...Causes of Employee Turnover ABSTRACTThe proposed research will be conducted to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that job satisfaction, employee motivation and employee involvement (independent variable) has an impact on employee turnover (dependent variable). Hence the purpose of this research will be, firstly getting the perception of employees at work by conducting semi structure interviews as an instrument of data collection to explore the effect of Job satisfaction, employee motivation and employee involvement on employee turnover. Secondly semi structure interviews will be further used to find and examine whether these three factors really affect or not if yes then which factor affects closely in order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research...
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...EFFECTS AND CAUSES OF EMPLOYEE TURNOVER INTRODUCTION “Employee turnover is the ration of organizational members who have left during the period being considered divided by the average number of people in that organization "Price 1977. “A company's greatest asset is not its financials, buildings, equipment or services- a company's most important asset is its employees”. (Susan Kaplan-Williams) Employees are company’s intellectual capital. They not only bring their skills and talents, they also bring ideas, creativity, innovation, commitment and desire to learn. They are self-motivated even before they begin working for an organization. That motivation stems from the need to provide a home, safety and food for their families and themselves as seen in Abraham Maslow’s 1943 Study. Human resources are one of the most valuable resources of an organization and indeed an organization is nothing without them. Getting and keeping good people is critical to the success of every organization. Maintaining employees is about providing working conditions that are worker friendly, involvement in decision making, good salaries, recognition for good performance and so forth. Many companies are increasingly finding it difficult to retain employees. Turnover is becoming a serious problem in today’s corporate environment. Turnover costs for many organizations are very high and can significantly affect financial performance of an organization. STATEMENT PROBLEM Organizational stability has been...
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...RESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when...
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...Causes and Effects of Employee Turnover in Private Bank (A Case Study) Department of Business Administration Leading University, Sylhet Report On Causes and Effects of Employee Turnover in Private Bank: A Case Study Course code: BUS-322 Course Title: International Business Submitted to Syed Towfiq Mahmood Hasan Assistant Professor Department of Business Administration SUST, Sylhet, Bangladesh Submitted by Faglul Karim Raihan ID: 1001010142 Sec-C, 8th Semester (24th Batch) Department of Business Administration Leading University, Sylhet Date of Submission: September 29, 2012 ------------------------------------------------- LETTER OF SUBMISSION September 29, 2012 Syed Towfiq Mahmood Hasan Assistant Professor Department of Business Administration SUST, Sylhet, Bangladesh Subject: Letter of Submission. Dear Sir, It is an enormous pleasure to submit my report titled “Causes and Effects of Employee Turnover in Private Bank: A Case Study” assigned as a requirement of our course related. In preparing this assignment I have acquired much knowledge about employee turnover. I have tried my best to furnish the assignment with relevant data, which I had to collect from online and related journal. I hope this assignment will help the banking sector to gather some insights on the windows to do further studies in this aspect. I would like to convey my tributes to you and thank you for giving...
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...Employee Turnover-a Study of its Causes and Effects to Different Industries Abstract Productivity is very important issue for an industry or organization. There are several factors on which productivity of an organization mostly depends upon. Employee’s turnover is one of them which is considered to be one of the challenging issues in business nowadays. The impact of turnover has received considerable attention by senior management, human resources professionals and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting by several organizations globally. The purpose of this research is therefore, to find out the actual reasons behind turnover and its damaging affects on the productivity of different industries in Bangladesh. The authors of this paper were visited and studied several local industries both from government and non-government sectors in Bangladesh and observed the suffering for turnover problems. The objective of these case studies were to find out the actual reasons of turnover, its negative effects and possible recommendations that could be helpful to the local industries for their productivity and market share. Keywords: Turnover, Job satisfaction, Industrial regulation, Productivity. working environment in job place. To provide these things to the employees in an economic way is very difficult and cumbersome. But it is also crucial for any organization to retain its talented employees...
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...ith the highest employee turnover rate, the hospitality industry need to encourage employees to voice their opinions, ideas, and any of their other concerns for improving performance and reducing employee turnover. The purpose of this study is to investigate the impact of different types of organizational culture and different leadership styles on employee voice in the hospitality industry. Hospitality human resource practitioners could modify their organizational culture and leadership style according to the results of the study, in order to encourage their employee voice. The results of this study could also contribute to the literature about factors that influence employee voice. Introduction As according to www.skagitwatershed.org “Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills”. Leadership is a process of getting things done through people. Leadership is not a science. So being a leader is an adventure because we can never be sure whether we will reach our goal -- at least this time. The touchdown drive may end in a fumble. The troop may have a bad weekend during the camporee. Or the city's citizens may not be convinced that the mayor's policies are right. So these leaders have to try again, using other methods. But...
