M4S1

Question 1

Employee departure is commonly referred to as?

Answer 1

Turnover

Question 2

People leave jobs for an assortment of reasons:

Answer 2

1. poor and ineffective leadership and management.
2. conflicts with supervisor or managers
3. workload
4. job mismatch
5. perception of unfair treatment
6. lack of opportunities of career advancement
7. Internal equity pay issues
8. non-competitive compensation/benefits compared to industry.
9. personal issues
10. conflict with company mission and values
11. Feeling unappreciated
12. relocation of partner/spouse
13. low job satisfaction.

Question 3

Work-Related Motivational Theories: (5)

Answer 3

1. Hawthorne Studies
2. Maslow’s theory on motivation
3. Herzberg’s motivation theory
4. McGregor’s motivational Theory
5. Carrot-and-stick approach

Question 4

Work-Related Motivational Theories:

initiated in 1927, initially focused on physical work environment but discovered that people were more motivated when they felt cared for. this suggest that organizations should prioritize making employees feel valued and developed for better retention.

Answer 4

Hawthorne Studies

Question 5

Work-Related Motivational Theories:

posits that meeting a need will no longer motivate someone if it’s already fulfilled. companies that solely address low-level needs like salary may miss out on motivating employees at a high level.

Answer 5

Maslow’s theory on motivation

Question 6

Work-Related Motivational Theories:

differentiate between hygiene factors and motivation factors. Hygiene factors are this things that are expected in the workplace and will demotivate employees when absent but will not actually motivate when present. relying solely on hygiene factors can lead to high turnover. effective retention strategies should consider both types of factors.

Answer 6

Herzberg’s Motivational Theory

Question 7

Work-Related Motivational Theories:

explores managers’ attitudes toward employees, with theory X being more negative and Theory Y more positive. Providing training to managers to adjust their attitudes can be a key retention strategy.

Answer 7

McGregor’s motivation theory

Question 8

this theory assumes that employees are inherently lazy, dislike work, lack ambition, and prefer to be directed and controlled by their superiors. managers who adhere to Theory “___” tend to believe that employees must be closely supervised and coerced into achieving organizational goals.

Answer 8

Theory X

Question 9

This Theory assumes that employees are not inherently lazy or unambitious but rather have the potential to be self-motivated, creative and responsible. managers you followed “___” believe that employees can find satisfaction in their work and are capable of contributing positively with the right conditions.

Answer 9

Theory Y

Question 10

Work-Related Motivational Theory

suggest motivating people by offering incentives or applying pressure. However, this oversimplified view of motivation doesn’t the complexity of employee retention. Effective retention plans should incorporate a variety of motivational methods beyond just rewards and punishments.

Answer 10

Carrot-and-Stick approach

Question 11

HR needs to employ strategies to encourage employees to stay:

Answer 11

1. Teamwork and team rewards
2. Employee work is rewarding
3. Empowerment
4. Information sharing is encouraged
5. pay systems are fair and transparent
6. Training
   7.Formal performance feedback
7. Work encourages interaction among employees
8. Employees assisted in planned change

Question 12

represent a series of systematic HR practices designed to foster an environment where employees are actively involved and take on greater responsibilities for the organization’s success.

Answer 12

High Performance Work System

Question 13

Retention Strategies:

play a significant role in retaining employees. A retention plan (as well as compensation strategy) should incorporate clear, fair pay structures and transparent procedures for awarding raises.

Answer 13

Salary and Benefits

Question 14

retention strategies: (8)

Answer 14

1. Salary and benefits
2. training and development
3. performance appraisals
4. succession plans
5. flextime and telecommuting option
6. in-house training for the management team
7. review company policies
8. Job design
9. unique employee retention

Question 15

Retention strategies:

initiatives address the higher-level needs of individuals. Many companies provide options like tuition assistance, reimbursement programs, and in-house training to enhance employee skills and knowledge.

Answer 15

Training and development

Question 16

provide an avenue for feedback and goal setting. They also allow for employees to be recognized for their contributions.

Answer 16

Performance appraisal

Question 17

Retention Strategies

allow employees to see how they can continue
their career with the organization, and they clearly detail what employees need to do to achieve career growth-without leaving your organization.

Answer 17

Succession plans

Question 18

Retention Strategies

are valuable additions to retention strategies, allowing employees to enjoy scheduling flexibility and some control over their work arrangements. Some organizations even offer paid or unpaid sabbaticals for personal pursuits after a set number of years.

Answer 18

Flextime and Telecommuting option

Question 19

Retention Strategies:

Dissatisfaction with one’s job can often stem from strained relationships with managers. improve communication and leadership skills can positively impact employee-manager relationships, leading to better retention and lower turnover.

Answer 19

In-house training for management team

Question 20

Retention strategies:

to ensure fairness. For instance, how projects are assigned or the process for requesting vacation time can contribute to dissatisfaction if employees perceive these processes as unfair.

Answer 20

Review company policies

Question 21

Retention Strategies:

is crucial to ensure employees experience
growth within their roles. Empowering or expanding job responsibilities can foster employee growth and, in turn, improve retention.

Answer 21

Job design