Preventing Job Withdrawal Preventing highly valuable employees from leaving is a

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Preventing Job Withdrawal

Preventing highly valuable employees from leaving is an important strategy that cannot be ignored. It is not only the cost of losing these employees but also the loss of essential knowledge and the effect on company morale. Organizations can mitigate voluntary turnover by recognizing signs of a progression of withdrawal and taking actions to retain these individuals. Employees may show signs of job withdrawal through behavior change, physical job withdrawal, and psychological job withdrawal. In this exercise, please read the following mini-case and answer the questions that follow. Work had become so burdensome for Michelle that she dreaded having to show up every day. Her managers and co-workers were extremely critical and less than friendly with her. Michelle reminded herself that her position at Battelle was just a job. The most important aspects of her life were her family and her love for outdoor activities including hiking and skiing. Every chance she got, Michelle updated her resume and searched websites like Monster.com and CareerBuilder.com for opportunities elsewhere that would allow her to quit her current job. In the meantime, she found herself constantly showing up late for work and taking a day or two off every other week. Michelle had wanted to voice her concerns, but since her manager was part of the problem, she did not know whom to speak to about her issues. She eventually set up a meeting with her boss's boss, where she was able to air her grievances. He was supportive and told her he understood her concerns. Since he did not want her to leave the company, he decided to find a position in another group that Michelle could apply for, and hopefully obtain, through an internal transfer.

1). The series of behaviors that Michelle demonstrated to avoid her job suggests that she was experiencing ____________________.

A). "Grass is greener" view of employment elsewhere

B). Progressive discipline

C). Employee discrimination

D). Progression of withdrawal

2). By reminding herself that her position was just a job and that she really identified more with her family and outdoor activities, Michelle's ___________________ was declining.

A). Organizational commitment

B). Job satisfaction

C). Job involvement

D). Job progression

3). When Michelle performed activities like updating her resume and searching online sites for other jobs, she was demonstrating that her level of _______________ had been reduced.

A). Organizational responsibility

B). Organizational commitment

C). Job involvement

D). Upward mobility

4). Which type of withdrawal was Michelle demonstrating by showing up late and missing several days of work?

A). Psychological job withdrawal

B). Physical job withdrawal

C). Cognitive distancing

D). Negative affectivity

5). Which of function of job satisfaction most likely was in play when Michelle believed her coworkers were being unfriendly and critical?

A). Perception

B). Different view of what values are important

C). Function of values

D). Frame of reference

Explanation / Answer

1) D). Progression of withdrawal

It is clear that because of inhospiatbel environment in her workplace she has actually lost a lot of interest reagrding her and job the symptoms or bahaviors she is experiencing is nothing but progressive withdrawal.

2) B). Job satisfaction

When an employee needs to remind her that she has better things to do other than the job then it is clear that she is no more satisfioed in her current job and she is consoling herself in the workplace.

3) B). Organizational commitment

In this case her looking for other jobs via online networking sites is an example that she is no longer committed because of the reasons that has been mentioned in the case.

4) A). Psychological job withdrawal

Her mind and heart no longer feels the job as important and they are no more interested in working for the organization and hence they beahve in such a casual manner.

5) C). Function of values

It is through their behavior the attitude and behavior of Michelle is driven and it is perceived by her that the colleagues and maqnagers are not at all supportivve instead they are unfriendly and critical.

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