Chapter 14 Managing Engagement and Turnover
Dysfunctional turnover
is the departure of effective performers the company would have liked to retain.
Voluntary turnover
occurs when an employee chooses to leave the organization for personal or professional reasons
Affective commitment
A positive emotional attachment to the organization and strong identification with its values and goals.
Normative commitment
Feeling obliged to stay with an organization for moral or ethical reasons.
Continuance commitment
Staying with an organization because of perceived high economic (leaving would mean losing valuable stock options) and/or social costs (coworker friendships) involved with leaving
layoff
also known as a reduction in force, is a temporary reduction of employees
Succession management plans
are written policies that guide the succession management process.
organizational citizenship behaviors
discretionary behaviors such as helping others that benefit the organization but are not formally rewarded or required as part of the job.
Burnout
exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration
replacement planning
identifying specific back-up candidates for specific positions and does little to improve leadership readiness.
exit interviews
interviews with employees who are leaving the firm, conducted for obtaining information about the job or related matters, to give the employer insight about the company
Downsizing
is a permanent reduction of multiple employees intended to improve the efficiency or the effectiveness of the firm.
Employment at will
is an employment relationship in which the employment relationship can be legally terminated by either party at any time for just cause, no cause, or even a cause that is morally wrong as long as it is not illegal.
Succession management
is an ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance.
Functional turnover
is the departure of poor performers
Organizational commitment
is the extent to which an employee identifies with the organization and its goals and wants to stay
Workforce redeployment
is 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.
termination
is the permanent separation of a single employee
Avoidable turnover
is turnover that the employer could have prevented by addressing the cause of the turnover. Causes of avoidable turnover include low pay, job stress, and poor work-life balance
separation agreement
legal agreement between an employer and an employee that specifies the terms of any employment termination
employee engagement
occurs when employees are committed to, involved with, and enthusiastic about their work
Involuntary turnover
occurs when the organization asks an employee to leave due to factors including poor performance, restructuring, downsizing, or a merger or acquisition.
Mobility policies
specify the rules by which people move between jobs within an organization.
survivor syndrome
the emotional effects downsizing has on surviving employees both during and after a downsizing
Optimal turnover
the turnover level that produces the highest long-term levels of productivity and business improvement
Unavoidable turnover
turnover that could not have been prevented by the employer, such as resignations due to family needs, serious illness, or death