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For this discussion topic, we are taking our inspiration from the book Organizational Behavior Open Textbook - in particular, exercise 5 from Section 4.3 with a focus on employee turnover. As outlined in this exercise, managers at some organizations are rewarded for minimizing the turnover within their department or branch. In these cases, part of their bonus is sometimes tied directly to keeping the level of turnover below a minimum.
What do you think about the potential effectiveness of these kinds of programs?
Do you see any potential downsides to such programs?
Have you ever worked in an organization where turnover has been a challenge?
Do you think it can sometimes be beneficial for employees to choose to leave an organization? Why or why not?
What is the impact on remaining employees who choose to stay with the organization?
Share your observations and experiences.
In this discussion, please refer to the case "Unintended Acceleration: Toyota's Recall Crisis," by Austen-Smith, Diermeier, and Zemel. Respond to the following questions:
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