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Pros & Cons of Employee Turnover

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Review the major negative consequences of employee turnover, and also consider the potential positive consequences of turnover.

What is the "turnover train?" What are the factors that lead people to start the process of turnover at each stage, and what can organizations do to try to encourage people to get off the train at each stage?

What are the most effective initiatives for reducing turnover?

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Review the major negative consequences of employee turnover, and also consider the potential positive consequences of turnover.

A business with a high employee turnover might give off the perception to the general public that there is something wrong with the organization. Organizations with high turnover rates also experience loss of time and money. The hiring process can be expensive, if the company works with contracting positions they do not make any money on the position during the vacancy, and the process can be very time consuming. It costs money to train new personnel and can also take up valuable time. New employees can also create issues with customer service due to the lack of information and knowledge. Organizational morale decreases during high turnovers because there is frustration with the constant changes and mentorship involved. When new management comes in to the organization employees find themselves confused trying to learn new rules or please their new manager often resulting in the employee giving up. Productivity levels also decrease because new employees need time to become proficient which also costs the organization money. New employee mistakes could be detrimental to the organization. An example would be an employee on a production line that breaks something or causes a delay to the operations which slows down the entire manufacturing chain. ...

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The solution looks into the "turnover train" - its causes, effects, benefits and disadvantages. 916 words.

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Pros & Cons of 4 Leadership Paradigms

For the quote by Mary D. Poole -- "Leadership should be more participative than directive" which has been a suggested approach for use in correctional settings.

Dennis Luther, a Warden at a medium-security prison, has been acknowledged for his exceptional leadership style. Warden Luther states, "leadership is character development. . .management is a set of skills, but leadership comes from character. There is nothing I do, as the leader of this organization, that is more important than the time I spend with the staff, especially the new staff, to talk about values and the treatment of inmates" (1992, pg. 2).

Do you think Warden Luther's style is participative?

Do you think the high turnover rate could be due to burnouts? Do you think that officers get tired of waiting for change that never happens?

What do you think is more important and challenging for leaders in prisons, reducing high turnover rates or ensuring the safety of the inmates and staff?

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