Case 7

Part 1: Apply management theories to organizational issues and situations. If employees are the most important asset of an organization; and that it is not always a bad thing to separate an employee from the organization; and that we want to keep the most valuable high performing employees – then in your text book, focusing on chapters 9 and 11: Give an example of voluntary turnover and an example of involuntary turnover. Why should organizations try to reduce both kinds of turnover? Refer to the reading:
(1) Job Killing CEO’s; https://jobs.aol.com/articles/2011/07/01/job-killing-ceos-the-worst-of-the-worst/
(2) Hertzberg motivators and hygeine factors; https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm and
(3) Douglas McGregor’s X & Y theories; https://www.businessballs.com/mcgregor.htm.

Part 2: Reply to this peer (Kirsten): One difference between voluntary turnover and involuntary turnover is a difference between job satisfaction and job dissatisfaction. In the article “Herzberg’s Motivators and Hygiene Factors” it is explained that satisfaction and dissatisfaction are not really opposites; cancelling one out does not equal the other (Mindtools.com). The idea is to eliminate job dissatisfaction and create a work environment that encourages job satisfaction. To achieve the dissatisfaction/satisfactions goals, management practices should be considered a variable. In the article “Douglas McGregor’s motivational theory x theory y” the author explains two different management styles: authoritative and participative (McGregor, 2014). So when asked to give an example of voluntary turnover and an example of involuntary turnover, I want to consider the theories mentioned above. Involuntary turnover happens when an employee is not working out for the company. Some examples are: violation of company policies, drug use, poor job performance, and a company downsize. Many times an employee can be acting out and purposefully performing poorly due to dissatisfaction with the job. A good reason companies try to avoid involuntary turnover is because it causes workplace violence, raises costs in finding a replacement, and a former employee can attempt to litigate for wrongful termination. Voluntary turnover can happen when an employee has a better opportunity elsewhere (offered a higher position/more money), is not satisfied with the job for reasons involving management and pay, and ultimately holds a lot of dissatisfaction with the job. A good reason companies try to avoid voluntary turnover is because the person leaving may be a very productive asset to the company, it costs the company money to find an adequate replacement, and it causes productivity to drop as the company replaces and train the new hire. My personal experience with voluntary turnover involved the management style of the retail store I worked at. My boss was authoritative, micro-managing, and unrewarding. The only satisfaction that came from that job was the occasional chat with some particularly nice customers and collecting a paycheck. There was so much job dissatisfaction and the workplace environment was full of negative energy. Minutes after emailing my boss my two week notice she called me, wanted to know why I was leaving and that she was surprised. I did not burn the bridge or throw anyone under the bus; I just kept saying “It is not working out. It does not bring me happiness”. She made offers of higher pay and better hours but I chose to leave because it would not change how she managed us and how it affected my mental/emotional health (plus I had my current job already lined up). I had only survived that store for four months and my current job now makes me happy and I will have been there for almost two years. My personal experience has really helped me understand job satisfaction, job dissatisfaction, and management effects on turnover.

Part 3: Reply to this peer (Torye): Give an example of voluntary turnover: A voluntary turnover is when an employee leaves the job because they have been offered a better paying job, and moved from one city to another. Involuntary turnover is being terminated because the employee is or not performing the job or work to the company’s satisfaction or work quota. Why should organizations try to reduce both kind of turnovers? For voluntary turnover, the organizations should try to reduce the voluntary turnovers by providing opportunities for advancement, creating work that is rewarding and matches people’s skills and abilities as well as providing opportunities to advance in the company through internal promotions. For involuntary turnover, , the organization should try to: if the company can afford to, involve the employee in company enrichment or retaining programs.

Please note that all parts are to be completed as SEPARATE entities.
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