Chapter 9: Retention and Motivation

performance appraisal

A method by which job performance is measured.

retention plans

A plan that outlines the strategies the organization will use to reduce turnover and address employee motivation.

succession planning

A process for identifying and developing internal people who have the potential to fill positions.

high-performance work systems

A set of systematic HR practices that create an environment where the employee has greater involvement and responsibility for the success of the organization.

job descriptive index

A standardized and widely used measure of job satisfaction, measuring five facets of job satisfaction.

employee empowerment

A way to involve employees in their work by allowing them to make decisions and act upon those decisions, with the support of the organization.

hawthorne studies

Conducted in 1927-1932 -Designed to see how physical and environmental factors affected motivation -Lighting and break times -Research found that worker improvement occurred no matter which experiments were performed -Workers were happy to receive attention -This was the start of research on motivation at work

perception, consistency

Conflict management and fairness Fairness is a _____________ Procedures and ____________ are key

20-200

Cost of turnover can range from_________% of the employee's salary

Job design, enlargement, and empowerment

Designing a more rewarding job, adding duties to help with growth, and allowing employees to make decisions

involuntary turnover

Employee has no choice in termination -i.e., employer initiated due to non-performance

Pay-for-performance strategies

Employees are rewarded for achieving set objectives

work-life balance

Ensuring employees have satisfying home and work lives

Recruitment of replacements -Administrative hiring costs -Lost productivity

Examples of turnover costs

performance appraisals

Formalized process to assess how well an employee is performing -Can be used as goal-setting opportunities

Achievement Recognition The work itself Responsibility Advancement Growth

His research showed the following as the top six motivation factorsPart of a theory developed by Herzberg that says some things will motivate an employee, such as being given responsibility.:

direct turnover costs

Includes the cost of leaving, replacement costs, and transition costs.

indirect turnover costs

Includes the loss of production and reduced performance.

self actualization, esteem, social, safety, physiological

Maslow's Hierarchy of Needs are...

retention strategies

Once you determine the employee's level of satisfaction through exit interviews and surveys and understand motivational theories, you can begin to develop what specific strategies?

motivation factors

Part of a theory developed by Herzberg that says some things will motivate an employee, such as being given responsibility.

hygiene factors

Part of a theory developed by Herzberg that says some things will not necessarily motivate employees but will cause dissatisfaction if not present.

turnover

Replacement of employees who are fired or quit. The term is normally expressed as a percentage: the ratio of the number of workers who had to be replaced in a given period to the average number of workers at the organization.

standard processing, a pay communication strategy, paid time off

Some of the considerations surrounding pay as a way to retain employees include the following:

no growth potential, pay inequity among employees, the fairness and communication style of management, and heavy workloads.

Some of the reasons why employees leave can include a poor match between job and skills and what else?

Exit interviews Job Descriptive Index (JDI) Survey

Sources of Employee Satisfaction Data are..

salaries and benefits

Standard process Pay communication strategy -Paid time off

x y theory

Starting point to understanding how management style impacts motivation

hertzberg two-factor theory

Studies determined which aspects at work caused satisfaction or dissatisfaction -Resulted in motivation factors and hygiene factors

performance appraisals

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

d

The conclusion drawn from the Hawthorne studies was that worker output increased dramatically because: there was a high degree of micromanagement. employees were allowed to choose the type of jobs they did. employees were allowed to decide their break times autonomously. employees received attention and felt valued.

correctability

The decision is able to be appealed and mistakes in the decision process can be corrected.

ethicality

The decision is in line with moral societal standards.

information accuracy

The decision made is based on correct information.

representativeness

The employee feels the concerns of all stakeholders involved have been taken into account.

bias suppression

The employee perceives the person making the decision does not have bias or vested interest in the outcome.

consistency

The employee will determine if the procedures are applied consistently to other persons and throughout periods of time.

Company policies Supervision Relationship with manager Work conditions Salary Relationship with peers

The following were the top six hygiene factors Part of a theory developed by Herzberg that says some things will not necessarily motivate employees but will cause dissatisfaction if not present.:

outcome fairness

The judgment that people make with respect to the outcomes they receive versus the outcomes received by others with whom they associate.

turnover

The loss of an employee

c

The primary focus of retention plans is to outline strategies that: provide a company with powerful marketing strategies at low costs. enforce the organizational hierarchy and bring in a high degree of control. help a company reduce turnover and address employee motivation. align organizational activities to its values and mission.

procedural justice

The process used to determine the outcomes received.

voluntary turnover

The type of turnover that is initiated by the employee for many different reasons.

involuntary turnover

Turnover in which the employee has no choice in his or her termination—for example, employer-initiated due to nonperformance.

mediation

When a neutral third party from outside the organization hears both sides of a dispute and tries to get the parties to come to a resolution.

arbitration

When an outside person hears both sides of a conflict and makes a specific decision about how things should proceed.

artribution

When an outside person hears both sides of a conflict and makes a specific decision about how things should proceed.

carrot and stick approach

"Stick" is used to poke and prod "if you don't increase sales by 10%, you will be fired" Carrot approach offers a reward "If you increase sales by 10%, you will receive a bonus"

Separations during the period/total number of employees x 100

% of turnover equals..

succession plans

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.

Flextime, telecommuting, sabbaticals

Ability to work from home or be flexible can entice employees

theory x managers

According to McGregor, a type of manager who has a negative approach to employee motivation. who have an authoritarian management style, have the following fundamental management beliefs: The average person dislikes work and will avoid it. Most people need to be threatened with punishment to work toward company goals. The average person needs to be directed. Most workers will avoid responsibility.

theory y managers

According to McGregor, a type of manager who has a positive approach to employee motivation. have the following beliefs: Most people want to make an effort at work. People will apply self-control and self-direction in pursuit of company objectives. Commitment to objectives is a function of expected rewards received. People usually accept and actually welcome responsibility. Most workers will use imagination and ingenuity in solving company problems.

job enrichment

Adding more meaningful tasks to enhance a job and make the employee's work more rewarding.

job enlargement

Adding new challenges or responsibilities to a current job.

training and development

Allows employees to experience growth

succession planning

Allows employees to see a "path"for job growth

exit interview

An interview performed by HR or a manager that seeks information as to what the employee liked at the organization and what they see should be improved.

flextime

_____________ and telecommuting options are worth considering as an addition to your retention plan. These types of plans allow the employee flexibility when developing his or her schedule and some control of his or her work. Some companies also offer paid or unpaid sabbaticals after a certain number of years with the company to pursue personal interests.

high performance work system

a set of systematic HR practices that create an environment where the employee has greater involvement and responsibility for the success of the organization. The overall company strategy should impact the HPWS that HR develops in regard to retention.

employee becomes dissatisfied, behavior change, physical withdrawal, psychological withdrawal

what is the progression of job withdrawal?