Sample Management Essays on Employees Retention Strategies

Differences between Voluntary and Involuntary Turnover

There are two main categories of turnovers experienced in different establishments that are voluntary and involuntary turnover. Voluntary turnover happens when an employee gets another job, an internal transfer, or retires from his position (Harris and Ellis,2018).The firm receives a significant loss since they might have lost a hardworking, determined, and high performing employee. Moore, states that involuntary turnover takes place when the company decides to terminate poorly performing and less-skilled staffs (2017). The firm tries to retain the employee to avoid financial losses while recruiting another worker. When the hired worker does not satisfy the firms’ demand, the organization opts for termination of such employee.

Effects of Job Dissatisfaction on Employees’ Behavior

Low job satisfaction is an issue that affects both large and small businesses across the globe. When employees do not get satisfied with their jobs, different sectors of the firm are affected, and the rest of the employees’ behavior is affected. Job dissatisfaction causes much stress to the employee and poor morale in performing the (Holtom and Darabi, 2018). According to Odell, when one employee shows lack of confidence in the situation, the other workers will start viewing the post negatively (2018). Most of the employees fail to report to work while the rest maintain a reduced performance level.

Organization’s Contribution to Job Satisfaction

A competitive environment of employees in an organization keeps on getting tougher each day. Satisfaction and retention of employees is the critical factor for a firm to progress and be successful. Employees get motivated by getting reasonable and manageable salary payments for their needs (Hines et al., 2020).The organization should also aim at offering training and development opportunities and the employee right working conditions. They should ensure the workers have a good relationship with the superior authority and the organization members. They should ensure that every worker gets a promotion, and when these factors get observed, the firm manages critical employment retention.

 

 

 

References

Harris, M. S., & Ellis, M. K. (2018). Exploring involuntary presidential turnover in American higher education. The Journal of Higher Education89(3), 294-317.

Holtom, B. C., & Darabi, T. (2018). Job embeddedness theory as a tool for improving employee retention. In Psychology of Retention (pp. 95-117). Springer, Cham.

Hines, S., Wakerman, J., Carey, T. A., Russell, D., & Humphreys, J. (2020). Retention strategies and interventions for health workers in rural and remote areas: a systematic review protocol. JBI Evidence Synthesis18(1), 87-96.

Moore, C. V. (2017). Work Engagement: Antecedents and Effects on Student Employee Academic Engagement (Doctoral dissertation, The University of Mississippi).

Odell, B. (2018). Servant Leadership’s Impact on Campus-Wide Culture and Teacher Retention Rates.