Dysfunctional Turnover Analysis

Employee performance: Performance is measured through appraisal, employee efficiency, attendance and 360-degree feedback. Employee Turnover: Losing valued and non-valued employees can take a toll on an organization. The successful use of talent management through Recognition and reward can help to prevent the turnover rate of workers. High Potential: Employees with great potential can measure the ability and skills they possess, their yearning of escalating within the organization and their overall capability.

As expected, when workers are aware they are being monitored, the average productivity of the assembly line is increased. This ultimately causes a bias in the data being collected during the study, and the results are not accurate. Intuitively, workers will work at a slower pace when they do not believe they are being monitored. In either case, workers do not take kindly to the fact they are being monitored. This was ultimately shown to be true when Devinatz discussed a worker quitting when they realized they were part of a time study.

Symbolic Consequences. From the employee, perspective layoffs can be viewed in a negative way. This is often seen as the executive committee placing profits over employees. Frank represents the executive committee. If he chooses tonight investigate their performances of the employees without evaluations this could send a message to employees that the company is not really interested is the employee’s performance.

“Workers originally want unions primarily for defensive purposes -- to protect against what they see as arbitrary decisions, such as sudden wage cuts, lay-offs, or firings. If they are going to compete successfully in an economy that can go boom or bust, then they need a great deal of flexibility in cutting wages, hiring and firing, and adding extra hours of work or trimming back work hours when need be.” (Domhoff, 2013) Another example is that, when being protected under a union, it makes it difficult to discipline workers. Participation in a union starts to become more about the circulation of connections rather than skills proficiency.

After a strike, the employees’ performance becomes reduced significantly in their working field. Consequently, making the organization suffer from slow growth in their rate of production. If the concession of the strike involves only the return to work and does not focus on the needs of the workers, during the recession period, an organization must be prepared to focus on any form of reduction productivity, and the employees work effort. Another outcome is that strikes tend to intensify the relationship between the employees and employer creating a problem in both disseminating information and work coordination between them. Consequently, the result of poor communication between the employer and employees is a low performance, which may eventually lead to low

Provide opportunities for employee advancement. Employees' perceptions of the work environment and their jobs are another set of indicators that may signal the need for realignment. Typical of these indicators are declines in employees' performance or motivation. Examples related to performance include careless errors, minimal or low productivity, and diminished quality. The pace of changes affects on the work of HIS Departments.

Recruitment is the process at which individuals who qualify are identified for the correct job Sources of Recruitment Internal Sources • Moonlighting : This involves occasionally taking a second job to bring in money aside from your main income • Transfers: This involves shifting around employees to similar job descriptions. This does not necessarily mean that the employee will be changing or moving up the ranks within the organization. • Employee Referrals: New employees are recruited based on what current employees reference about them.

Stacy Adams believed that when there is inequity people will react in several different ways, some will justify the inequity by downplaying their efforts, eg ‘I don’t work that hard so I don’t deserve what that person earns’, or highlighting the referents inputs, eg ‘that person is more qualified than me so deserves better pay’. However, his theory relies on the following reaction, if the person perceiving the inequity increases or decreases their inputs to match the referents outcomes to create a more equal work environment. This was shown to be true in a study with piece-rate employees. Those who felt they were being underpaid increased quantity and reduced quality in order to achieve the same pay as other workers.

Third, the claimant must be actively seeking work. State-specific guidelines vary widely, for example: in some states, a spouse’s relocation of employment is valid reason for a UI claim, but in some states, this is not

However, Mathis & Jackson, 2006 (Cited in D.M Liyanage et al, Determinants of Turnover Intention of Sewing Machine Operators) argued that turnover involves both voluntary and involuntary in broader sense. Generally two types of employee turnover can be seen in an Organization. They are Voluntary Turnover and Involuntary Turnover. Gomez-Mejia et al, 1997 (Cited in Mabengano, C M, 2003) defined voluntary turnover as “Employees leaving an Organization by ending relationship with the employer for personal reasons.” Employees seeking for better job opportunity, changing their careers, or unhappy with the current job due to poor working conditions, unsatisfied monitory benefits, and bad relationship with supervisor etc… creates turnover intentions within the employees.

Employees see this as a concern since unemployment has risen around their community. In an article written by Jeff Smith, The Shareholders vs. Stakeholders Debate mentioned “that a manager’s duty is to balance the shareholders’ financial interests against the interests of other stakeholders such as employees, customers, and the local community, even if it reduces shareholder returns” (Smith, 2003). Another concern of our employees includes the potential stress from removing one of the managers and the feeling of instability for their own jobs. If the stakeholders are happy, the company has a longer lasting stability such that they have

The effect of the recession on HBCUs As we know a recession is defined as a temporary decline in income due to reduced trade and production activity. Everything in society is ran by a sort of system. For example, in order for a company to thrive it must have two things, workers and production. If there are not any workers, than there is little to no production unless the company is ran by machines. If there is not any production than the chances of workers being laid off increase based on how many people are needed for certain jobs through out the company.

You should seek an employment lawyer so as to act accordingly and prevent your actions from being interpreted as insubordination or a voluntary quit. As an employee you could also consider the following: Getting serious As your performance is already below expectations, you should get working and put extra effort. You have to help yourself out of this situation even if it means requesting the manager for additional training. This may boost your efficiency and effectiveness in doing the work.