Attrition and Its Effects

Loyalty to the employer – from a long term perspective the company’s reputation and credibility in the marketplace will be maintained.

When an employee leaves the company of his or her own volition, it is called voluntary turnover. In this essay, I will discuss why voluntary turnover is a problem for many organisations and how to retain employees.

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of

The actual statistic of men to women in a workplace is men at 56 million, and women at 43 million. That economic stat right there is enough to shed some light on the whole myth.

In addition, women are seen to be less committed to labor force participation than men. "High turnover rates and low productivity levels in females-dominated occupations" produce this stereotype (Adler 450). Gender stereotypes of this nature result in loss of opportunity for women to gain the necessary job experiences for advancement (Bell 67).

There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’

Women are more likely to choose job environments where they can work with people and help others (“Opting Out” or “Pushed Out” …). The article also mentions that women are more prone to give up job opportunities that lack communication with other people. Finally, because of this motivation in people-oriented careers, the study mentions that women are overrepresented in jobs like HR and are therefore less likely to advance their position.

Nursing programs are striving to meet the increased need for registered nurses across the country, but high attrition rates continue to plague these attempts. Any student can struggle with completing a nursing course, but studies show that English-as-a-Second-Language nursing students attrition rates are as high as 85% and success on passing the NCLEX-RN Exam on the first attempt is much lower also ( Olson, 2012, p. 26).

Retention of employees is an ability to hold and retained employees that are talented and valuable to the organization. It is a great challenge to retain such employees from leaving the organization and joining the competitors. Employee retention and turnover of employees are two different things. Employees’ retention is referred as the period of the employee being employed in an organization. Whereby turnover intention referred as the number of employee wanted to leave the organization. In any healthcare organization, nurses are the majority employees and they are known to be the key person in healthcare industry (Brown, Fraser, Wong, Muise & Cummings,

Women are more averse to gain administrative roles notwithstanding controll for other factors, including low maintenance schedules. Studies find that men are two to five times more liable to make partner than women. Ladies are additionally underrepresented in

The article moves on to how when women take over a male dominated field, the pay for the women decreases. Paula England, a co-author using census

Willis and Carmichael (2011) presented foundlings stating that attrition is defined by the experiences gathered in the doctoral study rather than the stage at which erosion occurs. The study share relevant similarities to previous research, indicating perverse experiences could lead to pessimistic outcomes regardless of the field or stage of the doctorate program (Willis and Carmichael, 2011). The theoretical foundations of this case study support the synthesis arguments of Hoskins and Goldberg (2005) that stated dissertation committee chair post a problematic negative impact on late-stage doctoral attrition. Other scholars argue the results of the current research. Incomplete doctoral learners all assert how a problematic relationship with their dissertation chair played a significant role in their decision to leave the program (Willis and Carmichael, 2011).

Retention of crucial talent is the key to the continued growth and success of business that it is well worth investing the time and effort into ensuring these individuals are happy to stay put and develop within the company instead of looking elsewhere for 3.2 Staff Commitment, Competence & Development and Retention of talent

Turnover is defined as job movement within and across organizational boundaries, as well as by a variety of cognitive activities that preceded leaving. Turnover intention refers to employees ' thoughts of quitting their present job. Employees may choose to withdraw either physically or psychologically. One physical form of withdrawal is to quit