IOP3706
Assignment 1 Semester 1 2026
Unique number:
Due date: March 2026
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.
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen
as a replacement for individual research, critical analysis, or professional consultation. Students are encouraged
to perform their own research and seek advice from their instructors or academic advisors for specific
assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the
information in these study notes, the seller does not guarantee the completeness or correctness of all content.
The buyer is responsible for verifying the accuracy of the information and exercising their own judgment when
applying it to their assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's
policies regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and
sources of inspiration. Any direct reproduction of the content without proper citation and acknowledgment may
be considered academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences
arising from the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or
, 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
Assignment 1 Semester 1 2026
Unique number:
Due date: March 2026
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.
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen
as a replacement for individual research, critical analysis, or professional consultation. Students are encouraged
to perform their own research and seek advice from their instructors or academic advisors for specific
assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the
information in these study notes, the seller does not guarantee the completeness or correctness of all content.
The buyer is responsible for verifying the accuracy of the information and exercising their own judgment when
applying it to their assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's
policies regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and
sources of inspiration. Any direct reproduction of the content without proper citation and acknowledgment may
be considered academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences
arising from the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or
, 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
