C202 Chapter 2 Questions With Correct
Answers!!
Affective commitment:
A positive emotional attachment to the organization and strong identification with its values and
goals. Employees of an animal shelter may be affectively committed to the organization because
of its goal of finding good homes for all pets. Affectively committed employees stay with an
organization because they want to.
Normative commitment:
Feeling obliged to stay with an organization for moral or ethical reasons. An employee whose
expensive surgery was just enabled by an employer's health plan and work leave policy might
feel a moral obligation to stay with the employer for at least a few years to repay the debt.
Normatively committed employees stay with an organization because they feel they should.
Continuance commitment
Staying with an organization because of perceived high economic (leaving would mean losing
valuable stock options) and/or social costs (coworker friendships) involved with leaving.
Continuance commitment leads employees to stay with an organization because they feel that
they have to.
The opposite of engagement might be thought of as?
employee burnout
Burnout
refers to "exhaustion of physical or emotional strength or motivation usually as a result of
prolonged stress or frustration.
Voluntary turnover
occurs when an employee chooses to leave the organization for personal or professional reasons.
Voluntary turnover methods include a written or verbal resignation, not reporting for work as
assigned, or retiring
,External factors including high unemployment rates can influence what type of turnover?
voluntary turnover
Involuntary turnover
occurs when the organization asks an employee to leave due to factors including poor
performance, restructuring, downsizing, or a merger or acquisition.
Functional turnover
is the departure of poor performers.
Dysfunctional turnover
is the departure of effective performers the company would have liked to retain.
Avoidable turnover
is turnover that the employer could have prevented by addressing the cause of the turnover.
Causes of avoidable turnover include low pay, job stress, and poor work-life balance.
Unavoidable turnover
is turnover that could not have been prevented by the employer, such as resignations due to
family needs, serious illness, or death.
Organizations generally try to minimize turnover that is
voluntary, dysfunctional, and avoidable
Voluntary
The employee chooses to leave for personal or professional
Involuntary
The employer discharges the employee due to poor performance, misconduct, or reorganization.
Functional
The departure of a poor performer that could benefit the organization.
, Dysfunctional.
The departure of a successful employee whom the company would have liked to retain.
Avoidable
Preventable turnover (e.g., turnover due to a lack of promotion opportunities).
Unavoidable
Unpreventable turnover (e.g., turnover due to the relocation of the employee's spouse).
optimal turnover
the turnover level that produces the highest long-term levels of productivity and business
improvement
Downsizing
is a permanent reduction of multiple employees intended to improve the efficiency or the
effectiveness of the firm
layoff
also known as a reduction in force, is a temporary reduction of employees
An implied employment contract occurs when
an employer's personnel policies, handbooks, or other materials indicate that it will only fire an
employee for good cause or specify a procedural process for firing.
When the economy is softer and fewer organizations are hiring
it is harder for employees to leave, and turnover rates are usually lower.
If the economy is good and jobs are plentiful
retaining all employees is more difficult.
Developing a _____________ that addresses the causes of turnover can improve the
retention of critical employees and employees in key positions
retention plan
Answers!!
Affective commitment:
A positive emotional attachment to the organization and strong identification with its values and
goals. Employees of an animal shelter may be affectively committed to the organization because
of its goal of finding good homes for all pets. Affectively committed employees stay with an
organization because they want to.
Normative commitment:
Feeling obliged to stay with an organization for moral or ethical reasons. An employee whose
expensive surgery was just enabled by an employer's health plan and work leave policy might
feel a moral obligation to stay with the employer for at least a few years to repay the debt.
Normatively committed employees stay with an organization because they feel they should.
Continuance commitment
Staying with an organization because of perceived high economic (leaving would mean losing
valuable stock options) and/or social costs (coworker friendships) involved with leaving.
Continuance commitment leads employees to stay with an organization because they feel that
they have to.
The opposite of engagement might be thought of as?
employee burnout
Burnout
refers to "exhaustion of physical or emotional strength or motivation usually as a result of
prolonged stress or frustration.
Voluntary turnover
occurs when an employee chooses to leave the organization for personal or professional reasons.
Voluntary turnover methods include a written or verbal resignation, not reporting for work as
assigned, or retiring
,External factors including high unemployment rates can influence what type of turnover?
voluntary turnover
Involuntary turnover
occurs when the organization asks an employee to leave due to factors including poor
performance, restructuring, downsizing, or a merger or acquisition.
Functional turnover
is the departure of poor performers.
Dysfunctional turnover
is the departure of effective performers the company would have liked to retain.
Avoidable turnover
is turnover that the employer could have prevented by addressing the cause of the turnover.
Causes of avoidable turnover include low pay, job stress, and poor work-life balance.
Unavoidable turnover
is turnover that could not have been prevented by the employer, such as resignations due to
family needs, serious illness, or death.
Organizations generally try to minimize turnover that is
voluntary, dysfunctional, and avoidable
Voluntary
The employee chooses to leave for personal or professional
Involuntary
The employer discharges the employee due to poor performance, misconduct, or reorganization.
Functional
The departure of a poor performer that could benefit the organization.
, Dysfunctional.
The departure of a successful employee whom the company would have liked to retain.
Avoidable
Preventable turnover (e.g., turnover due to a lack of promotion opportunities).
Unavoidable
Unpreventable turnover (e.g., turnover due to the relocation of the employee's spouse).
optimal turnover
the turnover level that produces the highest long-term levels of productivity and business
improvement
Downsizing
is a permanent reduction of multiple employees intended to improve the efficiency or the
effectiveness of the firm
layoff
also known as a reduction in force, is a temporary reduction of employees
An implied employment contract occurs when
an employer's personnel policies, handbooks, or other materials indicate that it will only fire an
employee for good cause or specify a procedural process for firing.
When the economy is softer and fewer organizations are hiring
it is harder for employees to leave, and turnover rates are usually lower.
If the economy is good and jobs are plentiful
retaining all employees is more difficult.
Developing a _____________ that addresses the causes of turnover can improve the
retention of critical employees and employees in key positions
retention plan
