Why Voluntary Turnover Is A Problem For Many Organisations

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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.

The first part of this essay will introduce the theoretical synthesis of why employees resign from their jobs based on the Eight Motivational Forces (Jr & Griffeth 2004). The second part of this essay will discuss the consequences to the organisation left behind by the employee. The third part will then focus on strategies for organisations to retain their highly talented and motivated employees.

Eight Motivational Forces
A theoratical synthesis proposed by Jr and Griffeth showed that there are eight motivate categories that drive an employee’s decisions about whether to stay or leave an organisation (Jr & Griffeth 2004).

By discovering the reasons as to why employees leave the organisation, strategies for organisations to increase retention can then be identified (Mowday 1984).

i) Affective forces
The first motivational mechanism is affective forces, which is a hedonistic approach-avoidance involving emotions evoked by the organization and membership in it (Jr & Griffeth 2004, p. 669). An employee is motivated to continue staying in the organisation when they have positive emotions towards the organisation and their co-workers (Jr & Griffeth 2004).

Conversely, a person who has negative emotions towards the organisation will want to avoid the
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