Retention: voluntary turnover, job satisfaction, withdrawal, alternatives

Correct Answer: Employees perceive a wide range of attractive alternative job opportunities.

The primary factor contributing to increased voluntary turnover, despite high job satisfaction, is that employees perceive a wide range of attractive alternative job opportunities. This indicates that while employees are satisfied in their current roles, they are attracted by better prospects elsewhere. Other potential factors, such as reduced benefits, lack of professional development, or ineffective communication, may influence turnover but are less directly related to the scenario where job satisfaction remains high.

Correct Answer: Offering regular feedback and recognition

In reducing voluntary turnover and fostering employee satisfaction, offering regular feedback and recognition is highly effective. This practice helps employees understand their value within the organization, provides clear performance expectations, and fosters an environment of continuous improvement and engagement. Recognizing employees' accomplishments can significantly boost their morale and loyalty, which in turn reduces the likelihood of them leaving the company. The other options are not as conducive to reducing voluntary turnover. Limiting telecommuting options to exceptional cases can actually increase turnover, especially in a business environment where flexibility is increasingly valued by employees. Emphasizing strict adherence to job descriptions can stifle creativity and growth, resulting in employee dissatisfaction. Reducing the frequency of performance appraisals might impede the opportunity for timely feedback and also affect employee engagement and satisfaction negatively. Therefore, these alternatives are less effective than regular feedback and recognition in reducing voluntary turnover.

Correct Answer: Improve internal career advancement opportunities to enhance perceived alternatives within the organization.

The most effective strategy is to improve internal career advancement opportunities to enhance perceived alternatives within the organization. This approach addresses the underlying issue of employees seeking growth and development, reducing their inclination to leave for external opportunities. While providing competitive salaries, implementing wellness programs, and increasing work schedule flexibility are beneficial, they may not directly tackle the desire for career progression, which is crucial for retaining employees who are otherwise satisfied with their jobs.