Identify any motivational theory or approach that would be a positive and productive way for an HR consultant to address with management in order to assist in reducing employee turnover.

First Section

Chapter 7 has information that many of us can relate to as we consider our employment experiences – the issues of micromanagement, favoritism, job satisfaction, etc. Review the information found on Reasons for Voluntary Turnover (pp.211-212); in Figure 7.2. – Common Reasons for Employee Turnover (pp. 213); Theories of Job Dissatisfaction, Progression of Job Withdrawal, and Motivation (pp.216-220); and Retention Strategies (pp.228-237) and respond to the following:

  1. Rank the common reasons for employee turnover and post a response that describes your top three in order of critical importance for the organization to handle through intervention.
  2. Identify any motivational theory or approach that would be a positive and productive way for an HR consultant to address with management in order to assist in reducing employee turnover.
  3. Discuss the retention strategy you would recommend in order to impact one of your top three reasons for employee turnover that you ranked in Item 1.

Second Section:

An employee can be separated from an organization in three ways: (1) Resignation; (2) Termination; and, (3) Absconding or Job Abandonment.

As background information, review Chapter 10 – Types of Performance Issues (pp. 317-318); Influences on Performance (pp. 320); Performance Issue Model and the Process for Handling Performance Issues (pp. 322); and, Options for Handling Performance Issues (pp.324-327) to respond to the situations.

Consider each of the situations and determine, as an HR employee, whether the employee should receive immediate termination or a progressive discipline process, and provide justification for your responses along with the level and type of discipline the employee should receive:

  1. The employee stole one pack of office paper, stating he would be using it at home to perform his job.
  2. An employee posted how boring her job is on a Facebook status update. You know she is Facebook friends with several clients.
  3. The employee groped a colleague in the break room.
  4. You saw the employee’s résumé posted on LinkedIn, stating she was looking for a new job.
  5. The manager has told you the employee is difficult to work with and not liked by his colleagues.

Respond in complete sentences and demonstrate evidence that you have reviewed the referenced pages cited from Chapter 10. Be thorough and complete in your responses to the situations.


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Competing books are focused on the academic part of HRM, which is necessary in a university or college

setting. However, the goal with this book is not only to provide the necessary academic background

information but also to present the material with a practitioner’s focus on both large and small

businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are

necessary to making a good textbook. Clear and concise language makes the book interesting and

understandable (not to mention more fun to read) to the future HRM professional and manager alike.

It is highly likely that anyone in business will have to take on an HRM role at some point in their careers.

For example, should you decide to start your own business, many of the topics discussed will apply to your

business. This is the goal of this book; it is useful enough for the HRM professional, but the information

presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other

key differences include the following:

 This book utilizes a technology focus and shows how HRM activities can be leveraged using technology.

 We have also included a chapter on communication and information about motivational theories. Since

communication is a key component of HRM, it makes sense to include it as a full chapter in this book.

Human motivation is one of the cornerstones of HR, which is why we include information on this as well.

 Rather than dividing certain chapters, we have combined some chapters to provide the entire picture of

related topics at once. For example, in Chapter 6 “Compensation and Benefits”, we discuss both pay and

benefits, instead of separating them into two chapters.