Organizations with low turnover and satisfied employees tend to perform better. On the other side of the coin, organizations have to act when an employee's performance consistently falls short. Based on these concepts, organizations may distinguish between involuntary and voluntary turnover, recognize their effects on the organization, develop measures to encourage top performers to stay, and develop ways to manage the separation process fairly. Any organization wants to retain good performers and encourage or force low-performing employees to leave. There are two types of employee turnover. Involuntary turnover occurs when the employer requires employees to leave, often when they would prefer to stay. This action may potentially result in lawsuits and violence. Voluntary turnover occurs when employees initiate the turnover, often when the organization would prefer to keep them. These employees may retire or leave to work with different organizations. Both types of turnovers are costly because of subsequent needs to recruit, hire, and train replacements. Roll over each of the following items, read the statements, and place them in the appropriate columnin the chart. Each category has three statements.
1. Any reason
2. Workplace violence
3. Better job
4. Retirement
5. Refusing
6. Violating
7. Promise
8. Careers
9. Employee layoff
A. Voluntary Turnover
B. Involuntary Turnover
C. Employee at Will Doctrine