As an analogy, consider the divorce rate. If one were really interested in doing something about it, he would have to understand why some people get divorced and why others stay married-the reasons for the two things are entirely different. Furthermore, the reasons for getting a divorce are not merely just the opposite of the reasons for staying in wedlock. He would have to do some real spadework on both sides of the fence to get a complete picture of the divorce phenomenon.Equally.
in the corporate setting, there are definite rationales for terminating and definite [althoughsometimes unconscious] rationales for continuing.
2. This approach also tends to assume a perfect correlation between job dissatisfaction and tumover. Many a company works for low tumover because it thinks a low rate implies that its employees are pleased with their jobs-and, a fortiori, productive. This is not necessarily true, by any means. A low rate may just be the effect of a tight job market. Or perhaps the company has put
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