IOP3706 Assignment 1 2026
DUE MARCH 2026
SCENARIO
Ubuntu Manufacturing (Pty) Ltd is a medium-sized South African manufacturing
company employing approximately 350 employees. Over the past 18 months, the
organisation has experienced high voluntary turnover, particularly among skilled
engineers, supervisors, and young professionals from designated groups.
Exit interviews indicate dissatisfaction with career development opportunities, reward
and remuneration practices, and performance appraisal processes. E.
QUESTION 1
Briefly explain three forms of turnover that may be influencing employees’
turnover intentions at Ubuntu Manufacturing.
Coetzee and Schreuder (2016), three forms of turnover influencing employees'
intentions to leave Ubuntu Manufacturing are
Voluntary Turnover: This is the primary form of turnover suggested by the case
study. It occurs when competent and capable employees, such as the skilled
engineers and young professionals, choose to leave the organisation. The study
guide state that voluntary turnover is "generally costly to the organisation" as it leads
to reduced productivity and the expenses of recruiting and training replacements
(Coetzee & Schreuder, 2016). The exit interviews confirm this, as employees are
actively choosing to accept offers from competitors.
DUE MARCH 2026
SCENARIO
Ubuntu Manufacturing (Pty) Ltd is a medium-sized South African manufacturing
company employing approximately 350 employees. Over the past 18 months, the
organisation has experienced high voluntary turnover, particularly among skilled
engineers, supervisors, and young professionals from designated groups.
Exit interviews indicate dissatisfaction with career development opportunities, reward
and remuneration practices, and performance appraisal processes. E.
QUESTION 1
Briefly explain three forms of turnover that may be influencing employees’
turnover intentions at Ubuntu Manufacturing.
Coetzee and Schreuder (2016), three forms of turnover influencing employees'
intentions to leave Ubuntu Manufacturing are
Voluntary Turnover: This is the primary form of turnover suggested by the case
study. It occurs when competent and capable employees, such as the skilled
engineers and young professionals, choose to leave the organisation. The study
guide state that voluntary turnover is "generally costly to the organisation" as it leads
to reduced productivity and the expenses of recruiting and training replacements
(Coetzee & Schreuder, 2016). The exit interviews confirm this, as employees are
actively choosing to accept offers from competitors.
