QUIZ #8: ESSAY TEST

1. Differentiate involuntary and voluntary turnover.

Involuntary turnover is done often among people who would prefer to stay and initiated
by the organization. On the other hand, voluntary turnover is conducted often whom the
company would prefer to keep and initiated by the employees.

2. List the major elements that contribute to perceptions of justice and how to apply these in
organizational contexts involving discipline and dismissal.

Outcome justice focuses on the ends, procedural and interactional justice focus on
means. If methods and procedures used to arrive at and implement decisions that impact the
employee negatively is seen as fair; the reaction is likely to be much more positive than if this is
not the case. Procedural justice focuses specifically on the methods used to determine the
outcomes received. Whereas procedural justice deals with how a decision was made,
interactional justice refers to the interpersonal nature of how the outcomes were implemented.

3. Explain the relationship between job satisfaction and various forms of job withdrawal, and
identify the major sources of job satisfaction in work contexts.

Job satisfaction is a pre-requisite for employee performance in any company

organization and. It is really important for both the employee and the employer in an
organization. Job satisfaction provides them a sense of mental, physical, financial technical and
human security. It helps the employee to retain in the future in the organization where
employee commitment and work performance regarding the work environment will ensure and
develop the quality environment and quality product.
However, if this satisfaction does not feel by the employees there are possibility of job
withdrawal. There are certain job conditions that cannot be changed, but if this is crucial to
employees, a dissatisfied worker may be able to solve the problem by leaving the job. There is a
negative relationship between turnover rates and organizational performance, and it is
generally very costly to replace workers— especially high performers in skilled jobs. Major
sources of job dissatisfaction are unsafe working conditions, personal dispositions, tasks and
roles, supervisors and co-workers, pay and benefits.
4. In your own opinion, how do you design a survey feedback intervention program that will
promote retention of key organizational personnel?

In my opinion, I think a successful survey feedback intervention program that will

promote retention of the key organizational personnel should be design based on the
assessment that gives a larger view of exactly what aspects of pay are most or least satisfying.
Establishing a scale are excellent places to begin if employers wish to assess the satisfaction
levels of their employees. An employer would be foolish to ―reinvent the wheel‖ by generating
its own versions of measures of these broad constructs. Of course, in some cases, organizations
want to measure their employee’s satisfaction with aspects of their work that are specific to that
organization.