1. In general, do you think the end of the shuttle program will have a bigger effect on the organizational commitment of direct NASA employees, or employees of contractors who do work with NASA? Why do you feel that way?
2. Consider the factors that ATK uses in its statistical models to identify “flight risks.” Which of those factors seem more predictive of voluntary turnover? Which of those factors seem less important?
3. Although the use of scientific data to predict turnover seems natural for NASA or ATK employees, might it raise sensitive issues for employees in other companies? If so, why, and what could companies do to manage such issues?