Voluntary: best solution to conflict in order for the


is the type of employee turnover in which employee leaves the organization
voluntarily. Employee leaves when they got a better position in another
organization or sometimes staff conflict.

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employee turnover is that when the company discharges an employee. It happens
due to poor performance or behavioral issue.


who elect to leave their jobs might be part time employees without unique
skills or simply they are not good performers. It includes new comers,
internees etc.


who are better performer usually high skilled leaves the organization
dysfunctional turnover occurs. It can be costly to an organization and could be
the result of a more appealing job offer or lack of opportunities in career

Employee turnover is
not a new term it as old as business. Every good organization took some steps
to control the turnover rate. There are many factors which organizations looked
such as relationship with boss, working conditions adventure at workplace,
career development and overall corporate culture. (Hamid Mudor)

Voluntary turnover is
most interesting because most of employee work within organization with owns
interest and when they separate the organization both direct and indirect cost incurred
(Dess and Shaw).  Fishbein and Ajen
founded that attitude towards the job impact belief about the consequences or
utility of leaving the organization which ultimate leads to the actual

Staw (1890) says that
turnover is one of best solution to conflict in order for the organization to
function effectively, but at present employer personally involved in order to
judge the situation and to retain the employees because a huge cost is incurred
to recruitment replacement, training of employees.

Turnover may badly
affect the attitudes or de motivate and morel of the employees who remain in
the same organization. So at present organizations are in search of different
ways or methods to retain employees for a long period. (Liew Chai hong)
Retention is a voluntary move by an organization to create an environment which
engages employees for long term.

There are many other
reasons that affect the turnover rate such as communicate gap, bored work,
meaningfulness job, workload and stress, less supportive staff, wage rateand
less consulting.

















The following factors affect the employee
turnover rate:

Relationship with boss:

To have a toxic relationship with the person an employee reports to
undermines the employee’s engagement, confidence, and commitment. According to
many sources, a bad boss is also the number one reason why employees quit
their job.

Communication Gap:

Hold regular meetings in which employees can offer ideas and ask
questions. Have an open-door policy that encourages employees to speak frankly
with their managers without fear of repercussion.

Boredom workplace:

Employees want to enjoy their job. They spend more than a third of their
days working. Work closely with employees who report to you to ensure that each
employee is engaged, excited, and challenged to contribute,
create, and perform. Otherwise, you will lose them to an employer who will.

Glass Ceiling:

Employees want to develop and grow their skills. If an employee can’t see a path to continued
growth in their current organization, they are likely to look elsewhere for
a career development or promotion opportunity. Help them create a
clearly defined path to achieving them.



Undefined goals:

Employees need to feel connected and that they are part of an effort that
is larger than just their job. They need to feel as if they matter in the
larger picture of the organization. Too many managers assume that the employee
will receive the communication about the vision, mission, and overall plan from
executive staff and make this leap.

Corporate culture:

Employees appreciate a workplace in which communication is transparent,
management is accessible, executives are approachable and respected, and direction is clear and understood. Your overall culture
keeps employees or turns them away.

Monetary Factors:

Compensation often includes an employee’s base salary
and additional benefits, such as health insurance, retirement plans and performance
bonuses. Several federal laws affect the compensation that businesses offer. A
business owner should understand the importance of compensation and the
prevailing laws to remain competitive in the market.

Lack of good working condition:

Your working conditions are affected by factors including health and safety,
security and working hours. Poor working conditions can damage
your health and put your safety at risk. Your employer is legally responsible
for ensuring good working
conditions, but you also have
a responsibility to work safely.

Lack of Respect:

Employees who are rude, vulgar or make condescending remarks to others can
significantly diminish office morale. Many employers implement code of conduct
policies to clearly define disrespectful and inappropriate workplace behavior as well as the consequences for
engaging in such behavior.

Flexible working polices:

Research shows that flexible work arrangements may
reduce stress because employees working flexibly are more satisfied with their
jobs, more satisfied with their lives, and experience better work-family

Stress of work:

A healthy job is likely to be one where the pressures
on employees are appropriate in relation to their abilities and resources, to
the amount of control they have over their work, and to the support they
receive from people who matter to them. 




is positive relationship between employee satisfaction and employee turnover at


and affect research methodology has been used. After briefly study it is found that
employee turnover affected by employee satisfaction, and employee satisfaction influences
by factors which discussed earlier  


        Nowadays, it is becoming a major problem in the business. And employee satisfaction
wills the helps retention of turnover. Because lacking of these factors affect
the organization and overall profit. It the responsibility of managers to focus on these factors and tries to
retain their employees. Personal characteristics exhibited a higher correlation
with absenteeism than turnover. These results point to the importance of using
multivariate and comparative analyses in the study of withdrawal behavior.