The issue of employee turnover has to be identified addressed by the management and a possible solution should be found. This could be done by finding out the root cause of the issue. According to researchers, there is a correlation between job satisfaction and employee turnover. There are other factors that lead to higher employee turnover such as poor working conditions, Employees often voluntarily leave a job due to the relationship they have with their direct managers. Generally, if the work relationships are positive and motivating, employees will accept average wages and mundane or even highly stressful work.
Workplace absenteeism is term generally refers to unscheduled absence of employee from workplace. Employee’s mental & physical situation, intention to work or some habitual factors influences themselves to absent frequently from a workplace. There are also some causes of absenteeism are legitimate, like personal illness, family issues. But workplace absenteeism are highly identified due to poor work environment or workers who lack of commitment to their jobs. Where employers only expect from their employees to miss a certain number of working days each year, excessive absence resulting decrease of productivity & can have a major effect on company’s financial activities, morale & other factors.
(Williiams C. R. et al, 1994:269)Monetary and hidden costs are associated with employee turnover. When an employee leaves an organization, it costs the company in: ¾ Productivity - When the employee leaves, productivity will usually take a downturn because other workers may have to add the former employee's duties to their own workload, at least temporarily. - 5 - ¾ Money - In addition to the costs associated with lower productivity, the company may have to pay employees overtime to get them to take up the slack left by the former employee until a replacement can be found. The organization may also have to face unemployment claims and pay for the cost of recruiting and hiring a replacement. ¾ Time - Not only may the employees will be distracted from their regular duties to cover for a former employee, but the organization will have to spend time and money advertising, interviewing, and hiring a replacement employee.
When the employee leaves, the investment on him is not realized. 3. Interruption of Customer Service: Customers and clients do business with accompany in part because of the people. Relationships are developed that encourage continued sponsorship of the business. When an employee leaves, the relationships that he built for the company are severed leading to potential customer
MANAGERIAL PROBLEMS Manpower Retention Root Causes Employees quit their jobs for various reasons. Most of which are under the control of the employer. • Relationship with the Boss and Co-workers. The manager don’t necessarily needs to be friends with the his subordinates but they should at least have a pleasant relationship. Since employees work with each other and report to the boss from time to time, having an unpleasant relationship might lead to lack of commitment, confidence and work engagement of the employees which eventually leads to resignation.
• Assessment of management style- It has been discovered that sometimes employees miss work because they are not satisfied with the management style of the firm. Thus it is sometimes good to review the management system of the organization to see how it can be improved (Beesley, 2011) • Terminate repeating offenders- According to Beesley (2011), if all the above mentioned rewards don’t encourage employees to reduce their absences, it would be correct to fire them from their jobs and set an example for the employees. This will surely improve the attendance record as no one would want to lose their jobs thus will ensure they do not miss work. Absenteeism as mentioned has the ability to be an obstacle to any organization as it can delay the time it takes to achieve goals and objectives. This is because it increases the costs the firm will incur due to the absence of employees as it will increase the overall productivity of the organization.
Studies show that workplace harassment diminishes morale and one’s desire to work hard because of poor treatment and lack of motivation. Workplace violence can either be physical or verbal. In most cases it is verbal. Verbal workplace harassment is either delivered by a fellow employee or a manager. It can either be directed at the person in the conversation that is meant for them to hear or spoken to another.
Downsizing in term of management is an intentional reduction in the size of a workforce at all staffing levels in order to survive a downturn, improve efficiencies, or become a more attractive candidate for acquisition or merger. Used often as a euphemism for indiscriminately firing the employees . The downsizing process is affecting the organizations and employees by changes in individual responsibilities and the work process. When there are layoffs, employees are required to do more with less input and source. In order to keep the organization functioning effectively despite fewer staff members, employees need to take other roles and responsibilities and ineffectively doing the work or task given.
Employee turnover may be understood as the employee leaving the organization or profession voluntarily. It has been observed that voluntary turnover is an interdisciplinary and multidimensional construct. Various studies, over the years, have been conducted and different models have been proposed to explain turnover of employees. Different factors have been quoted in the models to reason out the quitting behavior of employees. However, every model indicates one common factor –turnover intention –as the antecedent of actual turnover behavior.