Introduction
A small manufacturing company is experiencing a high turnover of employees in spite of spending a lot on training them. Three quarters of them quit before they work for a year and join the firm’s closest competitor. The problem is lack of job satisfaction and lack of commitment to the organization. To eliminate turnover among minorities, if that is the case, the organization should have awareness, awareness and affirmative action programs.
The Dispositional Model holds that job satisfaction is a genetic trait which does not change with the organization (222). The Value Theory of job satisfaction asserts that people will remain in a job if it gives them more than their wants (223). According to social information processing model job satisfaction is the product of information gathered in the workplace (224). To eliminate the problem, the president should carry out a needs analysis and institute motivational measures.
If minorities are most affected the firm should create special positions for some of them, sensitize other workers on diversity and acceptance and have constant training on diversity in the firm (216). In addition workers should be equipped with communication and people skills to manage diversity.
Conclusion
Employee turnover is a product of many factors. Employees need to feel valued and secure in the organization. Their commitment increases if they are in control of their tasks and are proud of the firm. Finally, minorities should be integrated in the firm through creation of awareness among staff and affirmative action.
