Chapter 14 Flashcards
Dysfunctional Turnover
The departure of effective performers
Normative Commitment
Feeling obliged to stay with an organization for moral or ethical reasons
Downsizing
A permanent reduction of multiple employees intended to improve the efficiency or effectiveness of the firm
Survivor Syndrome
The emotional effects of downsizing on surviving employees both during and after a downsizing
Voluntary Turnover
The separation is due to the employee’s choice
Avoidable Turnover
Turnover that the employer could have prevented
Continuance Commitment
Staying with an organization because of real or perceived need
Termination
The permanent separation of a single employee
Affective Commitment
A positive emotional attachment to the organization and strong identification with its values and goals
Skills Inventory
Tracks employees’ competencies and work experiences in a searchable database
Skill
The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities
Organizational Commitment
The extent to which an employee identifies with the organization and its goals and wants to stay with the organization
Involuntary Turnover
The separation is due to the organization asking the employee to leave
Unavoidable Turnover
Turnover that the employer could not have prevented
Functional Turnover
The departure of poor performers
Layoff
Temporary reduction of employees
Replacement Planning
Identifying specific back-up candidates for specific senior management positions
Organizational Citizenship Behaviors
Discretionary behaviors that benefit the organization by are not formally rewarded or required
Employee Engagement
When employees are committed to, involved with, enthusiastic about, and passionate about their work
Workforce Redeployment
The movement of employees to other parts of the company or to other jobs the company needs filled to match the workforce with the organization’s talent needs
Succession Management
An ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance
Common Retention Strategies include:
Honesty in Recruiting
Jobe Challenge
Higher-quality supervisors
Flexible work location
Pay and benefits
Create Accountability
Provide Support
Create mobility barriers
Strengthen the Culture
Mobility Barriers
Factors that make it harder to leave an organization
Employment at Will
An employment relationship in which either party can legally terminate the employment relationship at any time for just cause, no cause, or even a cause that is morally wrong, as long as it is not illegal
Exit Interview
Asking separated employees why they left to acquire information that can be used to improve conditions for current employees
Optimal Turnover
The turnover level producing the highest long-term levels of productivity and business improvement
