HR Mgmt - Quiz #7

When a high or low performing employee chooses to leave it is highly disruptive for an organization.

false

An organization with a Bargain Laborer HR strategy:

is not especially concerned with effective management of employee separation.

When work is consistent with employees' values and needs, job satisfaction is likely to be high.

true

Employee dissatisfaction with their current state at work:

can lead to withdrawal and thoughts of quitting.

Fortunately, the loss to an organization from an employee leaving employment is captured in the costs to hire a replacement employee.

false

Maximizing employee retention is a strategy that should be followed by all organizations.

false

An employee decision to quit is always proceeded by a specific event that creates a sense of dissatisfaction with the status quo.

false

Employees usually do not reflect much concerning a decision to quit; rather, quitting is in response to immediate events.

false

Dysfunctional turnover:

occurs when a high performing member of the organization quits.

Dysfunctional retention:

occurs when a low performing employee remains with the organization.

Functional turnover:

occurs when low performing employees quit.

Benefits of an emphasis on employee retention include all of the following except:

retaining employees supports HR strategy, regardless of an organization's strategy.

An organization pursuing a Loyal Soldier HR strategy:

seeks to manage employee separations.

An important part of each employee decision to quit is a lack of satisfaction with the current state in their current employment.

true

Employees whose performance is in the middle range are most likely to remain with an organization.

true

Ensuring that nonproductive employees leave an organization is just as important as retaining productive workers.

true

Functional turnover is desirable and occurs when low performing employees voluntarily quit.

true