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Unformatted text preview: Study Guide for MGT 303, Final Exam The following are key terms and concepts that you should be familiar with for the exam: turnover voluntary/involuntary Voluntary: Turnover initiated by employees (often whom the company would prefer to keep) Involuntary: Turnover initiated by the organization (often among people who would prefer to stay) o Employment-at-Will Doctrine In the absence of a specific contract, either an employer or employee could sever the employment relationship at any time o Wrongful discharge suits try to establish the discharge violated either: 1. An implied contract or covenant (Employer acted unfairly) 2. Violated public policy (terminated b/c refused to do something illegal, unethical, unsafe) costs of excessive turnover Recruiting, selecting, training Direct costs, work disruptions, loss of organizational memory Separation costs o Tangible HR staff time, managers time, temporary coverage o Intaginble loss of workforce diversity, diminished quality when job is unfilled, loss of organizational memory, loss of clients, teamwork disruptions Replacement costs o General costs, recruitment, selection, orientation & training causes of turnover Job satisfaction and organizational commitment are strong predictors of turnover Pay is generally a weak predictor of turnover Supervison/management, work design, and relationships with others are relatively strong predictors Not always dissatisfaction o Shocks being mistreated by a coworker, spouse offered a job in different location, receiving job offer, merger or acquisition, receiving poor evaluation o More attractive alternative Job Dissatisfaction o Unsafe working conditions o Tasks and roles Positive relationship between job complexity and job satisfaction boredom when jobs are repetitive Job enrichment programs Job rotation: The process of systematically moving a single individual from one job to another over the course of time More flexible workforce Degree to which scheduling is flexible Prosocial Motivation : The degree to which people are energized to do their jobs because it helps other people reducing unwanted turnover Recruitment, selection, and socialization practices during organizational entry affect turnover Managers can influence turnover decisions with training, rewards, and supervisory practices Turnover analysis helps diagnose the extent to which turnover is problematic Implementing effective, evidence-based guidelines for managing turnover Make sure workplace is externally competitive to keep employees from leaving for better offers Recruitment provide realistic job preview (RJP) Employee Assistance Programs (EAPs) : Employer programs that attempt to ameliorate problems encountered by workers who are drug dependent, alcoholic, or psychologically troubled Measuring and Monitoring Job Satisfaction o Job Descriptive Index (JDI) o Pay Satisfaction Questionnaire (PSQ)...
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This note was uploaded on 03/23/2012 for the course MGT 303 taught by Professor Waugh during the Fall '11 term at Miami University.
- Fall '11