High Turnover Rate In The Workplace

Organizations are like an engine in a car. They have multiple moving parts that all need to be in sync in order for them to succeed. Conflicts come up occasionally but with creativity, direction, delegation, coordination and collaboration organizations can have a very long life (Greiner, 1998). There are many factors that can interrupt an organization’s flowing system. Issues like having old processes, unsafe work environments and poor communication can have a negative impact on an organization and its individuals (Kreitner & Kinicki, 2016). Specifically, high turnover rates can hold back an organization from reaching their intended goals which negatively impacts their success. An organization is said to have high turnover rates when they …show more content…
Lack of commitment means an employee does not feel an obligation to their work. Examples of behaviors that lead to lack of commitment are dishonestly, excuses, and complaints. When an employee continually shows up late and uses excuses to explain their reasoning this is a good example of someone who has a lack of commitment. Employee dissatisfaction is when the working environment does not fulfill an employee’s needs. An example of this would be a line cook. If they have physical needs of a certain amount of pay and social needs of being around people and if these needs aren’t met, this is an example of how this line cook could be dissatisfied. Lack of commitment and employees dissatisfaction are byproducts of a negative organizational culture. These are two attitudes that increase high turnover rates (Habib et. al. …show more content…
Looking at the workplace culture, desirable environmental conditions, competitive wages, desirable work, meaningful positions and realistic demands all increase the likelihood that individuals will stay with an organization. These are examples of a positive organizational culture which will increase employee commitment and job satisfaction. When an organization has a strong culture this drives employee performance as well as improves employee self-confidence, strengthens employee commitment to their organization, decreases stress and increases employee ethical behavior. This is because when people feel like they are valuable and are part of an effective team their commitment strengthens. (Habib, Aslam, Hussain, Yasmeen, Ibrahim, 2014). When organizational culture increases this creates solid relationships between employees, managers and owners which would decrease turnover rates. (Lane,