U.S. Postal Service Distribution Automation System: Job Turnover

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Abstract

Job turnover is the crucial issue that the organizations face. Turnover is the rate at which the management retains the employees or the rate at which an employer losses or gains the employees. Another correlate of job satisfaction that is of considerable interest to both researchers and managers is employee turnover. Turnover has been viewed largely as a response to the negative effect. Here, more contemporary turnover research has expanded and investigated other non-affective predictors of turnover. The paper aims to analyze and study the factors relating to job turnover at .S. Postal Office Automation Distribution Processing Center. The focus of the research starts with a problem statement while identifying the importance with thorough focus on the findings and conclusions.

The Problem And Its Setting

Statement of problem:

An employer can minimize employee turnover(s) by analyzing the reason for their employee(s) leaving there organization and implementing a method for attracting and retaining employee. The Automation Distribution Processing Center of the Denver General Mail Facility located in north Denver near Commerce City, Colorado is experiencing a high Employee Turnover. Many of the work centers employees quit or resign on short notice. There is a high volume of union complaints against work center supervisors. This trend is a consistent and is common in the work center. Furthermore, there were hostile worker; this behavior is also a common in the work center. In addition, when supervisors are away from the work area for an extended period of time, many of the work center employees disappear and finding a place to relax or sleep. Also, absenteeism due workers calling in for varies reasons were constant and common (Gaan, 2011). Personnel assigned to the work centers primary duties were to process first and third class mail and preparing it for dispatch to the mail center. The primary duties in the work center were Operating automated mail equipment including clearing jams and notifying maintenance of any malfunctions (Gaan, 2011). Approximately 30 to 40 employees worked each shift. The employees worked 8 to 12 hours shifts, with additional overtime hours.

Aims and Objectives

The aim of this research is assess the impact and reasons of employee turnover on the performance of Automation Distribution Processing Center in the retail sector (Dessler, 2003). In the light of this aim, the author will accomplish the following objectives:

To investigate the basic concept of employee turnover

To research the importance of employee retention

To evaluate the causes of high employee turnover in the Automation Distribution Processing Center.

To explore the ways through which the turnover can be decreased in the organization

Importance of Study

Employees are the backbone of any organization. We are embedded in a highly competitive market, which is why companies have realized the importance of attracting and retaining the best employees, and that only trained and capable organization can survive and grow. In this way companies treat their employees like the most important assets that have a great competitive advantage over those who do not (Gaan, ...