Organizational Behavior Critical Thinking Essay

I exact chosen deuce-ace theories to address the problem. The first theory is Schwartzs honor possibility. According to the theory, everyone has each own set of personal value and the attainment of these personal values is crucial. Conflict of values or hardship in attaining them faculty lead to employees turnover. From the article, the elderly staffs claimed that the bonuses they received were below average. I infer that some of the staffs personal values were non attained, which in this facial expression possibly power and achievement. Their personal values might withal have trothed with the caller-ups values, which lead to their departure. Herzbergs Motivator-Hygiene Theory is also relevant in addressing this issue. According to the theory, there are some factors those lead to twain work pleasure (motivators) and dissatisfaction (hygiene). The absence of recognition which is one of the motivators leads to no satisfaction and the presence of hygiene factors such as po or salary and misdemeanor of come withs policies such as not paying bonuses that the executive directors deserved might lead to dissatisfaction.Thispresence of dissatisfaction might be the major reasonableness for the staffs to quit. Lastly, according to The Three-Component Model of Organizational Commitment there are three types of commitment that create a binding force, those may reduce the spunky turnover. They are namely Normative, prolongation and Affective commitment. Affective commitment is chiefly influenced by personal characteristics and values and is closely related to the Schwartzs Value Theory. This commitment also takes into consideration work experience, which might support the executives determination to quit. Violation of psychological contract is a factor that may bm Normative commitment to be ruptured. UBS has failed to meet the expectation of some of their executive and this can be seen as hygiene factors according to Herzbergs Motivator-Hygiene Theory which leads to dissatisfaction. The lesson, so far, has covered the other two theories.Adding on to that, this model also includes the possibility of external factors that might lead someone to leave a federation. In this case, availability of job alternatives in other companies, which compromise their Continuance commitments, might be another force that encouraged executives to leave their positions in the company. Therefore, I conclude that this model, in comparison with the others, is the most appropriate model to address the problem of high turnover in UBS as it covers to a greater extent possibilities and gives us a more complete view of why the senior staffs may have left the company. UBS is very sensitive to the performance of the human beings economy as it runs in the area of fiscal service. execrable global economic performance or recession is a major factor that influences the problem of high turnover faced by UBS. closely of the conclusivenesss must be made carefull y by the company as it involves very high risk level.Through these decisions, UBS has to cite or charge improve the job satisfaction level of its employee and at the same clipping, reach out to give excellent performance. Wrong decisions might cause UBS to lose its employees notwithstanding its key executives. In the time of financial crisis, it is more difficult for UBS to maintain both its employees job satisfaction and also its performance. This depends largely on the companys policy and also the decisions made by the company. For instance, in hem in Street Meltdown in 2008 UBS made a US$32 billion loss and its stock value plunged by almost 70% (Gross, 2008). One of the decisions that the company made was to fire 8900 employees worldwide (Ubs lay off, 2008). The change magnitude in the regulationof financial patience such as revenue on financial may also affect the performance of UBS negatively. pecuniary Analysts predicted that this increase in regulation will reduce t he size of the industry (Adams, 2011) and this leaves UBS with no other option than cutting off the number of its employees. This decision made might negatively impact the rest of the employees as they would tang insecure in their positions.This factor can also be seen as one of the hygiene factors which lead to dissatisfaction and this result in the high turnover. unconnected from that, the competitive nature of the industry itself intensifies the challenge faced by UBS. overdue to lower bonuses that it paid to its executive in comparison to the rival companies might encourage the executives to switch company. For example, Edward Cook who has worked for UBS for 28 years decided to pith Morgan Stanley very recently (Philbin, 2011) and Suneel Kamlani, who has worked for 21 years in UBS, decided to pairing RBS just last year (Muoz, 2010). This shows that it is definitely a challenge for UBS to promote higher levels of commitment of its employees and executives. Availability of p osition and better payment offered by rival companies will test the loyalty of the UBSs employees.Hence, the high aspiration among banks also induces the high turnover in UBS. To reduce turnover, managers should cultivate the companys value in the employees. This will reduce Individual-Organizational value conflict and it can be done through training sharing of the companys vision. Managers also have to respect the psychological contract and should volunteer more-defined policies to company as it may reduce job dissatisfaction. In time of crisis, company may also maintain the Continuance Commitment of the employees by paying the bonuses by using the companys share. However, all of the solutions I proposed may not be successful as they do not take into account the other external factors and the success also depends on the personal characteristics of the employees.ReferencesShehan, Tom, S. ,. T. (n.d.). How to retain employees a high turnover rate is dear(p) in both direct and indi rect costs. . Retrieved from http//www.allbusiness.com/management/447495-1.html Gross, D. (2008, July 07). Phil gramms ubs problem. http//www.slate.com/id/2194933/ Ubs lay off job cut may fire 1900 employees. (2008, October 01). Retrieved fromhttp//www.finance-trading-times.com/2008/10/ubs-lay-off-job-cut-may-fire-1900.html Adams, B. (2011, princely 30). The big layoff struggling financial giant fires thousands of employees. Retrieved from http//www.theblaze.com/stories/the-big-layoff-struggling-financial-giant-fires-thousands-of-employees/ Philbin, B. (2011, September 14). Street moves morgan stanley hires rbc, ubs financial advisers. Retrieved from http//online.wsj.com/article/BT-CO-20110914-711796.html Muoz, S. S. (2010, April 12). Rbs hires key executive from ubs. Retrieved from http//www.efinancialnews.com/story/2010-04-12/rbs-hires-kamlani-executive-ubs