Staff Turnover Case Study

Staff’s intention to leave would always lead to staff voluntary turnover. When staffs has the intention to leave, there must be some factors that cause that feeling of intention and these factors are the major keys to understand and manage staff voluntary turnover. Staff turnover is always a major concern in an organization. An organization, regardless of size, technological advances, market focus and other factors are facing retention challenges. It would not only lead to higher cost of replacement, it would also influence the staff morale, customer satisfaction as well as customer loyalty. Therefore, staff retention is much more important before the staff turnover happens.

Staff's expectation to leave would dependably prompt staff deliberate turnover. At the point when staffs has the proposition to leave, there must be a few elements that cause that inclination of plan and these components are the major keys to comprehend and oversee staff intentional turnover. Staff turnover is dependably a significant concern in an association. An association, paying little respect to size, mechanical advances, business center and different elements are confronting maintenance challenges. It would not just prompt higher expense of

This theory postulated satisfaction and dissatisfaction of employees. It divides the motivational factors into two categories, which are motivator and hygiene. Motivators which are intrinsic to the people, such as work itself, recognition, achievement, etc, is normally creating satisfaction and motivation to the actor if they are met. On the other hand, hygiene factors which are characterized as extrinsic components, such compensation, company policies, and relationship with superiors and peers, working condition, etc, will not create satisfaction and motivation to the actor if the factors are met. Its purpose is to keep the actor away from