Withdrawal Behaviors Example

Withdrawal Behaviors Example Withdrawal Behaviors – Coursework Example Withdrawal Behaviors Withdrawal Behaviors Voluntary Withdrawal Behavior Example Johnson worked for McDonalds for two years until there was a change in the software that he used to work with. He was not well equipped to use the new software and required training. The manager failed to identify the gap between the skills of Johnson and the required skills to use the software. As a result of this Johnson was not able to adapt to the software and started turning in late at work. Involuntary Withdrawal Behavior Example Sarah and her family used to own a single car. When she started working at McDonalds her husband was unemployed. She used to use the car to drop her children at school and then reach her workplace. 1 year later her husband obtained a job and as a result of this the single car was used to first drop her husband at his workplace, then drop the children at their school and then Sarah could reach her workplace and started reaching late at work. Difference The main differences b etween the above two examples is that the voluntary withdrawal behavior is caused due to factors within the organization and the involuntary withdrawal behavior is caused due to factors outside the organization (Gaertner, 1999). Job Attitudes And Voluntary Withdrawal Behavior The relationship between job attitude and voluntary withdrawal behavior is that job attitudes have a cause and effect relationship with withdrawal behavior. This means that an individual’s feeling towards his/her job impact an individual’s intention to be absent or present at the organization in which an individual works (Holtom, 2008). For example in the case of Johnson and McDonald’s, Johnson experienced a decline in his commitment towards his organization since his manager failed to realize that Johnson required training. As a result of this Johnson started remaining absent or he used to reach late at work. ReferencesGaertner, S. (1999). Structural determinants of job satisfaction and or ganizational commitment in turnover models. Human Resource Management Review, 9(4), 479493.Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Academy of Management Annals, 2(1), 231274.