Exam 12: Final Match

Which of the following is an attribute of a high-value employee that an organization would want to prevent from leaving?

Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage.

Employee turnover is both costly to both an organization and the employee.

One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace.

Retention practices that are integrated into a comprehensive system are known as reward bundles.

What is the last step in the decision process for retention initiatives?

The types of employee turnover include ___________.

Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is,or is projected to be,overstaffed.

Financial costs associated with downsizing include ___________.

Termination turnover is primarily due to extremely poor person/organization matches.

When conducting interviews with employees to collect job rewards information,the first step is to __________.

Material and equipment costs are likely to be the most prevalent in replacement and training costs. TRUE

Discharge turnover targets groups of employees and is also known as reduction in force (RIF).

Downsizing costs are concentrated in separation costs for permanent reductions in force.

Which of the following are ways to attack the ease of leaving an organization?

Which of the following is a potential benefit associated with voluntary employee turnover?

Desirability of movement is a weak predictor of voluntary employee turnover.

Turnover cost estimates are very precise and accurate in most cases.

Termination turnover is not primarily due to extremely poor person/organization matches.

Organizations should try to prevent the turnover of low-value employees.