Chapter 10 Separating and Retaining Employees

Question 1

employee turnover

Answer 1

employees leaving the organization

Question 2

involuntary turnover

Answer 2

when the company initiates the termination of employees

Question 3

voluntary turnover

Answer 3

when employees initiate the turnover

Question 4

difficulties of discharging an employee

Answer 4

• legal aspects

- personal safety (upset terminated employees)

Question 5

outcome fairness

Answer 5

judgment that the consequences given to an employee are just

attributes

• consistent outcomes
• knowledge of outcomes
• outcomes in proportion to behaviors

Question 6

procedural justice

Answer 6

judgment that fair methods were used to determine the consequences

attributes

• consistent procedures
• avoidance of bias
• accurate information
• way to correct mistakes
• representation of all interests
• ethical standards

Question 7

interactional justice

Answer 7

judgement that the organization carried out its actions that took the employee’s feelings into account

attributes

• explanation of decision
• respectful treatment
• consideration
• empathy

Question 8

wrongful discharge

Answer 8

• discharge may not violate an implied agreement
• violate company or public policy

avoiding WD

• establish and communicate policies for handling misbehavior
• train managers to avoid job security promises
• avoid any statements that could be interpreted as employment contracts

Question 9

discrimination

Answer 9

formal discipline policy is that it helps organizations comply with EEO requirements.

• Must make decisions regardless of age, sex, race, or other protected status

Question 10

privacy

Answer 10

• employers must have legitimate reasons for learning about some personal matters
• need to ensure gathered information is relevant to workplace matters
• must justify probable cause for employee searching
• should share information for only those who need access to it

Question 11

notification of layoffs

Answer 11

• having to release employees for economic reasons

Workers’ Adjustment Retraining and Notification Act
- >100 employees = 60-day notification if it affects at least 50 employees

Question 12

hot-stove rule

Answer 12

principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, and immediate consequences

Question 13

progressive discipline

Answer 13

formal discipline process in which the consequences become more serious if the employee repeats the offense

Question 14

alternative dispute resolution (ADR)

Answer 14

methods of solving a problem by bringing in an impartial outsider but not using the court system

Question 15

open-door policy

Answer 15

policy of making managers available to hear complaints

Question 16

peer review

Answer 16

process of resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute

Question 17

mediation

Answer 17

neutral party from outside the org. hears the case and tries the conflicting people arrive at a settlement

Question 18

arbitration

Answer 18

professional arbitrator from outside the organization hears the case and resolves it by making a decision

Question 19

employee assistance program (EAP)

Answer 19

service that employees can use to seek professional treatment for emotional problems or substance abuse

Question 20

outplacement counseling

Answer 20

service where professionals try to help dismissed employees manage the transition from one job to another

Question 21

employee engagement

Answer 21

the degree to which employees are fully involved in their work and the strength of their commitment to their job and company

Question 22

job withdrawal

Answer 22

a set of behaviors where employees try to avoid the work situation physically, mentally, or emotionally

Question 23

job dissatisfaction

Answer 23

feeling experienced by individuals who are unhappy with their work

• higher in people with low emotional stability, conscientiousness, negative affectivity, negative core self-evaluations, and agreeableness

Question 24

job dissatisfaction

negative affectivity

Answer 24

pervasive low levels of satisfaction with all aspects of life

Question 25

job dissatisfaction

core self-evaluations

Answer 25

bottom-line opinions individuals have of themselves and may be positive or negative

affects self-esteem, ability to accomplish goals, emotional stability, and job satisfaction

Question 26

job dissatisfaction

nature of tasks performed

Answer 26

best predictor of job satisfaction

Question 27

job dissatisfaction

role

Answer 27

set of behaviors that people expect of a person in that job

Question 28

job dissatisfaction

role ambiguity

Answer 28

uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it

Question 29

job dissatisfaction

role conflict

Answer 29

employee’s recognition that demands of the job are incompatible or contradictory

employee cannot meet all demands

Question 30

job dissatisfaction

role overload

Answer 30

results when too many expectations or demands are placed on a person

Question 31

job dissatisfaction

supervisors and co-workers

Answer 31

negative behavior from managers or peers can produce lots of dissatisfaction

Question 32

job dissatisfaction

pay and benefits

Answer 32

satisfaction with pay is important for employee retention

• primary source of income is job
• shows status

Question 33

physical job withdrawal

Answer 33

calling in sick, arriving late, transferring, leaving the organization

not physically working

Question 34

psychological job withdrawal

Answer 34

physically at work but their minds are not focused on work-related tasks.

Question 35

job involvement

Answer 35

the degree to which people identify themselves with their jobs

Question 36

organizational commitment

Answer 36

the degree to which an employee identifies with the organization and is willing to put forth effort on its behalf

Question 37

job satisfaction

Answer 37

a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values

Question 38

three components of job satisfaction

Answer 38

1. related to values (what a person consciously or unconsciously desires to obtain)
2. different employees have different views of which values are important
3. job satisfaction is based on perception (each person compares the job situation to their values)

Question 39

attributes contributing to job satisfaction

Answer 39

• job complexity
• meaningful work
• clear and appropriate roles
• supervisors and co-workers
• pay and benefits

Question 40

role analysis technique

Answer 40

the process of formally identifying expectations associated with a role

Question 41

role occupant

Answer 41

the person who fills a role

Question 42

role set

Answer 42

people who directly interact with this employee

Question 43

reasons employees are satisfied with supervisors and co-workers

Answer 43

1. share the same values, attitudes, and philosophies
2. provide social support (sympathetic and caring)
3. may help the person attain some valued outcome

Question 44

monitoring job satisfaction

Answer 44

• usually done through a survey

- Job Descriptive Index (JDI) measures specific aspects of satisfaction (pay, work, supervision, etc.)

Question 45

exit interview

Answer 45

a meeting of the departed employee with their supervisor or an HR worker to uncover the reasons why employees leave