Question 1

If employees believe they can advance their careers within the organization,they are more likely to stay with the organization.

Accepted Answer

This statement is true. When employees see opportunities to advance and grow within the organization, they are more likely to see their future with the organization and remain committed to it. This can lead to higher retention rates and a more stable workforce.

Question 2

HR planners must assess the internal supply of labor in the firm.What steps are involved in assessing the internal workforce and what factors affect the internal supply of labor?

Accepted Answer

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Question 3

As the director of HR for a major interstate trucking line,you realize that a non-discriminatory work environment is not a key factor in retention of truck drivers because the truck drivers usually work without direct supervision and on their own.

Accepted Answer

While truck drivers may work independently, a non-discriminatory work environment is still an important factor in retention. A company that values diversity and respects all employees, regardless of their background, is likely to retain more drivers in the long run. Discrimination or a lack of diversity and inclusion can lead to a negative workplace culture and high turnover rates.

Question 4

What is meant by job satisfaction and organizational commitment? What are the advantages of a satisfied and committed workforce? How does the concept of employee engagement apply to turnover?

Accepted Answer

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Question 5

It is best for organizations to avoid rehiring "alumni," even when they were strong performers,because these individuals have demonstrated a lack of organizational loyalty and would not be good prospects for long retention.

Accepted Answer

This statement is not necessarily true. There may be valid reasons why an individual left the organization, such as a better professional opportunity or personal reasons. It is also possible for them to have gained valuable experience elsewhere and be more committed to returning and contributing to the organization. Ultimately, each situation should be evaluated on a case-by-case basis.

Question 6

A top research scientist at a major university is hired away by a private pharmaceutical firm.This is an example of the truism that if solid performers want to leave,the organization cannot hold them.

Accepted Answer

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Question 7

What factors should be considered when estimating the cost of turnover to the organization?

Accepted Answer

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Question 8

What are the five main drivers of retention? Describe the HR-related activities which are related to each driver.

Accepted Answer

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Question 9

Why should organizations address controllable turnover? From the employer's point of view,what is the worst type of turnover? What strategies would you recommend for addressing retention?

Accepted Answer

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Question 10

Traditionally,employee loyalty and long service with one employer were the norm.How has this changed? Why? Discuss this issue in terms of the psychological contract.

Accepted Answer

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Question 11

Turnover,especially dysfunctional turnover,can be seen as a symptom of underlying problems in the organization that must be fixed before turnover can be reduced.

Accepted Answer

Dysfunctional turnover occurs when valuable and skilled employees leave the organization, leading to negative consequences such as lower productivity, decreased morale, and higher recruitment and training costs. It is usually a result of underlying problems such as poor leadership, low job satisfaction, lack of growth opportunities, or a toxic work environment. Therefore, in order to reduce turnover, organizations need to address these root causes and create a positive and supportive work culture that encourages employee engagement, development, and well-being.

Question 12

One reason that organizations rotate their best managers overseas is that when these expatriates return to the U.S.headquarters,they have higher retention rates than employees who have stayed in the U.S.

Accepted Answer

Research indicates that expatriates often face challenges upon returning, such as reverse culture shock and difficulty reintegrating, which can lead to lower retention rates compared to those who never left.

Question 13

If layoffs result in the remaining employees working longer hours in more stressful conditions,retention problems could emerge.

Accepted Answer

Layoffs can lead to increased workload and stress for the remaining employees, which can lead to burnout and ultimately, retention problems.

Question 14

The director of HR for Lime Mountain Hospital contends with a tight labor market for intensive care nurses.Lime Mountain pays competitive salaries,so the director realizes that in order to reduce the turnover of these nurses,she must address any dissatisfaction the nurses have with hospital management practices.

Accepted Answer

The statement suggests that the director realizes the need to address any dissatisfaction the nurses have with hospital management practices in order to reduce turnover. Therefore, it is true that the director must address any dissatisfaction to retain nurses, even if the hospital pays competitive salaries.

Quiz 5: Human Resource Planning and Retention