1、Fundamentals of ManagementEnglish Course forEnglish Course forFundamentals of ManagementChapter 5Finding and Keeping the Best EmployeesFundamentals of ManagementEnglish Course forBrainstorming Los Angeles-based mobile gaming studio Scopely is known for its fun,irreverent culture.Based on the specifi
2、c idea of celebrating anniversaries,do you think the choice of solutions to cope with switching job depends on the characteristics of job?Can you explain why?Fundamentals of ManagementEnglish Course forEnglish Course forFundamentals of ManagementText A How to keep your best employees:Developing an e
3、ffective retention policyFundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees Voluntary turnover is:A huge problem for many organizations today.Fundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees Reasons why people voluntarily leave:Person
4、al reasons:changes in family situation a desire to learn a new skill or trade,or an unsolicited job offer.Fundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees Reasons why people voluntarily leave:Other reasons:observing the unfair treatment of a coworker being passed ov
5、er for promotion being asked to do something against ones beliefs.Fundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees Turnover is a problem because:It imposes extensive costs on both individuals and organizations.Fundamentals of ManagementEnglish Course forFinding and
6、Keeping the Best Employees At the individual level:transitions to another job or situation take a personal toll.going to a new job is stressful.must make numerous adjustments.friends may be left behind.Fundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees At the organiza
7、tional level:inflicts numerous costs.hard to retain talent.Fundamentals of ManagementEnglish Course forFinding and Keeping the Best Employees The big question is:How can an organization attract and retain its employees-especially its most valuable and irreplaceable ones?Fundamentals of ManagementEng
8、lish Course forThe Prevailing Wisdom Academic perspective:Job Satisfaction and Job AlternativesFundamentals of ManagementEnglish Course forAcademic perspective Causes of job satisfaction:job enrichment good supervision clear roles met expectations.Fundamentals of ManagementEnglish Course forAcademic
9、 perspective Causes of job dissatisfaction:job stress repetitive work role ambiguity role overload.Fundamentals of ManagementEnglish Course forAcademic perspective Economic factors:pay benefits rewards Fundamentals of ManagementEnglish Course forAcademic perspective Other factors:structural and proc
10、edural factors reflecting autonomy or fairness.Fundamentals of ManagementEnglish Course forAcademic perspective The antecedents for voluntary turnover:attitudes about ones current job the availability of alternativesFundamentals of ManagementEnglish Course forPractitioner perspective Practitioner pe
11、rspective focuses:more on job satisfaction rather than job alternatives.much on economic perspective.Fundamentals of ManagementEnglish Course forShocks and the Unfolding Model Why and how people leave their jobs?leaving in response to some particular event-a shock to the system.have plans or scripts
12、 triggered by some event.Or already had a plan in place based on past experience.Fundamentals of ManagementEnglish Course forShocks and the Unfolding Model The unfolding model:describes four paths people take when they leave a job.Fundamentals of ManagementEnglish Course forShocks and the Unfolding
13、Model The unfolding model:Path 1:Following a plan characterized by a shock to the system and a plan or a script already in place for leaving.Path 2:Leaving without a plan started by a shock without plan or script in place.Path 3:Leaving for something better commences with a shock that leads to relat
14、ive,possibly minimal job dissatisfaction.Path 4:Leaving an unsatisfying job initiated by accumulated job dissatisfaction.Fundamentals of ManagementEnglish Course forShocks and the Unfolding Model Path 4:Leaving an unsatisfying job:Path 4A dissatisfied and leave without searching(similar to Path 2,bu
15、t without the shocking event).Path 4B dissatisfied and leave while looking for and evaluating alternatives.Fundamentals of ManagementEnglish Course forShocks and the Unfolding Model The unfolding model:Fundamentals of ManagementEnglish Course forJob Embeddedness and Staying Two factors operating to
16、keep people:Nonwork factors Family pressures community commitments off-the-job variables Nonaffective or nonattitudinal attachments to people(e.g.,coworkers,employee network groups)activities like the company softball team or sponsored community-service activities.Fundamentals of ManagementEnglish C
17、ourse forJob Embeddedness and Staying Job embeddedness:Summarizes a broad constellation of factors influencing retention.Consists of three factors:links,fit,and sacrifice.Fundamentals of ManagementEnglish Course forJob Embeddedness and Staying Links:The connections between a person and other people,
18、groups,or organizations.Fit:An employees perceived compatibility with job,organization,and community.Sacrifice:The cost of what people have to give up if they leave a job.Fundamentals of ManagementEnglish Course forJob Embeddedness and Staying How employers can help embed employeesFundamentals of Ma
19、nagementEnglish Course forDeveloping a Comprehensive Retention Plan1.Make strategic decisions2.Determine whether turnover is a problem3.Determine why people are leaving4.Investigate reasons why people stay5.Develop top-level support for the plan6.Identify the targets of the plan7.Draw on conventiona
20、l wisdom8.Apply the unfolding modelFundamentals of ManagementEnglish Course forDeveloping a Comprehensive Retention Plan Apply the unfolding model：1.Learn the distribution of shocks across paths.2.Analyze the content of the shocks.3.Use realistic job previews for new employees.4.Attack the unsolicit
21、ed job offer problem directly.5.Determine which scripts most frequently appear for Path 1 leavers.6.Prepare people for potential shocks.7.Be prepared to respond to external personal shocks.8.Assess the time it is taking people to leave.Fundamentals of ManagementEnglish Course forDeveloping a Compreh
22、ensive Retention Plan Assess job embeddedness：1.Work to ensure a good fit with the job for each employee.2.Facilitate fit off the job.3.Influence links on the job through programs4.Influence off-the-job links.5.Create sacrifices on the job by introducing financial incentives tied to longevity.6.Pay
23、attention to off-the-job sacrifices.Fundamentals of ManagementEnglish Course forWinning the Competition for Talent Employee-retention programs require an overall,comprehensive,thoughtful process to be effective.Fundamentals of ManagementEnglish Course forEnglish Course forFundamentals of ManagementT
24、ext B Is Twitters Retention Strategy Enough To Attract Top Talent?Fundamentals of ManagementEnglish Course forIs Twitters Retention Strategy Enough To Attract Top Talent?Please read Text B and finish the discussion:1.What perks does Twitter offer?How do the perks work?_2.Why do the four top executiv
25、es leave Twitter?_3.To deal with the retention problem,what solutions does the text provide?What others can you think of?_4.The“humanitarian issue”has been highlighted as the bottom line a company should consider.What the employer could possibly do in contributing to the balance between life and wor
26、k for employers?_Fundamentals of ManagementEnglish Course forEnglish Course forFundamentals of ManagementText C Increasing Employee Retention Through ExperienceFundamentals of ManagementEnglish Course forIncreasing Employee Retention Through Experience Please read Text C and finish the discussion:1.Can you describe the role of CEEO?2.Do you think“engaging talent through experience”will work as an effective way to retain employees?