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...High employee turnover/ Low Retention Low employee retention is caused by several factors and not many businesses are immune. High turnover rates not only reflect badly on a business but are very costly. A 2012 study showed that it cost 1/5th an employees’ salary to replace them("What Are The Causes Of High Labor Turn Over Rate?", 2014). Costs such as advertising, recruiting, screening and hiring effect the bottom-line of every company. Low retention rates attribute to employee satisfaction, pay and geographical issues. Communication problems within an organization remains one of the top reasons for employee dissatisfaction ("What Are The Causes Of High Labor Turn Over Rate?", 2014). . Poor leadership and communication skills effect an employees’ ability to perform and or feel appreciated for the work that they do. Pay commensurate with experience and cost of living is equally important to job seekers in addition to a work life balance. An employee should be seen as an investment within a company. Adequate pay, training, benefits and advancement opportunities result in a more productive employee who is more likely to remain loyal to their company. Finding a solution a high employee turnover and low retention rate holds great significance. A high employee turnover and low retention rate negatively impacts an organization in a few ways. Low morale can be a result of high employee turnover which can lead to a decrease of productivity. Financially...
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...and Addressing Employee Turnover IssuesFiled under Managing the Workplace. Fact checked on May 24, 2012. Article Tools PrintEmailLinkedInTwitterShareShare.High employee turnover can have a severe impact on your business, both financially and emotionally. If you suspect that turnover is an issue for your business, you should take steps to recognize possible causes of turnover, measure your turnover rate, determine turnover costs, and then address your turnover problems. Related ContentIs Your Employee Morale Suffering? Improving Employee Morale and Motivation Providing Employee Fringe Benefits Can Increase Job Satisfaction and Performance How to Determine How Much to Pay Your Employees Workplace Rules Protect Your Business and Maintain a Positive Employee Environment Read more about Managing the Workplace »A high employee turnover rate, the rate at which employees leave a business, can affect the bottom line of businesses of all sizes. However, the negative effect on small businesses can be particularly harsh due to limited resources and the investment in employees. Because employees who are satisfied with their jobs generally don't give them up, high turnover is usually indicative of a problem. That's not to say that every employee who leaves your company is unsatisfied — after all, some will retire, leave town, quit because of family circumstances, desire to change professions, or even start a business of their own. But if you have a lot of turnover and you're losing...
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...Employee Turnover Employee Turnover is defined as: the number of employees that leave the company or the organization, or how long an employee stay in a certain company and when he/she leave the work in the organization its called turnover or separation. (Mayhew, c2016) The degree of turnover differ between companies, regions and between public and privet sector where its high in the private, in countries where the unemployment rate is low the turnover will be high because the finding of a new job is easy. RANKIN’S 2006 study (cited by Shamsuzzoha, 2007) Tow Types of turnover 1- Voluntary: this type occur when the employee leave his / her job in an organization by his / her own choice due to some reasons my be finding a new better job with higher salary, or employee may be pushed to leave the job due to the displeasure with the workplace or due to the reallocates with their spouse or partner, in this type the employee submit a written or verbal resign from the job 2- Involuntary: called involuntary because its not the employee decision and this type result from the force termination due to poor performance, non compliance with company policy or credo, violation, also called firing or discharge The causes of turnover are: 1- Salary :one of the reasons for turnover is finding another job with higher salary . 2- The Nature of the Job: some jobs may be more attractive than others for some employees, because some jobs my posses less danger, challenge...
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...High employee turnover, in human resource management, refers to the speed at which employees leave jobs in a company and replaced by new hires. A company is said to have a high employee turnover rate because their employees continually leave or get fired, creating a need to hire more people to fill the open positions. The term “turnover” became known when employees of a business leave and new candidates fill the open position, but later fold or bottom out (Ingram). Although there are a few causes for high employee turnovers throughout businesses today and in the future. Turnovers are caused by numerous explanations. One of the main reasons for a turnover is unhappiness within a job. Nowadays most individuals take a job without knowing if they will like it or do well at it; jobs are too hard to come by in this day and age. Some business employers do not look at work experience or qualifications to see if the candidates qualify for the position, another reason for turnovers. Workers may quit based upon the inability to fulfill the job requirements. Employee/Employer communication is a vital key in any business situation. Fellow employees can be harsh and cruel causing others to feel uncomfortable and wanting to quit. These are just a few explanations for why the high employee turnover rate is high. High employee turnovers seem like a serious problem without any type of solutions. However, it can be controlled even stopped with a few possible solutions (Capko). One way to lower...
