CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

According to Newstrom:

To replace the departed employees on a timely basis often in difficult, and

the direct and indirect costs to the organization of replacing workers are

expensive. The remaining employees may be demoralized from the loss of

valued co-workers, and both work and social patterns may be disrupted

until replacements are found. (2007, p. 210)

Mathis and Jackson (2004, p. 94) has identified three types of classification of turnover
process i.e. Involuntary and voluntary turnover, and functional and Dysfunctional
turnover.

2.8.1. Types of turnover............................................

1. Involuntary and voluntary turnover: According to this type of categorization
   involuntary turnover is the one when the organization terminates the employee services.
   In such cases the causal factors could be organizational policies, work rules or
   performance standards not met by the individual. In voluntary type of turnover the
   employees leave the organization. Here the reasons for such turnover are different which
   may include job dissatisfaction in terms of compensation, inappropriate work
   environment, lack of career promotion opportunities, job insecurity or could be personal
   or family reasons.


2. Functional and Dysfunctional turnover: Functional turnover is when the turnover
   favors the organization it is normally such cases where the employees are low performers
   or are disruptive for the coworkers. Dysfunctional turnover is the one when the
   employees are competent and high performance and they leave specially, when the times
   are crucial and the organization needs them. Such type of turnover is damaging specially
   to the organization.