INTERNATIONAL TRAINING COLLEGE LINGUA

Towards Educational Excellence

REG: CC/2002/2793
Centre N0. 833006

DEPARTMENT OF BUSINESS AND MANAGEMENT

NAME: Justina Haufiku

STUDENT NUMBER: lcs0014896ba
COURSES: BA L7
Module: Human Resource Management 3
LECTURE’S NAME C.S Gumbi
Assignment : 2
DUE DATE: 15 September 2020
QUESTION 1
5 causes of employee turnover
1. Toxic culture
One of the most common causes of employee turnover is poor culture fit. Mean a
culture that doesn’t fit its people. In other words, the type of corporate culture that
sabotages morale, scares away new talent, and actively drives away its best people.
If an organization exhibits some of the tell-tale signs of a toxic culture, retention rates
will suffer. That company might have the best possible people for the job, but those
people will run for the hills as soon as they connect their increasing stress levels,
tanking physical and mental health, and eroding motivation with their toxic culture.
Self-preservation will always trump a worker’s commitment to their employer, and
people are only going to put up with so much.
2. Lack of purpose or meaning
This means worker who works with the absence of purposes and meanings. People
want their work to have meaning, or at least some kind of purpose. Working with a
shared purpose can increase motivation and performance, not to mention create more
cohesive teams. In fact workers need to works towards some objectives and purposes
in order to carry out their tasks effectively.
And this doesn’t have to mean saving the planet or working towards world peace. It
can be as simple as a shared vision or working towards a common goal. In fact, 9 out
of 10 people are willing to sacrifice at least part of their current salaries to do more
meaningful work.
Unfortunately, it’s sometimes difficult to locate a sense of meaning or purpose at some
companies, and this can drive people to find work elsewhere. It can be the nature of
the work itself or it could be that some organizations just aren’t skilled at creating a
culture of meaningful work. Either way, something probably needs to change.
3. Overwork
Too much work and, subsequently, too much stress is also a major factor in an
employee’s decision to leave your organization and find work elsewhere. Sadly,
overwork isn’t uncommon, it’s the norm.
Overworked employees are prone to illness, high stress, absenteeism, and in some
cases, burnout and depression. In fact, working over 55 hours in a week is extremely
bad for workers in many ways.
As if that’s not enough, overworked employees are not good for your organization’s
bottom line. But the bottom line of your business is undoubtedly the last thing on the
overworked, depressed, burned out employee’s mind as they browse new job
postings.
4. Boredom
On the other hand, a lack of challenging or engaging work is also a major cause of
employee turnover. In other words, boredom. Worker need challenging tasks.

Employees grow bored with their work for a number of different reasons. If they feel
that their capabilities are underused or their job lacks meaning, boredom can set in.
But so, can a mismatch between their interests and the type of work they do or
company they work for. In some cases, bored employees are more stressed than
overworked employees.
It’s no wonder boredom can drive employees to look for new work.
5. A bad boss
Some workers are forced to leave their respective jobs because of bad bosses, who
treats them bad, giving them tough work, bosses that do not offer motivation to their
employees and also the bosses that do not applaud workers for great work done.
Employees who don’t trust their managers are more likely to leave their jobs.
QUESTION 2
How to Reduce Employee turnover?

1. Hire the Right People

Keeping employees starts with hiring the right employees. You likely hire
employees who have strong skills that match your open position. But, how well do your
employees fit in with your business’s culture?

You must hire employees who are behavioural and cultural fits for the job. You can
ask employees behavioural interview questions to find out how they react in certain
situations. Also, during interviews, be sure to show candidates around your business
and tell them about your workplace culture. Candidates will hopefully eliminate
themselves if they don’t fit in.

If employees don’t fit in with your work environment, they won’t be happy. They won’t
fit in, they won’t get along with their co-workers, and they’ll feel lonely. An outstanding
candidate that doesn’t match the behaviors and culture of your business won’t stay
around long. They’ll take their skills somewhere where they fit in.

2. Offer Competitive Pay and Benefits

People want to be compensated well. They need to cover standard expenses like
housing, utilities, and food. And most people want enough money for extras, too. If the
company doesn’t pay its employees well, they’ll find a business that will. This means
employees will looks for a better company that pays well.

When determining compensation for your employees, it’s good to do market research
on wages. Find out what your competitors pay their employees. Research
a competitive salary range based on similar jobs in your local area. For example, if
you want to hire an IT specialist in Namibia you should consider what other businesses
in Namibia pay their IT specialists.

And the company can’t simply give employees pay checks and be done. Employees
want good benefits, too. The company must offer competitive benefits that its
employees want. The company must learn about common employee benefits. Then,
find out what benefits competitors and other businesses in your area offer.

3. Give Praise

Eemployees need encouragement and recognition. When employees do something

right, the company should show appreciation. When they finish a large, difficult project
or submit a project before the deadline, congratulate them. The company should show
them that it sees their hard work.

The goal here is to create an encouraging, positive work environment. When

employees feel respected, acknowledged, desired, and motivated, they are more likely
to stay. Best of all, this method to decrease employee turnover is free. The company
managers just have to use words.

4. Show the Career Path

If employees stay stagnate in one job for too long, they might search for another job
where they can advance. Most employees want to increase their skills and knowledge
and move up the career ladder. Showing employees, a projected career path gives
them a sense of direction and purpose.

The company should show its employees a clear career path. Where can they go from
their current position? Maybe it’s an upward or lateral move. Or, maybe employees
can earn more responsibility in their current position. Whatever it is, let employees
know how they can advance.

Help employees advance along their career path. Provide them with coaching by
recommending ways to advance. Also provide employees with training opportunities.
Give them opportunities to learn new skills and practice them.

5. Allow Flexible Work Schedules

If it’s possible, allow flexible work schedules. Flexible work schedules let employees
adjust their work time and location. Employees can create a work-life balance for
themselves. Workers can pursue things beyond work, go to appointments, and take
care of their families.Flexible work schedules might not be possible for all businesses.
Your employees might need to be at your business at specific times. But there still
might be ways the company can offer flexibility, such as flexible lunch times.

The company should let many of its employees use flexible work schedules. They can
work from home and adjust their work hours. Understand that employees have lives
outside of work. When employees can live their lives outside of work, they will be more
satisfied and less distracted when at work.There will always be employees who want
to leave the company. They will find jobs they’re more interested in, change career
paths, and decide to become a stay-at-home parent, or maybe start their own
business. Employee turnover can’t be completely eliminated. But the company can
reduce it by providing a workplace where employees want to stay.
REFERENCES:

Armstrong, M. (2009), A handbook of human resource management practice, 9th (ed).

London: Kogan-Page Limited

Rampur, S. (2009, August 4). Causes of employee turnover. Retrieved from:

hrrp://www.buzzle.com/articles/causes-of-employeeturnove.html.

Shukla, S., & Sinha, A. (2013). Employees’ turnover in banking sector: Empirical
evidence.IOSR journal of Humanities and Social Science, 11 (), 57-61
(Schwab 1991).