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Answers the question given below related to the topic "Retention Initiatives: Voluntary Turnover"
True / False Questions 41. A recent Society for Human Resource Management (SHRM) survey found that the most effective organizational strategy for retaining employees is the provision of concierge services. True False 42. Surveys suggest that HR managers believe that a totally different set of factors lead to turnover compared to regular employees. True False 43. To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors. True False 44. In general, most employees report that the opportunity for higher compensation is a more powerful predictor of turnover than conflict with supervisors. True False 45. Research has shown that the best performers are least likely to quit when an organization either rewards performance with higher compensation or widely communicates its compensation practices; doing both adds little to these independent effects. True False 46. Of the factors that influence an employee's desirability of leaving, job satisfaction is the one that cannot be influenced to a significant degree by organizations. True False 47. Providing employees increased autonomy and requiring them to learn a variety of skills increases stress significantly, which leads to greater turnover rates. True False 48. One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace. True False 49. Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication. True False 50. Employees may not like a supervisor who speaks in a derogatory way towards them, but evidence suggests they seldom actually turnover as a result of these feelings. True False 51. Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs. True False 52. Evidence suggests that personality dispositions have little or no impact on employee tendencies to turnover. True False 53. Because employees quit companies, not jobs, internal staffing systems are usually seen as a poor substitute for a job at another company. As such, they do little to reduce intentions to leave. True False
Multiple Choice Questions 54. The first strategy for improving employee retention is to _____________. A. redesign employee jobsB. increase payC. improve job satisfactionD. none of the above 55. Guidelines for increasing job satisfaction and retention include ___________. A. establish a lag pay policy for all employeesB. link rewards to retention behaviorsC. keeping core operations information secretD. none of the above 56. Which of the following is an attribute of a high value employee that an organization would want to prevent from leaving? A. low training investmentB. strong KSAOsC. retirementD. low seniority 57. Which of the following is an attribute of a low value employee that an organization would not want to prevent from leaving? A. little intellectual capitalB. high seniorityC. high performanceD. all of the above 58. Research most clearly suggests that when organizations wish to increase retention they need to _____. A. provide team-buildingB. convince employees that there are few alternativesC. offer "bundles" of HR practices that complement one anotherD. demonstrate executive commitment to outreach 59. Which of the following factors leading to turnover cannot usually be addressed by the organization? A. Poor social environment at workB. Low levels of job satisfactionC. Employee shocksD. All of these can be addressed by organizational policy 60. Organizations can use compensation to reduce turnover by _____. A. providing deferred compensationB. giving specific rewards for seniorityC. increasing pay levels to surpass the marketD. all of the above 61. Organizations that link extrinsic rewards to employee performance (i.e. that use incentive compensation plans) find that _____. A. turnover of high performers decreases and turnover of low performers increasesB. turnover is increased across the boardC. turnover is decreased across the boardD. turnover rates are largely unaffected 62. Work-life balance programs are an example of _____. A. communal distributionB. intrinsic rewardsC. instrumentalityD. a completely ineffective retention strategy 63. Research on organizational justice suggests that ____. A. justice only influences turnover in highly industrialized Western countriesB. communication has little impact on employee attitudes or turnover intentionsC. employees are typically well-informed about organizational policiesD. none of the above 64. To increase the cost of leaving, employers ____. A. reduce headcountB. provide deferred compensationC. increase workloadsD. provide free stock to employees
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