Apple Turnovers
The problem at my organization is that it has a high turnover rate. This is naturally a concern because high turnover is associated with higher costs for recruiting and training, lower productivity, lower morale, worse service to the customer and it takes managers' attention away from other things, so managers are less able to make improvements to the business (Markovich, 2014).

In order to address the problem, we first need to diagnose the problem. There are a number of potential causes of a high turnover rate, so it is important for the organization to gather data in order to understand what the causes are for this company. There are two approaches. The first is the exit interview, wherein people who quit the company are surveyed on their way out, as to why they are leaving. This can provide feedback, although not all employees might be willing to provide it, and…...

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References

Bonn, M. & Forbinger, L. (1992). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention. International Journal of Hospitality Management. Vol. 11 (1) 47-63.

Markovich, M. (2014) The negative impacts of a high turnover rate. Houston Chronicle. Retrieved November 29, 2014 from  http://smallbusiness.chron.com/negative-impacts-high-turnover-rate-20269.html 

May, K. (2014). Causes & effects of high & low staff turnover. Houston Chronicle. Retrieved November 29, 2014 from  http://smallbusiness.chron.com/causes-effects-high-low-staff-turnover-33939.html

Employer Problem: High Turnover ates in Customer Service
In the customer service (CS) department, there are problems. The turnover is very high, and there is poor on-boarding for employees that are newly hired. Currently, they are only given a manual and asked to read it. That does not help them if they have questions beyond that manual, and it certainly does not give them any kind of additional training that they could and should receive from the company. Due to the problems there, the CS department has a very low morale and the employees are generally not motivated to do much or make any kind of changes. Because the CS department deals with more than customers, the job can be highly stressful. Many of the newly hired workers are not prepared for this level of stress when they begin their employment.

The programming department, the manufacturing department, compliance, scheduling, and other…...

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References

Blythe, J. (2008). Essentials of Marketing (4th ed.). NY: Pearson Education.

Frain, J. (1999). "Customers and customer buying behaviour." Introduction to marketing (4th ed.). NY: Cengage Learning EMEA.

Kansal, B.B. & Rao, P.C.K. (2006). "Environmental Factors in Management." Preface to Management (Paragon Books). Ganga Dhar Chaudhary.

Kendall, S.D. (2007). "Customer Service from the Customer's Perspective." In Fogli, Lawrence. Customer Service Delivery: Research and Best Practices. J-B SIOP Professional Practice Series. 20. NY: John Wiley and Sons.

Supervisor Training
Memo Re: High Turnover Rate

From: Human Resource Manager, DIY Supermarket

Managing Director, DIY Supermarket

Recently I surveyed our cashiers and clerks and found upsetting results. We have a very low morale with our shop-floor workers. Our staff is 80% part-time older women. These women do not like the way the shop floor supervisors treat them or are eing "pushed around." Most of DIY shop floor supervisors are young full-time men who do not have management experience. Older women do not like eing ordered around y young men. DIY has an 80% staff turnover of these shop-floor workers. A major reason for this turnover is this low morale.

Evidence from Research Studies:

Smaller retail organizations like our supermarket chain are always struggling to keep open. Competition keeps on growing. One of our iggest prolems is finding ways to compete against the major grocery stores that uild stores in prime locations. They offer more products…...

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bibliography. Greensboro, NC: Center for Creative Leadership.

Gallup Management Journal. (2006, October 12). Gallup Study: Engaged Employees We

Inspire Company Innovation. Viewed 15, March 2011 from  http://gmj.gallup.com/content/24880/Gallup-Study-Engaged-Employees-Inspire-Company.aspx 

Kirkpatrick, D.L. 2001 Developing supervisors and team leaders. Woburn, MA: Butterworth-Heiinemann.

Skelly, B. Does the Irish retail market need more competition? (2010 October 11). Viewed 15 March 2011 http://www.shelflife.ie/article.aspx?id=1570

Executive Summary Although the precise causes differ from organization to organization, the high costs that are associated with unplanned turnover are well documented. In fact, in some professions, replacement costs for employees can easily equal their annual salary or even more, so identifying strategies to reduce turnover rates represents a valuable and timely enterprise. To this end, the purpose of this proposal is to provide a description of the problems of interest and what can be done to mitigate these issues. A description of the implications of implementing the career management program is followed by the key recommendation that emerged from the research. These recommendations include providing employees with a career management plan that motivates them to acquire additional education and training as well as instilling an enhanced sense of organizational loyalty to reduce turnover levels. In addition, a secondary recommendation concerns the need to encourage employees to develop their knowledge…...

