MHR 523 Lecture Notes - Lecture 12: Interactional Justice, Punitive Damages, Job Performance
16 Oct 2016
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Turnover the termination of an individual"s employment with the organization. Voluntary turnover decision made by employee: quit, retirement, resignation. Involuntary turnover decision made by employer: dismissal, layoff. Direct costs: separation costs separation interview, administration, separation or severance pay, vacancy costs temporary workers, overtime, loss of sales due to vacancy, replacement costs recruiting / hiring replacement, training costs for replacement. Reasons for voluntary turnover: suboptimal hiring practices, difficult managerial style, lack of recognition, lack of competitive compensation systems, toxic workplace environments. Reason for involuntary turnover: just cause (termination, financial pressures / cost cutting (layoffs, restricting / change in org. direction (downsizing, unacceptable job performance, economic / financial pressures, new strategic direction. Should be fair, after all reasonable steps taken to rehabilitate employment relationship. Clear expectations of acceptable behaviour: progressive discipline. Organization must set fair & clear expectations, behavioral norms & performance standards. Dismissal of just cause termination based on poor behaviour: no severance or additional notice period required.
