Justice
judgement of method as fair
consistent procedure,no personal biases
based on accurate info, room for appeal,
consider group concerns
prevail with ethical standards
Outcome fairness
consistency among employees
porportionate to behavior
clear communication of
consequences of inappropriate behaviour
Interactional Justice
care for employees' feelings
explanation about decision
empathy and respect to the person
wrongful discharge
inconsistent with company policies on offences
termination on basis of not doing something
illegal, unsafe,unethical or what the law requires
employees' privacy
when searching workplace
for investigation
publicise search policy
apply it consistently
ask for employees' consent
conduct discreetly
clarify accusation of misdeeds
Progressive disclipine
spoke,written warnings
temporary suspension
termination
teaching employees expectations
change behaviour by correcting it
unacceptable behaviours
tardiness, absenteeism, unsafe work practices
poor quantity/quality of work, sexual harassment
substance abuse, theft,cyberslacking
Alternative dispute resolution (ADR)
open-door- complaint to superiorss
peer review- representatives at same level
mediation- not binding, neutral party, cannot force solution
arbitration- experienced lawyers/judges
must accept decision made
employee assistance programs(EAP)
to seek professional help
for emotional problems or substance abuse
Outplacement counselling
help dismissed employees transition to new job/unemployment
job withdrawal
Personal dispositions
emotional stability, conscientiousness,agreeableness
negative affectivity- more negative emotions than usual
core self evaluations- blame people for problems, do nothing or act aggressively
selection process- check past satisfaction levels
Tasks & Roles
complexity of task, physical strain, work related to what they value, role ambiguity,conflict or overload
job enrichment, rotation and family friendly work policies
Supervisor & Co-workers
fit in personality,values and belief
shared values, social support and help pursue goals
Pay & Benefits
set satisfactory pay level and structure
communicate policies well
Behavioural change- confrontation, whistle blow or lawsuit
physical job withdrawal- arriving late, calling in sick
request transfer or leave the organisation
physiological withdrawal- mind not at work
low involvement, don't care about performance,job & organisation
Job satisfaction
comes when people perceive
jobs meet their important values
conduct satisfaction survey & EXIT interviews