1. 10 Developing Employees For Future Success What Do I Need to Know?
Chapter
Developing Employees
For Future Success
What Do I Need to Know?
1. Distinguish between involuntary and voluntary turnover and describe their effects on an organization.
 2. Discuss how employees determine whether the organization treats them fairly.
 3. Identify legal requirements for employee discipline.
 4. Summarize ways in which organizations can fairly discipline employees.
 5. Explain how job dissatisfaction affects employee behavior.
 6. Describe how organizations contribute to employees’ job satisfaction and retain key employees.

2. 2 of 23
Introduction
Research indicates that retaining employees helps retain customers and investors.
Organizations with low turnover and satisfied employees tend to perform better.
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3. Managing Voluntary and Involuntary Turnover
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Managing Voluntary and Involuntary Turnover
Employee turnover refers to employees leaving the organization.
Involuntary turnover occurs when the organization initiates turnover.
When the employee initiates the turnover, it is voluntary turnover.
Discharging employees can be very difficult due to:
Decisions have legal aspects
Issues related to personal safety
Employee retention is difficult due to:
Rash of layoffs and downsizing
Tight labor markets
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4. Costs Associated With Turnover
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Costs Associated With Turnover
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Employee Separation
Because of the critical financial and personal risks associated with employee dismissal, organizations must develop a standardized, systematic approach to discipline and discharge.
These decisions should be left solely to the discretion of individual managers and supervisors.
Policies that can lead to employee separation should be based on the principles of justice and law and should allow for various ways to intervene.
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6. Principles of Justice Principle of justice include: Outcome fairness
Procedural justice
Interactional justice
Justice issues come into play in the use of noncompete agreements.
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7. Principles of Justice 7 of 23 McGraw-Hill
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8. Legal Requirements Wrongful discharge:
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Legal Requirements
Wrongful discharge:
Discipline practices must avoid this
May not violate an implied contract or public policy
Discrimination:
Equal employment opportunity requirements
Employees’ privacy:
Legitimate reasons
Monitoring employees
Searching employees
Knowing who will see information
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9. Measures for Protecting Employees’ Privacy
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Measures for Protecting Employees’ Privacy
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10. Progressive Discipline
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Progressive Discipline
Progressive discipline: a formal discipline process in which the consequences become more serious if the employee repeats the offense.
Creating a formal discipline process is the primary responsibility of the human resource department.
Organizations must communicate rules and rule violation consequences to every employee. This can be done via:
Bulletin board
Handbook
Intranet
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11. Progressive Discipline Responses
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Progressive Discipline Responses
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12. Common Problems Requiring Discipline
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Common Problems Requiring Discipline
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13. Alternative Dispute Resolution
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Alternative Dispute Resolution
Alternative dispute resolution refers to a variety of methods to resolve disputes in a timely, constructive, cost-efficient manner.
In general, a system for alternative dispute resolution proceeds through four stages:
Open-door policy
Peer review
Mediation
Arbitration
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14. Typical Stages of Alternative Dispute Resolution
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15. Employee Assistance Programs
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Employee Assistance Programs
Employee assistance program: a referral service that employees can use to seek professional treatment for emotional problems or substance abuse.
Basic elements of an EAP:
Identified in official company documents
Trained supervisors
Trained employees
Regular program evaluation
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16. 16 of 23
Job Withdrawal
Job withdrawal – a set of behaviors with which employees try to avoid the work situation physically, emotionally, and mentally.
Job withdrawal results when circumstances cause the employee to become dissatisfied with the job:
Nature of the job
Supervisors and coworkers
Pay levels
Employee’s own disposition
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17. Job Withdrawal Process
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Job Withdrawal Process
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18. Job Dissatisfaction Personal disposition: Tasks and roles:
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Job Dissatisfaction
Many aspects of people and organizations can cause job dissatisfaction. These factors fall into four categories:
Personal disposition:
Negative affectivity
Negative core self-evaluation
Tasks and roles:
Role ambiguity
Role conflict
Role overload
Supervisors and coworkers
Pay and benefits
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19. Methods to Combat Job Dissatisfaction
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Methods to Combat Job Dissatisfaction
Behavior changes:
Change the condition
Whistle-blowing
Lawsuits
Physical job withdrawal:
Arriving late
Calling in sick
Requesting a transfer
Leaving the organization
Psychological Withdrawal:
Job involvement
Organizational commitment
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20. 20 of 23
Job Satisfaction
Job satisfaction is a pleasant feeling resulting from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values.
Several important aspects of job satisfaction include:
Related to a person’s values
Different views of which values are important
Based on perception
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21. Increasing Job Satisfaction
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Increasing Job Satisfaction
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22. 22 of 23
Tasks and Roles
Organizations can improve job satisfaction by making jobs more complex and meaningful. Some of the methods available for this approach to job design are job enrichment and job rotation.
Organizations can increase satisfaction by developing clear and appropriate roles.
Job complexity
Meaningful work
Clear and appropriate roles
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23. Monitoring Job Satisfaction
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Monitoring Job Satisfaction
The usual way to measure job satisfaction is with some kind of survey.
To obtain a survey instrument, an excellent place to begin is with one of the many established scales.
Job Descriptive Index
Nonverbal measure of job satisfaction
Pay Satisfaction Questionnaire
Exit interview: meeting of the departing employee with the supervisor and/or HR specialist to discuss the employee’s reasons for leaving.
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