[哈佛商学院MBA授课讲义Chap0010.pptVIP

Employee Separation and Retention After reading this chapter, you should be able to: Distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage. List the major elements that contribute to perception of justice and how to apply these in organizational contexts involving discipline and dismissal. Employee Separation and Retention Specify the relationship between job satisfaction and various forms of job withdrawal, and identify the major sources of job satisfaction in work contexts. Design a survey feedback intervention program and use this to promote retention of key organizational personnel. Introduction To 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. The two types of turnover are: Involuntary turnover—turnover initiated by the organization (often among people who would prefer to stay). Voluntary turnover—turnover initiated by employees Managing Involuntary Turnover The employment-at-will doctrine is a policy that allows for termination of an employee with or without a “good or just cause.” Violence in the workplace caused by involuntary turnover has become a major organizational problem in recent years. A standardized, systematic approach to discipline and discharge is necessary. Principles of Justice Outcome 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. Procedural justice focuses specifically on the methods used to determine the outcomes received. Interactional justice refers to the interpersonal nature of how the outcomes were implemented. Progressive Discipline Effective discipline programs have two central components: documentation progressive punitive measures The organization determ