人力资源管理管理精品资料.ppt

Chapter 9 Employee Separation and Retention LOGOLOGO Your company sloganYour company slogan Objectives After reading this chapter, you should be able to: uDistinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage. uList the major elements that contribute to perception of justice and how to apply these in organizational contexts involving discipline and dismissal. uSpecify the relationship between job satisfaction and various forms of job withdrawal, and identify the major sources of job satisfaction in work contexts. uDesign a survey feedback intervention program and use this to promote retention of key organizational personnel. Your company sloganYour company slogan Introduction uTo compete effectively, organizations must take steps to ensure that good performers are motivated to stay with the organization, whereas chronically low performers are allowed, encouraged, or if necessary, forced to leave. uThe two types of turnover are: uInvoluntary turnoverturnover initiated by the organization (often among people who would prefer to stay). uVoluntary turnoverturnover initiated by employees (often whom the company would prefer to keep). Your company sloganYour company slogan Managing Involuntary Turnover uThe employment-at-will doctrine is a policy that allows for termination of an employee with or without a “good or just cause.” uViolence in the workplace caused by involuntary turnover has become a major organizational problem in recent years. uA standardized, systematic approach to discipline and discharge is necessary. Your company sloganYour company slogan Managing Involuntary Turnover Principles of Justice uOutcome fairness refers to the judgement that people make with respect to the outcomes received relative to the outcomes received by other people with whom they identify. uProcedural justice focuses specifically on the methods used to determine the outcomes received. uInteractional justice refers to the interpersonal nature of how the outcomes were implemented. What are the determinants of Procedural justice and Interactional justice? Your company sloganYour company slogan Managing Involuntary Turnover Six Determinants of Procedural Justice Consistency Bias suppression Information accuracy Correctabilty Representativeness Ethicality Four Determinants of Interactional Justice Explanation Social Sensitivity Consideration Empathy Your company sloganYour company slogan Managing Involuntary Turnover Progressive Discipline uEffective discipline programs have two central components: udocumentation uprogressive punitive measures uThe organization determines responses for first, second, third offenses, and so on. Your company sloganYour company slogan Managing Involuntary Turnover Alternative Dispute Resolution uThis is a method of resolving disputes that does not rely on the legal system. uThe four stages of ADR are: 1. Promote an open-door policy. 2. Perform peer reviews by individuals at the same level in the organization. 3. Mediation by a neutral third party. 4. Arbitration by a professional, from outside the organization. Your company sloganYour company slogan Managing Involuntary Turnover Employee Assistance Programs uThese are programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled. uEAPs are usually identified in official documents published by the employer. uThere are several issues in controversy regarding EAPs. Your company sloganYour company slogan Managing Involuntary Turnover Outplacement Counseling uA form of counceling that trys to help displaced employees manage the transition from one job to another. uCan be performed in-house or through an outside source. uIt is aimed at helping people realize that losing a job is not the end of the world and that other opportunities exist. Your company sloganYour company slogan Managing Voluntary Turnover Progression of withdrawal uProgression of withdrawal is a theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation. uThree categories include: ubehavior change uphysical job withdraw upsychological job withdraw uWithdrawal behaviors are related to one another, and they are all at least partially caused by job dissatisfaction. Your company sloganYour company slogan Managing Voluntary Turnover Job Dissatisfaction-Job Withdrawal Process Causes of job dissatisfaction - Personal disposition - Tasks and roles - Supervisors and coworkers - Pay and benefits Job Dissatisfaction Job Withdrawal Manifestations of job withdrawal - Behavioral change - Physical job withdrawal - Psychological job withdrawal Your company sloganYour company slogan Managing Voluntary Turnover Behavior Change uAn employees first response to dissatisfaction would be to try to change the conditions that generate the dissatisfaction. uWhen employees are unionized, dissatisfaction leads to an increased number of grievances. uEmployees sometimes initiate change through whistle-blowing - making grievances public by going to the media. uEmployees can sue their employers when the disputed policies relate to an aspect of employment that is covered by legislation. Your company sloganYour company slogan Managing Voluntary Turnover Physical Withdrawal uThere are several ways a dissatisfied worker can physically withdrawal from the organization: uLeave the job uInternal transfer uAbsenteeism uTardiness Your company sloganYour company slogan Managing Voluntary Turnover Psychological Withdrawal uIf the primary dissatisfaction has to do with the job itself, the employee may display a very low level of job involvement, which is the degree to which people identify themselves with their jobs. uIf the dissatisfaction is with the employer as a whole, the employee may display a low level of organizational commitment, which is the degree to which an employee identifies with the organization and is willing to put forth effort on its behalf. Your company sloganYour company slogan Managing Voluntary Turnover Job Satisfaction and Job Withdrawal uJob satisfaction is a pleasurable feeling that results from the perception that ones job fulfills or allows for the fulfillment of ones important job values. uThree important aspects of job satisfaction are: uvalues uperceptions uImportance uFrame of Reference is a standard point that serves as a comparison for other points and thus provides meaning. uIt usually reflects average past experiences. uIt can also reflect perceptions or other peoples experiences. Your company sloganYour company slogan Managing Voluntary Turnover Sources of Job Dissatisfaction uPersonal Dispositions uNegative affectivity - a term used to describe a dispositional dimension that reflects pervasive individual differences in satisfaction with any and all aspects of life. uTasks and Roles uJob enrichment - referring to a specific way to add complexity and meaningfulness to a persons work. uJob rotation - the process of systematically moving a single individual from one job to another over the course of time. Your company sloganYour company slogan Managing Voluntary Turnover uTasks and Roles uRole - what an organization expects from an employee. uRole ambiguity - the level of uncertainty about what the organization expects from the employee in terms of what to do or how to do it. uRole conflict - the recognition of incompatible or contradictory demands by the person who occupies the role. uRole overload - a state in which too many expectations or demands are placed on the person. uRole-analysis technique - enables a role occupant and other members of the role occupants role set to specify and examine their expectations for the role occupant Your company sloganYour company slogan Managing Voluntary Turnover uSupervisors and Coworkers uA person may be satisfied with his or her supervisor and coworkers for one of three reasons: ushared values, attitudes, and philosophies ustrong social support uhelp in attaining some valued outcome uPay and Benefits uFor many people, pay is a reflection of self worth, so pay satisfaction takes on critical significance when it comes to retention. Your company sloganYour company slogan Managing Voluntary Turnover Measuring and Monitoring Job Satisfaction uThe JDI emphasizes various facets of satisfaction: uPay uthe work itself uSupervision uCoworkers uPromotions uThe PSQ focuses on these more specific dimensions: upay levels ubenefits upay structure upay raises Your company sloganYour company slogan Managing Voluntary Turnover Survey-Feedback Interventions uReasons for routinely surveying employee attitudes include the following: uIt allows the company to monitor trends over time. uIt provides a means of assessing change impacts in policy. uIf a company uses a standardized scale, it can compare itself with others in the same industry. uIf a company provides feedback and a corresponding action plan to deal with problems, dissatisfaction can become a plus. Your company sloganYour company slogan Managing Voluntary Turnover uSurveys: uemphasize overall satisfaction. uassess the impact of changes in policy. uallow the company to compare itself with others in the same industry. uallow the company to check for differences between units and b