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Thesis
High turnover is a problem for HR management in todays public administration and should be addressed by enhancing job satisfaction levels of employees.
Abstract
Job dissatisfaction is often cited as a major reason for high turnover in public administration. Low pay, long hours, and poor working conditions are all contributing factors to dissatisfaction. In addition, many public servants feel undervalued and unappreciated. As a result, they are often more likely to leave their jobs than workers in other sectors. Although high turnover can be costly and disruptive, it is often seen as a necessary evil in public administration. By offering competitive salaries and benefits, and creating a positive work environment, employers can help reduce the incidence of job dissatisfaction and high turnover. The reason for this is that, ultimately, high turnover in public administration can be caused by a number of factors, including low wages, poor working conditions, and inadequate benefits. In many cases, government employees are not paid as well as their counterparts in the private sector, making it difficult to attract and retain experienced workers. Additionally, public servants often have to contend with cumbersome bureaucracy, inflexible work schedules, and red tape. These factors can make the job less appealing and lead to high turnover. While there may be no easy solution to the problem of high turnover in public administration, addressing the underlying causes can help to reduce turnover rates by increasing the job satisfaction levels of employees.
Outline
I. Introduction
a. Problem
i. Turnover happens at a high rate in public administration, especially among LGBT employees but among employees who have low job satisfaction in general (An, 2019; Ferreira & Neiva, 2018; Sabharwal et al., 2019; Stater & Stater,...…High turnover rates can be a major problem for HR management in public administration.
b. Not only does it lead to increased costs in terms of recruitment and training, but it can also adversely affect morale and productivity.
c. High turnover can also be a sign of underlying problems, such as poor management or a toxic work environment.
d. If left unchecked, high turnover can quickly spiral out of control and lead to a full-blown HR crisis.
e. Therefore, it is essential for HR managers to keep a close eye on turnover rates and take steps to address any issues that may be contributing to the problem.
IV. Solutions
a. Give employees more opportunities to use their skills (Ferreira & Neiva, 2018)
b. Utilize feedback more frequently and effectively
c. Create opportunities for development
d. Be more inclusive (Sabharwal et al., 2019).
e. Enhance communication channels
V. Create trust between management…
References
An, S. H. (2019). Employee voluntary and involuntary turnover and organizationalperformance: Revisiting the hypothesis from classical public administration. International Public Management Journal, 22(3), 444-469.
Ferreira, P. C. G., & Neiva, E. R. (2018). Antecedents of turnover in federal publicadministration. RAUSP Management Journal, 53, 366-384.
Sabharwal, M., Levine, H., D’Agostino, M., & Nguyen, T. (2019). Inclusive workpractices: Turnover intentions among LGBT employees of the US federal government. The American Review of Public Administration, 49(4), 482-494.
Stater, K. J., & Stater, M. (2019). Is it “just work”? The impact of work rewards on jobsatisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The American Review of Public Administration, 49(4), 495-511.
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