...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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...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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...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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...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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...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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...OF FACTORS AFFECTING HIGH EMPLOYEE TURNOVER AMONG THE JANITORS AT ABC COMPANY Chamalie Ahangama Withanage B.Sc (Hons) Facilities Management University of Moratuwa a.w.chamalie@gmail.com Sri lanka Institute of Personnel Management Acknowledge ments Acknowledgements This research is accomplished to be indebted much dedication and admiration of many people who have contributed in numerous ways. I express my gratitude to each and every individual for their encouragement, values and ideas, assistance and especially their commitment towards this research to make it a success. First and most respectively, I am greatly indebted my supervisor, Mr.Mahendra Silva for the given interest, encouragement, gentle guidance and support offered through out of this study. I extend my sincere thanks to Mr. Suneth Hitihamu for his interest, encouragement and the guidance towards this work as research coordinator. It is my foremost duty to pay my gratitude to Head, Air Vice Marshal Rohitha Ranasinghe and all other staff members of IPM for the endorsement they gave me during the final year as well as during the research period. Also another word of thanks must go to all non academic staff members of the IPM for valuable help given whenever I required. I express my indebtedness to all participants in the survey for their encouragement, contribution, values and ideas, valuable assistance and especially their commitment towards this research and the valuable time they...
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...LEADERSHIP AND EMPLOYEE TURNOVER IN HOTEL INDUSTRY Submitted By: Mahesh A dissertation submitted in partial fulfillment of the requirements for the degree of B.A (Hons) Date Abstract With 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. ACKNOWLEGDEMENT I would like to thanks to my module tutor who helped me a lot to complete this assignment. Table of content Page Number Chapter 1 1.1 Background: 1.2 Aims and Objectives / Research Questions / Hypothesis 1.2.1 Aims & Objectives 1.2.2 Research Question ...
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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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...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 | |Due date: |April 11th 2014 | |Date submitted: |April 10th 2014 | Declaration: I have read and understand the Rules Relating to Awards (Rule 3 Section 18 – Academic...
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...Master of International Business Administration Business Research Methods for Managers-Fall 14086 THE REASONS BEHIND EMPLOYEE TURNOVER, ITS’ EFFECT AND THE METHODS TO REDUCE IT Supervised By Dr. Ashraf Elsafty Presented by: Yasser Hassan El Sayed Created Date: Oct 10, 2014 Last updated: Dec 11, 2014 Table of Contents LIST OF ABBREVIATIONS 3 1. CHAPTER 1: INTRODUCTION 4 1.1. AN OVERVIEW 4 1.2. PROBLEM DEFINITION 4 1.3. RESEARCH OBJECTIVE 4 1.4. THEORETICAL FRAMEWORK 5 1.4.1 MODEL VARIABLES 6 1.4.1.1 Dependent variable 6 1.4.1.2 Independent variables 6 1.4.2 RESEARCH ASSUMPTIONS 6 1.4.3 RESEARCH LIMITATIONS 6 1.5. RESEARCH QUESTIONS 7 1.5.1 MAJOR QUESTIONS 7 1.5.2 MINOR QUESTIONS 7 1.6. RESEARCH METHODOLOGY 7 1.6.1 RESEARCH TYPE 7 1.6.2 SAMPLING 7 1.6.3 DATA ANALYSIS METHODS 8 1.6.4 DATA ANALYSIS METHOD 8 1.7. THESIS STRUCTURE 8 2. CHAPTER 2: LITERATURE REVIEW 9 2.1. INTRODUCTION 9 2.1.1 SCOPE OF THE STUDY 9 2.1.2 SIGNIFICANCE OF THE RESEARCH 9 2.2. PREVIOUS STUDIES 9 2.2.1 REASONS BEHIND EMPLOYEE TURNOVER 9 2.2.2 SYMPTOMS THAT ORGANIZATION FACE IN RESPONSE OF TURNOVER 10 2.2.3 COSTS OF EMPLOYEE TURNOVER 11 2.2.4 MANAGING TURNOVER THROUGH SELECTION 11 2.2.5 THE FORMATION OF AN EFFECTIVE RETENTION MANAGEMENT PROGRAM 11 3. CHAPTER 3: THEORETICAL FRAMEWORK AND RESEARCH DESIGN 12 3.1. INTRODUCTION 12 3.2. PROBLEM DEFINITION 12 3.3. RESEARCH OBJECTIVE 12 3.4. THEORETICAL FRAMEWORK 13 3.4.1 DEPENDENT VARIABLES...
