MGT 340 CH 11 Separating/retaining Employees

Involuntary Turnover

Occurs when the organization requires employees to leave, often against their wishes.

Voluntary Turnover

Occurs when employees choose to leave the organization, often when it would prefer to keep them.

Consequences of Turnover

Both involuntary and voluntary turnover are costly due to recruiting, hiring, and training replacements.

Outcome Fairness

A judgment that the consequences of decisions are just, consistent, and proportional to behavior.

Procedural Justice

Determines if fair methods were used in decision-making processes.

Interactional Justice

Judgment of how organizational actions consider the employee’s feelings during procedures.

Wrongful Discharge

A termination that violates an implied contract or public policy.

Hot-Stove Rule

A principle stating that discipline should provide consistent, objective, and immediate consequences.

Progressive Discipline

A system of gradually increasing consequences for violations of rules.

Job Withdrawal

Behavior change, physical withdrawal, or psychological withdrawal due to job dissatisfaction.

Behavior Change

Employees attempt to influence policy or personnel through actions like whistle-blowing.

Physical Job Withdrawal

Actions like tardiness, absenteeism, or leaving the organization.

Psychological Job Withdrawal

Low levels of job involvement and commitment, especially when job alternatives are scarce.

Job Enrichment

Improving job complexity and meaning to enhance job satisfaction.

Role Analysis Technique

A method to clarify roles and ensure appropriateness in job expectations.

Employee Assistance Program (EAP)

Referral service for employees with performance issues due to substance abuse or mental illness.

Outplacement Counseling

Support provided to employees during the process of termination or departure.