Talent Turnover and Ethics

Subject: Business Ethics
Pages: 2
Words: 561
Reading time:
3 min
Study level: College

Employee turnover can be defined as the number of employees who leave an organization voluntarily or involuntarily, and it varies from one organization to the other. The study will focus on a technology company that I worked for. A full description of the company’s problems will be explored and with the ethical approaches that the company can use for its operation. Moreover, training methods to improve employee performance will also be recommended.

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The cause of employee turnover brought negative impacts whereby the company could not deliver software projects to clients at the right time. The key problems in the organization for the rise in employee turnover included the following issues: the first one was overworking of employees. Too much work for employees and working for long hours causes stress, resulting in them leaving the organization. Overworking employees is a leading source of absenteeism and depression in the organization. In the company, salaried employees work for long hours a week regularly; this is a highly unethical practice by any company as overworked employees feel exploited and discouraged. Another critical problem is a toxic culture in the company which does not support employee morale and new talents. A lack of a culture that enables employees to have a work-life balance cause employee to look for other organizations.

My ethical recommendation to the company CEO would be utilitarianism, a theory of morality that fosters happiness, and pleasure and opposes acts that cause harm and unhappiness. Utilitarianism is a traditional ethical philosophy, and it holds that a particular action is right if it tends to promote happiness to a majority of the people (Jannat et al., 2021). Applying this ethical approach in the company aids in maximizing the greatest good for a majority of people in the organization. The establishment of actions in the company that creates happiness for everyone is critical in promoting a good enabling environment for employees to achieve their full potential and work effectively.

To create a happy and more productive workforce, boost their morale, and reduce attrition in the company, the company has to implement these training methods. The first approach is coaching and mentoring; it involves one-to-one sharing of knowledge and skills, which creates a relationship between employees, supervisors, and other top professionals in the company. In addition, the programs help employees in the company to ask questions they may not feel comfortable in instructor-led training (Dayeh et al., 2021). Besides, these sessions can be done virtually on a one-to-one basis; this training method brings a trained professional workforce to the company (Shafique et al., 2021). The second way is the hands-on training method, and this involves practical training to enable the employees to acquire practical skills. One advantage of this method is that employees in the company get to know how to use new technological equipment. Moreover, hands-on training puts the company employees at the center of what they require to know as it focuses on doing and not the passive learning methods.

In conclusion, employee turnover is a critical concern in several organizations of all sizes, and the managements have to know the right actions to establish to prevent it. A high turnover can harm productivity. The company needs to avoid overworking its employees and give them flexible working hours and poor working culture. Implementing coaching, mentoring, and hands-on training can boost employee expertise and reduce turnover.

References

Dayeh, K., & Farmanesh, P. (2021). The link between talent management, organizational commitment, and turnover intention: A moderated mediation model. Management Science Letters, 50-60. Web.

Jannat, T., Alam, S. S., Ho, Y. H., Omar, N. A., & Lin, C. Y. (2021). Can corporate ethics programs reduce unethical behavior? Threat appraisal or coping appraisal. Journal of Business Ethics, 1-7. Web.

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Shafique, M., & Zia-ur-Rehman, M. (2021). Impact of talent management on employees’ work outcome. Sir Syed Journal of Education & Social Research, 4(1), 405-415. Web.