After reading chapter 10, you should be able to: Distinguish between involuntary and voluntary turnover, and describe their effects on an organization; discuss how employees determine whether the organization treats them fairly; identify legal requirements for employee discipline; summarize ways in which organizations can fairly discipline employees. | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 10 SEPARATING AND RETAINING EMPLOYEES Managing Voluntary and Involuntary Turnover Turnover initiated by an employer. Often with employees who would prefer to stay. Turnover initiated by employees. Often when the organization would prefer to keep them. Involuntary Turnover Voluntary Turnover Principles of Justice Legal Requirements Discharge may not violate an implied agreement. ., employer had promised job security . action inconsistent with company rules Discharge may not violate public policy. ., terminating employee for refusing to do something illegal or unsafe. Employers must make discipline decisions without regard to a person’s age, sex, race, or other protected status. Evenhanded, carefully documented discipline can avoid such claims. Wrongful Discharge Discrimination Legal Requirements Notification of Layoffs: Organizations that plan broad-scale layoffs may be subject to the Workers’ Adjustment, Retraining and Notification Act (WARN). Employers covered by the law are required to give notice before any closing or layoff. Progressive Discipline Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, and immediate consequences. A formal discipline process in which the consequences become more serious if the employee repeats the offense. Hot-Stove Rule Progressive Discipline Figure : Progressive Discipline Responses Employee Engagement Employee engagement is the degree to which employees are fully involved in their work and the strength of their commitment to their job and company. Employees who are engaged and provide a clear competitive advantage to that firm, including higher productivity, better customer service, and lower turnover. Figure : Job Withdrawal Process Causes of Job Dissatisfaction . | FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT CHAPTER 10 SEPARATING AND RETAINING EMPLOYEES Managing Voluntary and Involuntary Turnover Turnover initiated by an employer. Often with employees who would prefer to stay. Turnover initiated by employees. Often when the organization would prefer to keep them. Involuntary Turnover Voluntary Turnover Principles of Justice Legal Requirements Discharge may not violate an implied agreement. ., employer had promised job security . action inconsistent with company rules Discharge may not violate public policy. ., terminating employee for refusing to do something illegal or unsafe. Employers must make discipline decisions without regard to a person’s age, sex, race, or other protected status. Evenhanded, carefully documented discipline can avoid such claims. Wrongful Discharge Discrimination Legal Requirements Notification of Layoffs: Organizations that .