H Scenario
The service provided by the H component to the employer is a proactive approach to ensuring that workers are retained and job satisfaction levels boosted. This would help reduce turnover rates and keep the company from having to refill the same old positions every 18 months using a pool of mostly unqualified applicants.

The strategic advantage the H component provides to an employer in the hiring and retaining of qualified employees is that it can distill the culture and environment that the company is trying to or needs to cultivate in order to ensure both that workers want to stay once they are hired and that the right kind of workers are being hired in the first place -- ones who are passionate about the job, willing to commit, loyal, and who embody the workplace culture of the company.

Three current practices used by the employer that can be improved are:…...

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References

Gallo, C. (2013). How Southwest and Virgin America Win by Putting People Before

Profit. Forbes. Retrieved from  http://www.forbes.com/sites/carminegallo/2013/09/10/how-southwest-and-virgin-america-win-by-putting-people-before-profit/ 

Srinivasan, M. (2014). Southwest Airlines Operations -- A Strategic Perspective. Airline

Industry Articles. Retrieved from  http://airline-industry.malq.net/southwest-airlines-operations-a-strategic-perspective/

High Turnover is a Problem for HM in Public AdministrationAbstractJob dissatisfaction is often cited as a major reason for high turnover in public administration. Low pay, long hours, and poor working conditions are all contributing factors to dissatisfaction. In addition, many public servants feel undervalued and unappreciated. As a result, they are often more likely to leave their jobs than workers in other sectors. Although high turnover can be costly and disruptive, it is often seen as a necessary evil in public administration. By offering competitive salaries and benefits, and creating a positive work environment, employers can help reduce the incidence of job dissatisfaction and high turnover. The reason for this is that, ultimately, high turnover in public administration can be caused by a number of factors, including low wages, poor working conditions, and inadequate benefits. In many cases, government employees are not paid as well as their counterparts in…...

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ReferencesAn, S. H. (2019). Employee voluntary and involuntary turnover and organizational performance: Revisiting the hypothesis from classical public administration. International Public Management Journal, 22(3), 444-469.Azis, E., Prasetio, A. P., &Utomo, K. H. (2019). Overcoming Turnover Intention Problems: Direct–Indirect Model to Identify the Effect of Perceived Organizational Support and Job Satisfaction In Service-Based Organizations. JurnalAplikasiManajemen, 17(3), 555-566.Ferreira, P. C. G., & Neiva, E. R. (2018). Antecedents of turnover in federal public administration. RAUSP Management Journal, 53, 366-384.Hassan, M., Jambulingam, M., Alam, M. N., & Islam, S. (2019). Redesigning the retention strategy against the emerging turnover of Generation Y: Revisiting the long-standing problems from 20Th to 21St century. International Journal of Entrepreneurship, 23(2), 1-16.Hopkins, J. C., & Figaro, K. A. (2021). The great resignation: an argument for hybrid leadership. International Journal of Business and Management Research, 9(4), 393-400.Linzer, M., Griffiths, E. P., & Feldman, M. D. (2022). Responding to the Great Resignation: Detoxify and Rebuild the Culture. Journal of General Internal Medicine, 1-2.Moreno, A., Navarro, C., & Fuentes-Lara, C. (2022). Factors affecting turnover intentions among Millennial public relations professionals: The Latin American case. Public Relations Inquiry, 2046147X221081176.Mourtgos, S. M., Adams, I. T., & Nix, J. (2022). Elevated police turnover following the summer of George Floyd protests: A synthetic control study. Criminology & Public Policy, 21(1), 9-33.Reyes, A. C. S., Aquino, C. A., & Bueno, D. C. (2019). Why employees leave: Factors that stimulate resignation resulting in creative retention ideas. CC The Journal: A Multidisciplinary Research Review, 14, 15-24.Robertson, M. B. (2021). Hindsight is 2020: identifying missed leadership opportunities to reduce employee turnover intention amid the COVID-19 shutdown. Strategic HR Review, 20(6), 215-220.Sabharwal, M., Levine, H., D’Agostino, M., & Nguyen, T. (2019). Inclusive work practices: Turnover intentions among LGBT employees of the US federal government. The American Review of Public Administration, 49(4), 482-494.Stater, K. J., & Stater, M. (2019). Is it “just work”? The impact of work rewards on job satisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The American Review of Public Administration, 49(4), 495-511.Suryawan, I. G. R., Ardana, I. K., &Suwandana, I. G. M. (2021). Transformational leadership, work stress and turnover intention: the mediating role of job satisfaction. American Journal of Humanities and Social Sciences Research (AJHSSR), 5(1), 146-157.Tessema, M. T., Tesfom, G., Faircloth, M. A., Tesfagiorgis, M., &Teckle, P. (2022). The “Great Resignation”: Causes, Consequences, and Creative HR Management Strategies. Journal of Human Resource and Sustainability Studies, 10(1), 161-178.Tufvesson, A. (2021). The great resignation: Staying put. LSJ: Law Society of NSW Journal, (84), 34-37.

