...High Employee Turn Over in Department of Family Protective Services and How to Reduce Turnover: Fort Bend County As Case Study. Leadership and Organization Behavior (MGMT-591) ABSTRACT A brief discussion about the Department of Family and Protective Services and the issue of high turnover of the workforce and suggestion on what the department can do further in ensuring workers retention becomes high. The agency is charged with one of the most difficult societal task and needs qualified and experience workforce in order to fulfil their mission and objectives. However in a world with many organization demanding the skills and services of may able bodied workforce it is becoming increasingly difficult for the agency to retain old workers and keep the new one at the agency. The paper looks at the agency from the eye on an insider and suggests some areas where the agency can focus its attention in ensuring workers stay and have a fulfilled career at the agency. The department of family and planning services is one of the social services organization charged with keeping the family structure together and functional and to ensure the safety of children in the home. Its powers and legality are founded under the Texas family code. It’s an organization that strives to ensure the safety of all children from abuse and neglect while keeping the family structure together as much as possible without excessive governmental intrusion. I work as an investigator for this department. My...
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...Journal of Business Case Studies – January 2008 Volume 4, Number 1 The Impact Of Organizational Change, Structure And Leadership On Employee Turnover: A Case Study Steven H. Appelbaum, Concordia University, Canada André Mitraud, MBA, Canada Jean-François Gailleur, MBA, Canada Marcello Iacovella, MBA, Canada Raffaele Gerbasi, MBA, Canada Victoria Ivanova, MBA, Canada ABSTRACT Purpose - To provide the management team at BTSA Ltd with a practical guideline in managing organizational change through a designated lead change agent. Design/Methodology/approach - This guideline was developed by analyzing various organizational behaviour variables which included organizational structure, leadership and organizational culture. The objective of the case study is to provide a pragmatic approach to dealing with transformational change, particularly the role and responsibility of leadership. Findings – This case identifies a distinct correlation between each above stated variables and productivity/citizenship factors among employees. As a result of the takeover by an international conglomerate, BTSA Ltd was facing major changes and sustained a high level of employee turnover within the company, including the abrupt departure of their lead change agent. This resulted in a sharp decrease in TQM initiatives and major slowdown in R&D projects. The key findings have determined the core elements which explained the turnover issue and the impact of organizational change (for a small Canadian...
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...Green Mountain Case Study XXXXX CSU Global University Organizational Innovation and Change XXXX XXXXX Defined by PsychCentral, “Cognitive reframing focuses on thinking differently by “reframing” negative or untrue assumptions and thoughts into ones that promote adaptive behavior and lessen anxiety.” (Grohol, 2011) The intent of this writing is to explore the change images found in the Green Mountain Resort Case Study. The specific goals are to identify the change image portrayed by Gunter, the hospitality literature, and the consultant. Also covered is how the change image influenced how to deal with the turnover problem. The next challenge is to select a different change image and describe how it would influence the situation described in the case study. Finally, this writing will summarize the benefits of reframing the change manager’s perspective to solving or not solving a problem. According to Cha-International, the employee turnover rate is the highest in the hospitality Industry. (Cha-International, n.d.) In Green Mountain study, Gunter, the partial owner of the resort, believed the high turnover rate was a major problem, and he was determined to change it. Gunter believed he could fix his “chronically sick organization” by using benefits and promotion opportunities as incentives to convince employees to stay. As described in the book, Management Organizational Change, Gunter performed as a director of change by believing his change action would...
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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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...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 the employees leave...
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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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...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 the employees leave...
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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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...FACTORS AFFECTING EMPLOYEES TURNOVER IN LOCAL AUTHOURITES IN KENYA A Research Project Proposal Submitted in Partial Fulfillment of the Requirements for the Award of Diploma in Business Management (Business Management Option) of the Kenya Institute of Management FEB 2013 DECLARATION Declaration by Student This Research Project is my original work and has not been presented to any other institution. No part of this research should be reproduced in any form or by any means without the consent of the author or that of the Kenya Institute of Management. STUDENT RACHAEL MUTHONI SIGN --------------------- DATE ------------------------ Declaration by the Supervisor This research project has been submitted for examination with my approval as supervisor for the Kenya Institute of Management (KIM) SUPERVISOR WAGURA WPA SIGN ------------------------- DATE ----------------- Declaration by Management For and on behave of The Kenya Institute of Management (Nanyuki Branch) BRANCH EXECUTIVE OFFICER Evans Mathenge SIGN ----------------------------- DATE -------------------- DEDICATION I dedicate this project to my husband and my children for giving me support and encouragement throughout my studies. I also thank my God for giving me strength and guidance. ACKNOWLEDGEMENTS Amgrateful to my supervisor mr.Wagura W.P.A who spared a lot of his time in guiding on data collection and compiling...
