IOP3706
Assignment 1 Semester 1 2026
Unique number:
Due Date: March 2026
This document includes:
Helpful answers and guidelines
Detailed explanations and/ or calculations
References
Connect with the tutor on
+27 81 278 3372
, QUESTION 1
1. Involuntary Turnover
Involuntary turnover occurs when the organisation initiates the termination of
employment. This may happen when an employee is dismissed due to poor
performance, misconduct, or when the organisation downsizes as a result of
financial pressure or restructuring. In this case, the employee does not choose to
leave, but the employment relationship is ended by the employer. Although the
decision is organisational, it can still influence turnover intentions among remaining
employees, especially if they fear job insecurity or perceive unfair treatment
(Coetzee, Botha, & De Beer, 2021). At Ubuntu Manufacturing, restructuring or strict
performance management practices may create anxiety and uncertainty, which can
indirectly increase other employees’ intentions to leave.
2. Voluntary Turnover
Voluntary turnover refers to situations where employees choose to leave the
organisation on their own initiative. This often involves competent and capable
employees who resign to pursue better career opportunities, improved remuneration,
or enhanced working conditions elsewhere. According to Coetzee et al. (2021),
voluntary turnover is strongly linked to job satisfaction, organisational commitment,
and perceived growth opportunities. At Ubuntu Manufacturing, employees may
intend to leave if they perceive limited promotion prospects, inadequate rewards, or
lack of professional development. This form of turnover is particularly costly because
it often involves the loss of high-performing staff.
3. Functional Turnover
Functional turnover occurs when employees who are poor performers or who do not
fit well within the organisational culture resign, and their departure is welcomed by
the employer. Unlike dysfunctional turnover, this type may benefit the organisation
because it allows space for more suitable or competent employees to be appointed.
Coetzee et al. (2021) explain that when individuals experience a mismatch between
their personal values and organisational culture, their intention to leave may
increase. At Ubuntu Manufacturing, employees who struggle to align with the
© Study Shack 2026. All rights Reserved +27 81 278 3372
Assignment 1 Semester 1 2026
Unique number:
Due Date: March 2026
This document includes:
Helpful answers and guidelines
Detailed explanations and/ or calculations
References
Connect with the tutor on
+27 81 278 3372
, QUESTION 1
1. Involuntary Turnover
Involuntary turnover occurs when the organisation initiates the termination of
employment. This may happen when an employee is dismissed due to poor
performance, misconduct, or when the organisation downsizes as a result of
financial pressure or restructuring. In this case, the employee does not choose to
leave, but the employment relationship is ended by the employer. Although the
decision is organisational, it can still influence turnover intentions among remaining
employees, especially if they fear job insecurity or perceive unfair treatment
(Coetzee, Botha, & De Beer, 2021). At Ubuntu Manufacturing, restructuring or strict
performance management practices may create anxiety and uncertainty, which can
indirectly increase other employees’ intentions to leave.
2. Voluntary Turnover
Voluntary turnover refers to situations where employees choose to leave the
organisation on their own initiative. This often involves competent and capable
employees who resign to pursue better career opportunities, improved remuneration,
or enhanced working conditions elsewhere. According to Coetzee et al. (2021),
voluntary turnover is strongly linked to job satisfaction, organisational commitment,
and perceived growth opportunities. At Ubuntu Manufacturing, employees may
intend to leave if they perceive limited promotion prospects, inadequate rewards, or
lack of professional development. This form of turnover is particularly costly because
it often involves the loss of high-performing staff.
3. Functional Turnover
Functional turnover occurs when employees who are poor performers or who do not
fit well within the organisational culture resign, and their departure is welcomed by
the employer. Unlike dysfunctional turnover, this type may benefit the organisation
because it allows space for more suitable or competent employees to be appointed.
Coetzee et al. (2021) explain that when individuals experience a mismatch between
their personal values and organisational culture, their intention to leave may
increase. At Ubuntu Manufacturing, employees who struggle to align with the
© Study Shack 2026. All rights Reserved +27 81 278 3372