" (North, 2005)
Plan Design

As indicated from the literature review, an effective approach to establishing a performance improvement process is to establish a 'Champion" to drive the process through the organization and to obtain ensure management is on track with the program and the efforts of the performance improvement staff

. The role of nurses in performance improvement programs is critical and integral to the overall effectiveness of the program. According to, "Nurses are critical to the delivery of high-quality, efficient care. Lessons from Magnet program hospitals and hospitals implementing front-line staff driven performance improvement programs such as Transforming Care at the Bedside illustrate how nurses and staff, supported by leadership, can be actively involved in improving both the quality and the efficiency of hospital care." (Needleman, Hassmiller, 2009)

The reference is to illustrate how critical nurses are to the overall effectiveness of a performance improvement program. The time frame for the program…...

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References

Clark, D.D., Savitz, L.A., & Pingree, S.B. (2010). Cost cutting in health systems without compromising quality care.Frontiers of Health Services Management, 27(2), 19. Retrieved from  http://search.proquest.com/docview/822775241?accountid=13044 

Day, G.E., Minichiello, V., & Madison, J. (2006). Nursing morale: What does the literature reveal? Australian Health Review, 30(4), 516. Retrieved from  http://search.proquest.com/docview/231735205?accountid=13044 

Kaldenberg, D.O., & Gobeli, DH (1995). Total quality management practices and business outcomes: Ev. Journal of Small Business Management, 33(1), 21. Retrieved from  http://search.proquest.com/docview/221005570?accountid=13044 

Needleman, J., & Hassmiller, S. (2009). The role of nurses in improving hospital quality and efficiency: Real-world results. Health Affairs, 28(4), W625. Retrieved from  http://search.proquest.com/docview/852726889?accountid=13044

In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:

Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer

Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts

Offering various non-financial incentives, such as flexible working schedules or the organization of social events outside…...

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References:

Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908

Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1

Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America,   last accessed on February 23, 2010http://www.china-embassy.org/eng/xw/t401165.htm 

As a caveat, it must be noted that the measures of turnover varied across centers. epresenting 62% of the treatments centers, hospitals overwhelmingly constituted the largest group, with only 31% of centers classified as for-profit. Centers of both types averaged approximately 115 clients each, ranging, on average, over four or five levels of care. The demographic composition of the couselor workforce was 57% female, 13% minority group members, 50% with graduate degrees, 56% certified, and 37% in recovery. Counselors' salaries averaged $30,134, with a range of $15,000 -- $62,640. With respect to the client population, an average of 54% had experienced a relapse. Twenty-nine percent will in a program due to a court mandate. Twenty-six percent of clients were covered by Medicaid and 18% were covered by managed care.
Discussion

McNulty et al. tested ten hypotheses in four conceptual blocks of variables. Their "key hypotheses" (p. 173) concerned the role of…...

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References

McNulty, T.L., Oser, C.B., Johnson, J.A., Knudsen, H.K., & Roman, P.M. (2007).

Counselor turnover in substance abuse treatment centers: An organizational-level analysis. Sociological Inquiry, 77 (2), 166 -- 193.

