IOP3706
Assignment 1 Semester 1 2026
Unique number:
Due Date: March 2026
Detailed solutions, explanations, workings
and references.
+27 81 278 3372
, QUESTION 1
1. Involuntary Turnover
Involuntary turnover occurs when the organisation terminates the employment
relationship. This may be due to poor performance, misconduct, retrenchment, or
organisational restructuring. In a manufacturing environment such as Ubuntu
Manufacturing, downsizing caused by automation, declining production demand, or
cost-cutting strategies may result in employees being laid off. Employees who
observe frequent dismissals or retrenchments may experience job insecurity, which
can increase their own turnover intentions, even if they are not directly affected
(Coetzee, Botha & De Beer, 2021).
According to Coetzee et al. (2021), perceptions of job instability negatively influence
employee morale and organisational commitment. When workers fear losing their
jobs, they may proactively search for alternative employment to secure stability.
2. Functional Turnover
Functional turnover refers to the resignation of employees whose performance is
poor or who do not align with the organisational culture. In this case, the employer
may view the resignation as beneficial because it improves overall productivity and
team cohesion (Coetzee et al., 2021).
At Ubuntu Manufacturing, employees who struggle to meet production targets or
adapt to safety standards may choose to resign rather than face disciplinary
processes. Although functional turnover can strengthen workforce quality, high levels
may indicate poor recruitment, ineffective training, or inadequate performance
management systems. Coetzee et al. (2021) explain that a mismatch between
employee competencies and job demands often leads to dissatisfaction and eventual
exit.
3. Voluntary Turnover
Varsity Cube 2026 +27 81 278 3372
Assignment 1 Semester 1 2026
Unique number:
Due Date: March 2026
Detailed solutions, explanations, workings
and references.
+27 81 278 3372
, QUESTION 1
1. Involuntary Turnover
Involuntary turnover occurs when the organisation terminates the employment
relationship. This may be due to poor performance, misconduct, retrenchment, or
organisational restructuring. In a manufacturing environment such as Ubuntu
Manufacturing, downsizing caused by automation, declining production demand, or
cost-cutting strategies may result in employees being laid off. Employees who
observe frequent dismissals or retrenchments may experience job insecurity, which
can increase their own turnover intentions, even if they are not directly affected
(Coetzee, Botha & De Beer, 2021).
According to Coetzee et al. (2021), perceptions of job instability negatively influence
employee morale and organisational commitment. When workers fear losing their
jobs, they may proactively search for alternative employment to secure stability.
2. Functional Turnover
Functional turnover refers to the resignation of employees whose performance is
poor or who do not align with the organisational culture. In this case, the employer
may view the resignation as beneficial because it improves overall productivity and
team cohesion (Coetzee et al., 2021).
At Ubuntu Manufacturing, employees who struggle to meet production targets or
adapt to safety standards may choose to resign rather than face disciplinary
processes. Although functional turnover can strengthen workforce quality, high levels
may indicate poor recruitment, ineffective training, or inadequate performance
management systems. Coetzee et al. (2021) explain that a mismatch between
employee competencies and job demands often leads to dissatisfaction and eventual
exit.
3. Voluntary Turnover
Varsity Cube 2026 +27 81 278 3372
