Homework answers / question archive / Florida Institute of Technology EMG3331 Chapter 5 1)One reason that organizations their best managers overseas is that when these expatriates return to the US headquarters, they have higher retention rates than employees who have stayed in the US

Florida Institute of Technology EMG3331 Chapter 5 1)One reason that organizations their best managers overseas is that when these expatriates return to the US headquarters, they have higher retention rates than employees who have stayed in the US

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Florida Institute of Technology

EMG3331

Chapter 5

1)One reason that organizations their best managers overseas is that when these expatriates return to the US headquarters, they have higher retention rates than employees who have stayed in the US.

2. Glenda is a poor-performing employee. She intends to keep her job with Glenorra Home Produccts because even though she is not getting pay raises, she cannot replace her current job if she quits. Glenda’s decision is functional because it keeps the organization’s turnover rates lower.
3. If layoffs result in the remaining employees working longer hours in more stressful conditions, retention problems could emerge. 
4. Psychological contracts focus mainly on intangible and subjective concepts, such as loyalty, fair treatment, and sense of job security.
5. Family-owned firms usually decline when outsiders are brought into the succession plan.
6. It is best for organizations to avoid rehiring alumni, even when they were strong performers, because these individuals have demonstrated a lack of organizational loyalty and would not be good prospects for long retention.
7. As the director of HR for a major interstate trucking line, you realize that a nondiscriminatory work environment is not a key factor in retention of truck drivers because the truck drivers usually work without direct supervision and on their own. 
8. If employees believe they can advance their careers within the organization, they are more likely to stay with the organization. 
9. The key success measure of the HR planning function is the minimization of selection and retention costs.
10. In the new psychological contract employees expect to exchange continuous skill improvement, increased productivity, and extra effort when needed in exchange for career progression, competitive pay, and secure employment.