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...A Case Study of the Employee Turnover Problem in Walgreens Co. Jason Nguyen GM 591 Leadership and Organizational Behavior Professor Horst August 19, 2011 Introduction Walgreens Pharmacy is a drugstore chain that operates in the United States. This Company provides its customer with multichannel access to consumer goods and services, and pharmacy, health and wellness services in communities across America. Walgreens has become a fortune five hundred company and a popular landing spot for new college gradates. Instead of becoming a permanent home for new employees, it has become a stepping-stone for better job opportunities. This study provides literature reviews, problem analysis, and solution recommendations for the employee turnover tendency problem facing Walgreens Pharmacy. Walgreen offers its products and services through drugstores, as well as through mail, by telephone, and via the Internet. It sells prescription and non-prescription drugs, as well as general merchandise, including household products, convenience foods, personal care, beauty care, candy, photofinishing and seasonal items. Its pharmacy services include retail, specialty, infusion, medical facility, long-term care and mail service, along with pharmacy benefit solutions and respiratory services. Walgreens corporate, located in Deerfield Illinois, is in charge of overlooking all of the operation within the organization. My role in the organization is a Business Analysis. I am...
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...Background Hiring employees is only the first step to creating a strong work force. Next, you have to keep them. Employee turnover costs businesses owners both in time and productivity, and the impact is especially large at a small firm because of the relative connection to its size. But how can a small firm offer the right motivational factors to ensure that the staff remains within the organization? How can they compete with motivational employee benefits of larger corporations? This paper looks at one case company, a small accountancy firm located in Sweden that offers a wide range of financial services, mainly within four main categories: economic consultations, tax-returns, bookkeeping and auditing. The firm currently has 13 employees of different educational background, divided into two sections; bookkeeping and auditing. The firm has one manager who is also the sole owner of the company. This person is an authorized accountant who will remain anonymous in this paper but referred to as “Laura” in the remaining of this paper. The firm is currently expanding but is experiencing difficulties in motivating well-educated employees to stay long term. During the past year, two employees have quit their jobs and one of the replacers is currently on sick leave due to burnout. The concern is that if the firm does not improve its employee retention, they will spend an excessive amount of time trying to recruit and train new people, so retention of the current employees is important...
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...|SOUTHERN CROSS UNIVERSITY | ASSIGNMENT COVER SHEET For use with online submission of assignments Please complete all of the following details and then make this sheet the first page of each file of your assignment – do not send it as a separate document. Your assignments must be submitted as either Word documents, text documents with .rtf extension or as .pdf documents. If you wish to submit in any other file format please discuss this with your lecturer well before the assignment submission date. |Student Name: |Samara James | |Student ID No.: |22078393 | |Unit Name: |Tourism and Hospitality Research and Analysis | |Unit Code: |MNG00415 | |Tutor’s name: |Martin Young | |Assignment No.: |2 | |Assignment Title: |Research Proposal and Literature Review ...
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...Organisational Change and Employee Turnover Kevin M. Morrell, John Loan-Clarke and Adrian J. Wilkinson Total Word Count: 4515 K v Mor ls f ayaD c r R sa h t et iP Ditl ‘ dln ei r liai l er ot a eer Su n h h sie Moei n e n ol c d ,s td lg E p ye unvr k.m.morrell@lboro.ac.uk m l e T roe , o ’ John Loan-Clarke is a Lecturer in Organisational Behaviour, j.loan-clarke@lboro.ac.uk Professor Adrian Wilkinson is Professor of Human Resource Management, a.j.wilkinson@lboro.ac.uk All authors are based at: Loughborough University Business School, Loughborough LE11 3TU, UK. Key Words: Employee Turnover, Organisational Change, NHS 1 Organisational Change and Employee Turnover Abstract This paper investigates employee turnover, using data from a recent study of 352 NHS nurse leavers. We explore individual decisions to quit in a context characterised by change, and suggest a mechanism whereby organisational and contextual change can prompt individual leaving decisions. We develop and test hypotheses designed to shed light on the links between organisational change and individual decisions to quit. We then develop a theoretical, heuristic model describing the relationship between organisational change and turnover. The managerial implications of this model are outlined and the paper concludes with an agenda for future research. Introduction Employee turnover is a much studied phenomenon (Shaw, Delery, Jenkins and Gupta 1998: 511). Indeed, one recent meta-analysis (Hom...
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...Study of Factors in Skilled Employee Turnover QNT/561 Study of Factors in Skilled Employee Turnover Employee turnover and retention of skilled workers is a vital aspect of business operations and a problem that many organizations face. High turnover rates can have a major impact on businesses in terms of cost, time, and profitability. It is for this reason retaining employees who offer companies the most potential to succeed is imperative, and turnover rates should be kept at a minimum. Costs of employee turnover can depend on multiple variables including, but not limited to, job satisfaction, pay, benefits, staffing, and job vacancy. These variables can be broken down into two groups, independent variables and dependent variables. Independent Variables Job satisfaction – describes how content an individual is with his/her current job. Factors that can increase job satisfaction among individuals include pay, benefits, perceived fairness, flexibility, working environment, and opportunities for advancement within an organization. Job vacancy – available vacant positions can influence individuals to leave their current place of business and seek employment opportunities elsewhere to achieve desired needs including more. Dependent Variables Pay – wages employees earn in comparison to each other and competitors. Benefits – these include items that can be offered to employees to increase job satisfaction including, work hours, health plans (medical/dental), insurance, etc...
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...We 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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