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...reduce turnover rates in their organizations. The study proposes that employee retention rates at Applied Research Associates (ARA) are driven by employee satisfaction. Applied Research Associates employs just over 1,200 employees and the study will use a written, paper survey to collect information from 200 randomly selected employees. Some of the information collected will be used to classify the study participants. The remaining information regarding employee views on benefits and career advancement opportunities within the company will be used to measure the level of employee satisfaction and will be analyzed for potential areas to improve retention of quality employees at ARA. Make sure word count is at 150 or less. Good summary Employee Retention at Applied Research Associates From an organizational perspective, the recruitment and retention of top-notch employees is even more important today than ever before (Holtom, Mitchell, Lee, & Eberly, 2008). Successful organizations have become increasingly dependent on their quality this maybe bias calling them quality employees employees’ ability to adapt to market changes; the same market changes that may cause job dissatisfaction among employees and increase voluntary turnover rates of key employees (Chen, Ployhart, Thomas, Anderson, & Bliese, 2011). Applied Research Associates has an excellent record in recruiting high quality employees, but in the past 12 months there has been an increase in the employee voluntary...
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...explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it proceeds about the hypothesis development. The theoretical framework and hypothesis development examine the relationship between dependent variable and independent variables. Next, it goes to data collection methods that consist of primary data and secondary data collection. Next, the size and number of respondents and sampling method will be explained. After that, it goes to the data analysis method for qualitative and quantitative data in this study. Research Framework Since all the variables are being determined, the factors that cause the employee turnover in the working place will be developed through the framework. In this framework, it will consist of dependent variable and independent variables only. The independent variables are compensation and benefits, organization cultures, supervisor, job analysis and characteristics, and career development. On the other hand, the dependent variable is employee turnover that deeply discuss in this research. All the independent variables are being measure with the relationship with employee turnover. The chapter begins with an introduction that explains the research framework. The intention of this study is to analyze the relationship between compensation and benefits and others independent variables towards the employee turnover. Then, it...
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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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...EAST WEST UNIVERSITY Employee Turnover and organization Productivity in the context of Pharmaceuticals industry Organization Behavior (MGT 251) 7/20/2014 The document is on Employee turnover and organizational productivity of Square Pharmaceuticals, discussing various condition of employee turnover rate and the effect of that on the productivity level. An Assignment on Employee turnover and organizational productivity in the context of pharmaceutical industry. Course Code: MGT-251 Course Title: Organizational Behavior Section: 3 Submitted by Glen Archan Karmakar 2012-2-10-061 Asif Zubair 2012-2-10-066 Sazzad Ahmed 2011-3-10-048 Clinton Peter Gomes 2012-2-10-062 Abdul Momen Noman 2012-1-10-112 Sabbir Newaz 2010-1-10-267 Submitted to Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Date of submission July 20, 2014 Rumana Afroz (RUA) Senior Lecturer Department of Business Administration Subject: Submission of the Report on “Employee turnover and organizational productivityin the context of pharmaceutical industry”. Dear Madam, Here is the report on the observational study of employee turnover in the context of pharmaceutical industry that you asked us to conduct in July, 2014. While preparing the term paper, we have tried our best to privide all the necessary information that will give a vivid scenario of our work on the topic mentioned above. We have gathered all...
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...Turnover at Academic Institutions MGMT-591 Professor Anne Hallcom August 22, 2014 Introduction The University of California, Los Angeles, is world-renowned for research and education in many fields. The campus is located in Westwood area of Los Angeles, and was founded in 1919, and currently has about 40,000 students, 26,000 administrative staff and 4,000 faculty (UCLA, n.d.). The Semel Institute for Neuroscience and Human Behavior is an organization that researches a number of psychiatric and behavioral topics. The researchers come from all across the globe to work at UCLA and publish papers into prestigious journals, which hopefully might change the way diagnoses are made and treatments provided. Researchers also need to hire assistants and volunteers to help with the workload and get a project initiated and running, and eventually finished to analyze results. In addition to hiring assistants, researchers also need to hire employees that will fill out grant paperwork, handle finances and purchases, and set-up meetings as needed. If the researcher has many projects going on at the same time, this could be very stressful for the most capable employee, and could lead decrease in motivation and productivity, eventually leading to either leaving the job or getting fired. California is currently in a budget crisis, and public schools are getting less and less money from the state government to hire more employees. The employees that are present must be able to be as productive...
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