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...Causes & Effects of High & Low Staff Turnover As a business manager, staff turnover is one area to keep an eye on throughout the year. Turnover is defined as the percentage of a company's work force that voluntarily quits during one year. In general, the goal is to have low staff turnover to maintain consistency in the work force and develop more skilled employees. High-Turnover Causes For the most part, high turnover is related to employee dissatisfaction with the job. Some specific reasons might include low pay, poor working conditions, long hours, not enough benefits or a negative atmosphere, especially from authority figures. In some cases, a business won't be able to help much that it has high staff turnover. Businesses that hire seasonally will obviously have high turnover because seasonal employees do not necessarily come back the following year to work seasonally again. In addition, businesses that hire students will suffer from high turnover as students move or become too busy to work. High-Turnover Effects High turnover is financially costly to the business because it needs to spend time and resources filling the position and training the new employee. This cost can be about 30 percent of the position's annual salary. In addition, high turnover can lower employee morale and cause a flood of people leaving because they see their peers doing the same thing. High turnover can also make the remaining employees more stressed out because they have to fill in the...
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...Turnover As stated in a study on Examining the Effects of Leadership case (2014), turnover can best be defined as "the number or percentage of workers who leave an organization and are replaces by new employees, this, in human resource terms, employee turnover is a measurement of how long employees stay with the company, and how often they have to replace them" (p. 176). There are two main types of turnover - voluntary and involuntary. (might can pull this from one of my annotated bib sources) Involuntary turnover is where an employee leaves the organization, but not by choice. An example would be getting fired or laid off. Voluntary turnover is the main focus of this paper, which is where the employee turns in one's notice and makes the decision...
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...Causes & Effects of High & Low Staff Turnover As a business manager, staff turnover is one area to keep an eye on throughout the year. Turnover is defined as the percentage of a company's work force that voluntarily quits during one year. In general, the goal is to have low staff turnover to maintain consistency in the work force and develop more skilled employees. High-Turnover Causes For the most part, high turnover is related to employee dissatisfaction with the job. Some specific reasons might include low pay, poor working conditions, long hours, not enough benefits or a negative atmosphere, especially from authority figures. In some cases, a business won't be able to help much that it has high staff turnover. Businesses that hire seasonally will obviously have high turnover because seasonal employees do not necessarily come back the following year to work seasonally again. In addition, businesses that hire students will suffer from high turnover as students move or become too busy to work. High-Turnover Effects High turnover is financially costly to the business because it needs to spend time and resources filling the position and training the new employee. This cost can be about 30 percent of the position's annual salary. In addition, high turnover can lower employee morale and cause a flood of people leaving because they see their peers doing the same thing. High turnover can also make the remaining employees more stressed out because they have to fill in...
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...High turnover rate at the Royal Brisbane Hospital’s Bone Marrow Transplant Unit Executive Summary Table of Content Executive Summary 1. Introduction The objective of this report is to analyse the high turnover rate at Royal Brisbane Women’s Hospital’s (RBWH) Bone Marrow Transplant Unit (BMT Unit). Excessive turnover in the BMT Unit is a prime indicator that lack of strategic planning in place from management. The purpose of the report will include the Unit’s background, the main causes of high turnover rate, negative effects of turnover, different misconceptions associated with employee turnover, recommendation for curtailing the rate of turnover within the Unit and manage those to increase retention. 1.1 Organisation Background Cancer Care Services at the RBWH is the largest cancer service in Queensland and it’s also one of the largest in Australia (RBWH Research Report 2011). The Service encompasses divisions such as: Medical Oncology, Radiation Oncology, Haematology and Bone Marrow Transplant. The BMT Unit offers all treatment modalities for adult bone marrow transplantation. The 86 staff in the Unit comprises: 1 Nurse Unit Manager 2 Nurse Staff Managers 1 Assistant Director 1 Nurse Director. The Nurse Unit Manager manages the staff’s recruiting and rostering within the Unit, while the Nurse Staff Managers manages the staff recruitment within the whole Cancer Care Services line. 2. Description of the Problem Despite Cancer Care...
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...can say with great certainty that employee turnover is a concept which has been discussed a lot lately. It is normal part of every business cycle. In order to be able to analyze and discuss effects employee age has on employee turnover, definitions of these terms must be presented. According to Webster’s definition, employee turnover refers to the ratio of the number of workers that had to be replaced in a given time period to the average number of workers. Age represents one of the demographics characteristics every employee has. Other characteristics include gender, education, income, length of tenure. Simply said, these demographic characteristics refer to attributes of different employees. It is very important to note that different...
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