Reducing Turnover in New Graduate Residence Program
Introduction- The process of recruiting and training, particularly in high-impact fields like healthcare, has become increasingly complex and expensive. Turnover is the rate at which an organization gains or loses employees. High turnover means that more employees are leaving more rapidly, which can be harmful to productivity and finances. Real costs of hiring including recruitment time, opportunity costs, and investment in both the new employee and the staff in Human Resources. Indirect costs include training, loss of production, reduction of performance levels, overtime due to inexperience, etc. In fact, this issue is so important that in for-profit organizations, the cost of employee turnover is estimated to be about 150% of the total payroll and benefit package (Rothwell, 2012). One needs to also understand the high costs of post-employment; drug-screening, physical exams, orientation, learning curve, coaching from others, etc. Staff time is difficult to calculate,…...

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Works Cited

Nurses' job satisfaction well below average. (2012, March 5). Retrieved from Medical Express:  http://medicalxpress.com/news/2012-03-nurses-job-satisfaction-average.html 

The Real Costs of High Turnover. (2012, October). HRNNewsdaily. Retrieved from:

http://hrnewsdaily.com/the-real-costs-of-high-turnover/

Agency for Healthcare Research and Quality. (2013, January). Researcha dn Data. Retrieved from U.S. Department of Health and Human Services:  http://www.ahrq.gov/

Expatriate Management
educing Turnover

enhacing performance

DEFINING THE POBLEM

POBLEM ANAYSIS

POSSIBLE SOLUTIONS

SOULTIONS AND IMPLENENTATIONS

MANAGING EXPATIATES

Oce' Printing systems is an international company which specializes in original ICT applications and productive user-friendly systems, such as nonfunctional and multifunctional printers, plotters, copiers, scanners, as well as print management, document management, archiving, color management, design tools and image manipulator. Services provided by Oce' printing company includes consulting services, implementation services, education services, support services and facility services. (Oce' Website)

In addition to providing a wide range of products and services, Oce employs many European expatriates. As Oce continues to expand and keep updated and advanced on the latest and newest technologies, they must keep high quality employees, and a mixture of different cultures on their teams. One of the goals of this company is to decrease the high turnover rate and increase employee satisfaction European expatriates, of course do have better work conditions in their own country, but their…...

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References

Oce Printing Systems Website

Went Robert, Making Europe Work, Capital and class, Summer 2002

Glyn, Salverda, Does Wage Increase Really Cut Jobs, 1997

Michie and Smith, Devising A Strategy For Pay, 1997

Correction Officer Turnover
This work intends to review two articles, which both have as their subject the increase in Correctional officer turnovers and to compare why correctional officer turnover is a trend in today's agencies and how the articles relate.

Udechukwu, et al. (2007)

The work of Udechukwu, et al. (2007) entitled "The Georgia Department of Corrections: An Exploratory eflection on Correctional Officer Turnover and its Correlates" reports an exploratory study that was conducted for the purpose of determining the reasons for correctional officer turnover at the Georgia Department of Corrections (GDC). It is stated that strategic workforce planning "has played an increasing role in human resource related activities of "many state public agencies in Georgia. The GDC is no exception. The GDC's strategic workforce objectives are aimed at anticipating potential gaps in employee competencies, diversity and staffing, which if unchecked, could potentially create work challenges for the GDC. The GDC has…...

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References

Udechukwu, I.I. (2009) Correctional Officer Turnover: Of Maslow's Needs Hierarchy and Herzberg's Motivation Theory Public Personel Management- Summer 2009 Issue

Manyak, T., Segal, S. And Graham, S. (2007) The Georgia Department of Corrections: An Exploratory Reflection on Correctional Officer Turnover and its Correlates. Public Personel Management- Fall 2007 Issue

esearch ProposalAmazon Transportation is responsible for the company\\\'s transportation and delivery needs. The department works with a variety of transportation partners to move goods around the world efficiently and cost-effectively. In addition, Amazon Transportation works closely with Amazon\\\'s other departments to ensure that products are delivered on time and to the correct location. The department is also responsible for ensuring that transportation operations are safe and compliant with all applicable laws and regulations. As one of the largest e-commerce companies in the world, Amazon Transportation plays a vital role in the company\\\'s success.As an outside organization consultant, Amazon Transportation is important to me because I value it as a stakeholder and as a professional. Amazon has become the go-to source for shopping needs for a whole new generation of consumerswhich means it oversees a lot of transportation.Yet Amazon faces challenges like turnover and supply chain snarls like any other transportation…...

