Running head: EXPLORATION QUERY Exploration Query
Lauren O Palacios
University of the Incarnate Word 1 EXPLORATION QUERY 2
Exploration Query Employees’ turnover is one business related challenges encountered by many
contemporary organizations. This assertion is valid since the employees’ turnover hinders the
success and competitive advantage of a firm. This declaration is centered on the implications
associated with workers turnovers such as low productivity and innovativeness. Thus, the
following paper entails the initiatives of mitigating employees’ turnover through the facilitation
of both effective compensation structure and leadership for one of our client companies.
Based on the possible causes of the increased employees’ turnover at the client’s
organization it can be held that ineffective compensation structure is among the leading causes.
This assertion is reflected by the failure of the employees to sustain themselves before the
issuance of company’s pay. According to Geisler and Wickramasinghe (2015), the compensation
structure encompasses the formal platform used by an organization to pay its workforce. Thus,
since the client’s organization has embarked on a compensation structure based on the profit
margin, it does not efficiently enrich the sustainability and welfare of the overall employees.
Hence, it is recommendable for the client’s corporation to consider the adoption of better
compensation structure such as the compensation structure based on the hierarchical position of
the business. This affirmation is based on the benefits linked to a compensation structure based
on the hierarchical positions in an enterprise. For example, this compensation structure based on
the hierarchical positions in an organization will promote the sustainability of the workers hence
promoting their loyalty and retention.
Moreover, the style of leadership used also can be held to be another factor resulting in
the increased employees’ turnover at the clients’ enterprise. The client’s corporation has adopted EXPLORATION QUERY 3 a coercive leadership style which can be held to have influenced the increased workers’ turnover
due to its adverse implications. The coercive leadership is characterized by drawbacks such as an
ultimate authoritative power of the leaders and hostile workplace environment (Williams, 2016).
Thus, it would be rational for the client’s organization to embrace a democratic leadership
style. According to Bolman and Deal (2014), the democratic leadership encompasses the
involvement of overall employees in the decision making through the incorporation of their
ideologies. Hence, with the adoption of this democratic leadership the client’s firm would be in a
position to necessitate promotion of engagement of the employees and friendly workplace
environment thus mitigating the increasing workers’ turnover. EXPLORATION QUERY 4
References Bolman, L., & Deal, T. (2014). Leadership and management. Christian Youth Work in Theory
and Practice: A Handbook, 245.
Geisler, E., & Wickramasinghe, N. (2015). Principles of knowledge management: Theory,
practice, and cases. Routledge.
Williams, C. (2016). MGMT8, 8th Edition. [Bookshelf Online]. Retrieved from
https://online.vitalsource.com/#/books/9781305686403/

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