Turnover, Motivation, Research Methods

ASSESSMENT

Table of Contents
MAIN BODY...................................................................................................................................3
Turnover.......................................................................................................................................3
Motivation....................................................................................................................................5
Research methods........................................................................................................................7
REFERENCES..............................................................................................................................11

MAIN BODY
Turnover
Employees turnover:
It is defined as a term which shows the number of employees whom leave the
organization within a year or specific period. Leaving of employees or replacing the employees
from one other is also considered as employees turnover. The employee may leave the
organization whether by personal reason or due to company's reason (Kim, 2017). Leaving the
employees from the company would either be considered as positive or negative because on the
one hand it allows and opening the gates of company for some other desirable candidates while
on the other hand large turnover rate of the company may even result in creation of troubles for
the company in the form of non achievement of objective or loosing of skilled and talented
human resource. There may be various reasons of employees turnover which may includes lack
of growth opportunities, lack of motivation, pressurize environment of the company, lack of
hearing employees reviews and feedbacks and various other reasons.
Theories of employee turnover
there are mainly two theories for employee turnover which are:
firm specific human capital theory:
This theory says that if the company have to pay for all the expenses on training then providing
staff training incentives will reduce by higher turnover rates. The incentives will even go down
when the general training and specific training are not separable. If there is increase in the
turnover then there will be downfall in the productivity (Miller, 2017). The loss of human capital
is very bad for the organization and will put negative impact on the productivity. Recruitment
and training will help in increasing the production of the business. High employee turnover can
also affect the morale of the company.
Job matching theory:
This theory says that the company will search the workforce and the workforce will search the
company until they both met each other and right employee got selected for the right position.
The conditions for the matching can be changed with the time which will lead to reallocation of
the labour. For those firms who have adopted the advanced technology for production can
substitute skilled workers for the unskilled workers. The employees who have qualification,

knowledge and skills can get better opportunity in their career. If the turnover is regular then it is
also helpful for both the organization and employees to get fresh talent for the company and for
employee getting new job.
Voluntary turnover vs Involuntary turnover:
In voluntary turnover employees leave the organization because of their own need and
wants while in case of involuntary turnover companies itself out the employees due to their
unsatisfactory and low performance.
Voluntary leaving of employees is usually occurs due to employee's personal decision or
when they find good opportunities in some other companies while involuntary leaving is always
related to work related reason or professional misconduct of the employees.
Voluntary turnover leads to the creation and happening of more business loss because
during this many talented and skilled employees leave the company. This may cause severe harm
to the company (Lee, 2017). On the other hand involuntary turnover may not lead to such high
degree of harm to the company. Some companies may even safeguard themselves from the
losses by adopting involuntary turnover practice because it involves the removing of those
employees which may create professional misconduct or harm the company.
Involuntary turnover may occurs when company thinks to reduce its workforce or when it
takes decisions to remove poorly performing employees which does not include employee's
consent while voluntary turnover may occurs with the full consent of employees in-fact
employees themselves left the job with their own wish.
Desirable vs undesirable turnover
Desirable turnover:
Desirable turnover means when the old employees are replaced with the new and fresh
employees which help the organization in achieving the competitive advantage. This will also
help company to stay away from the poor performances. It will help in the upgradation of the
employees as some companies give the chance to employees to improve their performance. It
will lower the salary, it can be considered as the important reason why company do employee
turnover so that they can do salary copping.
Undesirable turnover: