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Chapter 10: Employee Separation and Retention - Coggle Diagram
Chapter 10: Employee Separation and Retentio
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INTRODUCTION
Involuntary Turnover
Turnover initiated by the organization (often among people who would prefer to stay).
Voluntary Turnover
Turnover initiated by employees (often whom the company would prefer to keep)
MANAGING INVOLUNTARY TURNOVER
Progressive Discipline and Alternative Dispute Resolution
Alternative Dispute Resolution (ADR)
A method of resolving disputes that does not rely on the legal system. Often proceeds through the four stages of open door policy, peer review, mediation, and arbitration.
Stages in Alternative Dispute Resolution
Stage 3:
Mediation A neutral third party from outside the organization hears the case and, via a nonbinding process, tries to help the disputants arrive at a settlement. If none can be reached, the parties proceed to
Stage 2:
Peer review A panel composed of representatives from the organization that are at the same level of those people in the dispute hears the case and attempts to help the parties arrive at a settlement. If none can be reached, they proceed to
Stage 1:
Open-door policy The two people in conflict (e.g., supervisor and subordinate) attempt to arrive at a settlement together. If none can be reached, they proceed to
Stage 4:
Arbitration A professional arbitrator from outside the organization hears the case and resolves it unilaterally by rendering a specific decision or award. Most arbitrators are experienced employment attorneys or retired judges.
. Employee Assistance and Wellness Programs
Employer programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled.
Principles of Justice
Procedural Justice
Six Determinants of Procedural Justice
Information accuracy
Correctability
Bias suppression
Representativeness
Consistency
Ethicality
Interactional Justice
Four Determinants of Interactional Justice
Social sensitivity
Consideration
Explanation
Empathy
Outcome Fairness
The judgment that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify.
Outplacement Counselling
Counseling to help displaced employees manage the transition from one job to another.
MANAGING VOLUNTARY TURNOVER
Sources of Job Dissatisfaction
Tasks and Roles
Job Rotation
Prosocial Motivation
Supervisors and Co-workers
Personal Dispositions
Negative Affectivity
A dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life.
Pay and Benefits
Unsafe Working Conditions
Measuring and Monitoring Job Satisfaction
Job Satisfaction and Job Withdrawal
Job Satisfaction
A pleasurable feeling that results from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values.
Frame of Reference
A standard point that serves as a comparison for other points and thus provides meaning.
Survey-Feedback Interventions
Process of Job Withdrawal
Progression of Withdrawal
Theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation.
Manifestations of Job Withdrawal
Physical Job Withdrawal
Psychological Withdrawal
Job Involvement
Organizational Commitment
Behavior Change
Whistle-blowing