Deck 14: Retention Management

Question 1

Compared to discharge turnover,voluntary turnover is usually more costly.

Answer 1

False

Question 2

Material and equipment costs are likely to be the most prevalent in replacement and training costs.

Answer 2

True

Question 3

The primary immediate benefit of turnover for employers is hiring inducements.

Answer 3

False

Question 4

Of the three types of employee turnover,discharges are the most prevalent.

Question 5

Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage.

Question 6

Availability of promotions or transfers may lessen or eliminate any intentions to quit,even though the employee is very dissatisfied with the current job.

Question 7

Desirability of movement is a weak predictor of voluntary employee turnover.

Question 8

An employee's overall intention to quit depends on the desirability of leaving,ease of leaving,and alternatives available to the employee.

Question 9

Employees who have a high intention to quit necessarily end up quitting their jobs.

Question 10

Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible.

Question 11

Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is,or is projected to be,overstaffed.

Question 12

Data are seldom available regarding when or where employee turnover is occurring in most organizations.

Question 13

Because it is typically very easy to collect and analyze job satisfaction data meaningfully,most organizations make this a cornerstone of their retention strategy.

Question 14

Discharge turnover is primarily due to extremely poor person/organization matches.

Question 15

An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job.

Question 16

Postexit surveys should ask be mailed quite some time after the employee's last day of work so the individual has sufficient time to reflect on his or her experiences.

Question 17

Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment.

Question 18

The interviewee in an exit interview should be told that the comments that he/she makes will be confidential and that only aggregate results will be used by the organization.

Question 19

There are several positive,functional outcomes of employee turnover.

Question 20

Research suggests that there are differences between the reasons for turnover that employees provide in exit interviews and the reasons employees provide in anonymous surveys.

Question 21

Of the factors that influence an employee's desirability of leaving,job satisfaction is the one that cannot be influenced to a significant degree by organizations.

Question 22

In general,most employees report that the opportunity for higher compensation is a more powerful predictor of turnover than conflict with supervisors.

Question 23

Research has shown that the best performers are least likely to quit when an organization either rewards performance with higher compensation or widely communicates its compensation practices;doing both adds little to these independent effects.

Question 24

Increased investment in training as a practice by itself is usually associated with decreases in turnover rates.

Question 25

Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated.

Question 26

One potential benefit of employee discharges is the development of improved performance management and disciplinary skills.

Question 27

Turnover cost estimates are very precise and accurate in most cases.

Question 28

Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation,replacement,and training activities.

Question 29

To have the power to attract and retain employees,rewards must be unique and unlikely to be offered by competitors.

Question 30

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs.

Question 31

One recommendation for an effective performance appraisal or management system is that appraisal criteria should be job-related,specific,and communicated in advance to the employee.

Question 32

One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace.

Question 33

Providing employees increased autonomy and a requiring them to learn a variety of skills increases stress significantly,which leads to greater turnover rates.

Question 34

Because employees quit companies,not jobs,internal staffing systems are usually seen as a poor substitute for a job at another company.As such,they do little to reduce intentions to leave.

Question 35

Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication.

Question 36

A recent comprehensive examination of retention initiative effectiveness found that the most effective organizational strategy for retaining employees is the provision of concierge services.

Question 37

Evidence suggests that personality dispositions have little or no impact on employee tendencies to turnover.

Question 38

Performance management systems enable organizations to ensure that an initial person/job match yields an effectively performing employee.

Question 39

Downsizing costs are concentrated in separation costs for permanent reductions in force.

Question 40

Employees may not like a supervisor who speaks in a derogatory way towards them,but evidence suggests they seldom actually turnover as a result of these feelings.

Question 41

Employee termination is the final step in progressive discipline,and ideally it would never be necessary.

Question 42

Discharge turnover targets groups of employees and is also known as reduction in force.(RIF).

Question 43

Exit interviews can be used to explain _________ to departing employees.

A) rehiring rights
B) benefits
C) confidentiality agreements
D) all of these

Question 44

The types of employee turnover include ____________.

A) voluntary
B) discharge
C) downsizing
D) all of these

Question 45

Turnover due to organizational downsizing is classified as _______.

A) voluntary
B) involuntary
C) supplemental
D) it depends on the circumstances of the downsizing

Question 46

Poor task performance is the result of insufficient ability,knowledge,skills,or motivation.

Question 47

No-layoff policies cannot be implemented effectively by organizations.

Question 48

Research shows that downsizing has negative impacts on employee morale and health,workgroup creativity and communication,and workforce quality.

Question 49

Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.
Multiple Choice Questions

Question 50

An employee's intention to leave an organization is influenced by ___________.

A) perceived desirability of movement
B) perceived ease of movement
C) alternatives available to the employee
D) all of these

Question 51

Which of the following is a common tool to assess employee reasons for leaving?

A) Position analysis
B) Job rotation
C) Exit interview
D) Discharge notification

Question 52

Downsizing is typically a reflection of ___________.

A) overstaffing
B) understaffing
C) an appropriate staffing level
D) none of these

Question 53

Economic separation costs associated with voluntary turnover include _________.

