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    Turnover, Employment, Wrongful Discharge and Discipline

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    Identify causes of turnover in an organization. What is voluntary turnover, and how do you manage it? What is employment at will? If a state has employment at will why can wrongful discharge still occur? Describe a typical discipline system, and explain how you would use the system to change behavior of someone who has an "attitude problem".

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    Interesting questions! Let's take a loser look. I also attached an extra resource, mentioned below.

    1. Identify causes of turnover in an organization.

    First, if workers are not interested in their jobs, they will either stay away or leave. However, there are other reasons besides being unhappy in a job why people leave one company for another. (http://www.toolkit.com/small_business_guide/sbg.aspx?nid=P05_7135).

    Second, if the skills that they possess are in demand, they may be lured away by higher pay, better benefits, or better job growth potential. While managers can't control what's happening with other companies, how much they pay, or which benefits they offer, the manager can take steps to improve morale at her or his business and make those employees who are with the company happy and productive. Assessment is essential, therefore, to determine employees who leave because they are unhappy and those who leave for other reasons. (http://www.toolkit.com/small_business_guide/sbg.aspx?nid=P05_7135).

    Third, some of the other more common reasons for high turnover in businesses include:

    · A bad match between the employee's skills and the job. Employees who are placed in jobs that are too difficult for them or whose skills are underutilized may become discouraged and quit. Inadequate information about skill requirements that are needed to fill a job may result in the hiring of either under-skilled or overqualified workers. The requirements of a specific job should be carefully studied for the required skills, and workers should be tested for the requisite qualifications. Use job analyses and job descriptions to minimize the chances of this happening.

    · Substandard equipment, tools, or facilities. If working conditions are substandard or the workplace lacks important facilities such as proper lighting, furniture, restrooms and other health and safety provisions, employees will not be willing to put up with the inconvenience for long.

    · Lack of opportunity for advancement or growth. If the job is basically a dead-end proposition, this should be explained before hiring so as not to mislead the employee. The job should be described precisely, without raising false hopes for growth and advancement in the position.

    · Feelings of not being appreciated. Since employees generally want to do a good job, it follows that they also want to be appreciated and recognized for their work. Even the most seasoned employee needs to be told what he or she is doing right once in a while. Make sure your employees know that they are appreciated.

    · Inadequate or lackluster supervision and training. Employees need guidance and direction. New employees may need extra help in learning an unfamiliar job. Similarly, the absence of a training program may cause workers to fall behind in their level of performance and feel that their abilities are lacking.

    · Unequal or substandard wage structures. Inequity in pay structures or low pay are great causes of dissatisfaction and can drive some employees to quit. Again, a new worker may wonder why the person next to him is receiving a higher wage for what is perceived to be the same work. You should have a wage and job evaluation system in place not only so that you are sure to comply with equal pay for equal work requirements, but also to avoid this problem (http://www.toolkit.com/small_business_guide/sbg.aspx?nid=P05_7135).

    Therefore, if managers suspect that they have a either a turnover or a morale problem, the manager should look at her or his employees and ask her/himself if any of the above apply. However, turnover in any company can be a double-edged sword. Turnover that is too high increases recruiting costs, causes low morale, and impacts productivity through unfulfilled learning curves and slower product release rates. Low turnover, on the other hand, is often a good sign that your organization is doing things right?except when it's too low. Very low turnover can also be a symptom of some underlying employment problems. So how do you judge whether your turnover is too high, too low or in an ideal balance? One simple method is to ...

    Solution Summary

    This solution identifies causes of turnover in an organization. It explains voluntary turnover and how it can be managed. It also explains employment at will and discusses if a state has employment at will, can wrongful discharge still occur. It then describes a typical discipline system, and how to use the system to change behavior of someone who has an "attitude problem".