The primary goals of organizational behavior or OB are influencing, predicting, and explaining behavior. These measures are applied in all four main elements of OB, which are the external environment, technology, structure, and people. An organization experiencing a turnover problem has a poor talent retention rate, which means employees are continuously leaving the organization because they are put in highly difficult positions or their skills are not fully utilized. In other words, there is a mismatch between an employee’s skills and competence with job requirements, and thus, the latter statement can be used as an explanation for the problem.
The second goal of OB can be applied by predicting retention rate through an extensive analysis of inherent job requirements and matching with workers with appropriate levels of skills and competence. In most cases, it is possible that employees are underpaid and put in positions where they are required to do tasks that are outside of their competence. Therefore, they experience a certain degree of work-related stress and pressure, which leads to burnout and subsequent leave. In this case, it is important to either increase the overall pay or reduce the workload, where employees are not forced to do something which is not in their field of competence. It is also possible that employees are put in positions where their skills are underutilized, which leads to dissatisfaction and subsequent leave. The predictive goal of OB can be applied by reducing job qualification needs or increasing the pay and other core job characteristics.
The third goal of OB is influencing behavior, which can be implemented by changing the hiring process, where employees are properly matched with their job positions. The external environment can also be a part of a high turnover rate, where competitors might offer more appealing job benefits, and therefore, they attract a better talent pool. During recruitment, more attention should be paid to candidates who are interested in this job. The candidate must share the goals, objectives, and mission of the company; without this, even a high salary cannot become a motive for an employee to work in this company. An important factor is the development of each employee-various courses, training, and lectures allow employees to acquire new knowledge and skills. Training should be free of charge for employees, as new skills of the personnel will work for the good of the company.