A) hiring inducements
B) rehiring costs
C) manager's time
D) more than one of these

Question 54

Ease of leaving is greater when _____.

A) employees are highly embedded
B) employees possess ample employer-specific KSAOs
C) when labor markets are loose
D) all of these

Question 55

Replacement costs associated with voluntary turnover include ___________.

A) HR staff induction costs
B) mentoring
C) severance pay
D) contagion

Question 56

The desirability of leaving an organization is often an outgrowth of __________.

A) poor person/organization match
B) favorable labor market conditions
C) general,transferable KSAOs
D) none of these

Question 57

Which of the following is a suggestion for conducting an appropriate exit interview?

A) the interviewer should be the employee's immediate supervisor.
B) there should be an unstructured interview format.
C) the interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file.
D) none of these

Question 58

In progressive discipline,termination is seen as a viable early option to avoid having to work through a potentially fruitless cycle of improving a low-ability worker.

Question 59

Discharge turnover is usually due to ____________.

A) a site or plant closing
B) permanent layoff
C) poor employee performance
D) none of these

Question 60

Data shows dramatic decreases in organizational stock price following a downsizing,especially if the downsizing organization restructures assets during downsizing.

Question 61

The first strategy for improving employee retention is to ______________.

A) redesign employee jobs
B) increase pay
C) improve job satisfaction
D) none of these

Question 62

Which of the following is not a part of normal progressive discipline?

A) Give employees notice of the rules of conduct
B) Provide employees with alternative employment if performance problems persist
C) Allow for full investigation of alleged employee misconduct
D) Give employees the right to appeal a decision

Question 63

Which of the following is an example of a major employee offense?

A) sabotage
B) theft
C) drug/alcohol abuse at work
D) all of these

Question 64

Organizations that link extrinsic rewards to employee performance (i.e.that use incentive compensation plans)find that ______.

A) turnover of high performers decreases and turnover of low performers increases
B) turnover is increased across the board
C) turnover is decreased across the board
D) turnover rates are largely unaffected

Question 65

As assessment of employee success in reach goals,ratings of competencies,and suggestions for improvement are all part of ______.

A) performance planning
B) performance appraisal
C) performance execution
D) progressive discipline

Question 66

Economic costs associated with downsizing include ____________.

A) threat to harmonious labor-management relations
B) decreased employee morale
C) higher unemployment insurance premiums
D) difficulty in attracting new employees

Question 67

Which of the following is a potential benefit associated with voluntary employee turnover?

A) lowered replacement costs
B) savings from not replacing an employee
C) vacancy creates an open job that must be staffed
D) all of these

Question 68

Work-life balance programs are an example of ______.

A) communal distribution
B) intrinsic rewards
C) instrumentality
D) a completely ineffective retention strategy

Question 69

Which of the following is a potential benefit associated with downsizing?

A) focus on core businesses,eliminating peripheral ones
B) spreading risk by outsourcing activities to other organizations
C) lower payroll and benefit costs
D) all of these

Question 70

Which of the following makes involuntary turnover potentially more costly than a similar level of voluntary turnover?

A) Accrued paid time off
B) Possibility of a lawsuit
C) Staffing costs for a new hire
D) Formal training

Question 71

Guidelines for increasing job satisfaction and retention include ____________.

A) establish a lag pay policy for all employees
B) link rewards to retention behaviors
C) keeping core operations information secret
D) none of these

Question 72

______ includes the completion of job tasks that are specifically included in the job description.

A) Citizenship
B) Task performance
C) (low)Counterproductivity
D) All of these

Question 73

Recommendations for the effective design and use of a performance appraisal or management system include _____________.

A) evaluations should be in writing
B) the employee should receive timely feedback about the evaluation and an explanation for any outcome decision
C) there should be agreement among different raters in their evaluation of the employee's performance
D) all of these

Question 74

Research on organizational justice suggests that _____.

A) justice only influences turnover in highly industrialized Western countries
B) communication has little impact on employee attitudes or turnover intentions
C) employees are typically well-informed about organizational policies
D) none of these

Question 75

To increase the cost of leaving,employers _____.

A) reduce headcount
B) provide deferred compensation
C) increase workloads
D) provide free stock to employees

Question 76

Which of the following is an attribute of a high value employee that an organization would want to prevent from leaving?

A) low training investment
B) strong KSAOs
C) retirement
D) low seniority

Question 77

Research most clearly suggests that when organizations wish to increase retention they need to ______.

A) provide team-building
B) convince employees that there are few alternatives
C) offer "bundles" of HR practices that complement one another
D) demonstrate executive commitment to outreach

Question 78

Organizations can use compensation to reduce turnover by ______.

A) providing deferred compensation
B) giving specific rewards for seniority
C) increasing pay levels to surpass the market
D) all of these

Question 79

Which of the following is an attribute of a low value employee that an organization would not want to prevent from leaving?

A) little intellectual capital
B) high seniority
C) high performance
D) all of these

Question 80

Which of the following factors leading to turnover cannot usually be addressed by the organization?

A) Poor social environment at work
B) Low levels of job satisfaction
C) Employee shocks
D) All of these can be addressed by organizational policy