Mr. Williams James has recently been hired as the Director of Human Resources for an academic medical center located in the Northeast. While he was interviewing for the position, several administrators and physicians told him there was a severe employee morale problem, particularly among registered nurses. Mr. James later learned that the average annual turnover rate of nurses at this facility has averaged 18.4 percent as compared to 11.6 percent in the metropolitan area of the past three years. Mr. James was aware that all exiting employees are required to complete an exit interview questionnaire and interview prior to receiving their final pay check. He asked his assistant to pull the files for all exit interviews of departing nurses and prepare a summary of the major reasons for leaving and specific suggestions for how the facility could increase retention. When the results were compiled, Mr. James was disappointed. The utility of these data was very low. Most of the respondents indicated they were leaving for Solution 1. The biggest problem faced by the academic medical center included the high turnover rate of registered nurses. The reason behind this high turnover rate was inadequate staffing, biasness in increments and appraisals, lack of respect and support from the supervisors and management of the center. All these factors result in low morale and job satisfaction level of the employees. Ultimately, it would result in high turnover in the center. 2. The employees leaving the medical center do not used to disclose their actual reasons for leaving the firm. The main reason behind this was their fear alienating the interviewer or supervisor by discussing sensitive issues. This shows the lack of trust of the employees on the management and supervisors. Mr. James can improve the exit interview process by gaining the trust of employees. He should make them sure that their feedback and information would remain confidential and it won.