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ReferencesBureau of Labor Statistics. (2022). Economic news release. Retrieved from S. (2022). Amazon’s warehouse problems? It’s running out of workers to hire, and has too much space. Retrieved from  https://fortune.com/2022/06/20/amazon-warehouse-problems-running-out-of-workers-to-hire-too-much-space/ Mullen, P. R., Malone, A., Denney, A., & Santa Dietz, S. (2018). Job stress, burnout, job satisfaction, and turnover intention among student affairs professionals. College Student Affairs Journal, 36(1), 94-108.https://www.bls.gov/news.release/jolts.t16.htmMellor,

However, when comparing the training costs of implementing a more robust training system in comparison to the costs of continuously loosing a large percentage of the workforce, it becomes even clearer that more training is the better cost.
With so few nurses available, it is only a matter of time until the quality of care in the United States is negatively affected. With one of the largest demographics, the baby boomers, approaching old age where they would need quality care, many are left wondering how our healthcare organizations will handle such massive nursing shortages with such massive patient surges. One thing is clear, more on-the-job training is an absolute must in order to help provide a more supportive environment for today's new nurses and to help keep retention levels as low as humanly possible.

eferences

American Organization of Nurse Executives. (2002). Acute care hospital survey of V vacancy and turnover rates in…...

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References

American Organization of Nurse Executives. (2002). Acute care hospital survey of RV vacancy and turnover rates in 2000. ANE. Retrieved December 4, 2009 from  http://docs.google.com/viewer?a=v&q=cache:S_w0nfXHrh8J:www.wha.org/workforce/pdf/aone-surveyrnvacancy.pdf+rate+of+nurse+turnover+rates&hl=en&gl=us&sig=AHIEtbS1VTn1M6jnn399pOORJSeEHKzwKA 

Jones, Cheryl Bland & Gates, Michael. (2007). The costs and benefits of nurse turnover: a business case for nurse retention. The Online Journal of Issues in Nursing. 12(3). Retrieved December 3, 2009 from  http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NurseRetention.aspx 

New America Foundation. (2009). Quality: on-the-job training lowers turnover rate of nurses. Health Policy. Retrieved December 3, 2009 from http://www.newamerica.net/blog/new-health-dialogue/2009/quality-job-training-lowers-turnover-rate-nurses-10151

Rosseter, Robert. (2009). Nursing shortage fact sheet. AACN Media. Retrieved December 4, 2009 from  http://www.aacn.nche.edu/Media/FactSheets/NursingShortage.htm

businesses, in particular because there is a productivity drop that occurs when an experienced worker is replaced by an inexperienced one. What happens is that the company will see productivity drop, and this can affect the financial results, so the more turnover there is the worse the financial impact will be. If the turnover rate is high enough, as occurs in poorly-run establishments, then it becomes the blind leading the blind and the organization's effectiveness is likely to be plummet.
The influences of turnover include perceived lack of procedural justice, lower than market compensation, and a perceived lack of a career pathway. Employees want to feel that there is mutual commitment between them and the organization, but they also want to feel that they are working towards their life goals, and that the company is a place where they can do that. Providing such a vision is important to employee…...

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References

Allen, D. (2006) Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management. Vol. 32 (2) 237-256.

Halbesleben, J. & Wheeler, A. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress. Vol. 22 (3) 242-256.

Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal. Retrieved April 22, 2016 from  http://www.uark.edu/ua/yangw/BUHPO/LitReview/husalid1995.pdf 

Johnsrud, L, & Rosser, V. (1992). Faculty members' morale and their intention to leave. The Journal of Higher Education. Vol. 73 (4) 518-542.

Onboarding and employee retention management are two of the primary concerns of HR professionals because retaining qualified and competent employees should be HR’s main objective.  In fact, the ability to find competent employees, welcome them to the company in a way that encourages them to continue to pursue their career goals with the company, and provide incentives and opportunities for them in a way that increases employee loyalty actually helps reduce the potential problems that you could have from other HR issues that develop from people being unhappy in the workplace and high turnover rates.

Some....